Abstract
In the wake of Covid-19, organizations find that minority workers are hesitant about returning to the office where they regularly felt overlooked, excluded, and devalued. This response has raised troubling questions about workplace inclusivity for those who identify as different. What has not been adequately addressed, is a deeper understanding of the minority experience in the workplace and why organizations have failed to respond to the needs of underrepresented employees. Using an original dataset with employees across five countries (n=2,969), this study explores minority perceptions of the employee experience, both prior to and since the Covid-19 pandemic, as well as the impact these perceptions have on their desire to return to the office. While we are working with a convenience sample and are mindful not to overly generalize, findings suggest that an overwhelming percentage of minority employees work in an environment where potential bias and discrimination compels them to adopt coping strategies that suppress aspects of ethnic identity to optimize the comfort of others in exchange for fair treatment and opportunity. In this space, authenticity is a privilege enjoyed only by those of a particular color, gender, culture, or class. Employees who express their diversity are more likely to experience microaggressions, suffer from burnout, and feel a decreased commitment to the company. For organizations to successfully foster an inclusive culture, retain a diverse workforce, and advance innovation, they must actively advance inclusion programs that move beyond compliance and “assimilation” and ensure all voices are heard, valued, and respected.
Presenters
Daniel PattersonSenior Researcher, Institute - Research and Assessment, O.C. Tanner , Utah, United States
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
The Value of Culture and the Demand of Change
KEYWORDS
Diversity, Inclusion, Codeswitching, Identity, Bias, Microaggression
