affinity groups
a group of people linked by a common interest or purpose. Source: Google Search
We want to preface this blog article with the fact that we are not opposed to affinity groups based on race, ethnicity, gender, etc. In fact, we believe that these outward-appearance based groups serve a positive purpose as it relates to an organization’s journey in Diversity and Inclusion.
However, we do want to open the conversation about the potential for unintentional consequences such as the possible appearance of creating exclusion for others in your organization. When we label any group, but then explain it is really open for anyone to participate in, do others really feel comfortable and welcome; or do they feel ignored and excluded?
Recently, in a discussion with a major health care system, I was surprised to find out that they had disbanded their entire diversity program, which was based primarily on outward-appearance affinity groups. There was a belief that these affinity groups created more segregation than cooperation and collaboration. Whether this was factual, or not, is still not clear based on the brief discussion. However, it was absolutely the belief of this organization’s senior leadership. What could have been some of the possible causes for this belief?
During our conversation, it was obvious that much of the belief stemmed from health system associates that, in their own minds, had been excluded from the process of participating in the affinity groups. In fact, these associates felt they were excluded because they were not part of what they perceived to be “privileged groups”. Therefore, creating an “us and them” culture and thought process in the organization. When you view it from this perspective you can see the belief system that these types of affinity groups might cause. Does that mean these types of outward-appearance based affinity groups are effective, or ineffective, as a means for promoting and improving diversity and inclusion within your own organization?
At M2R, we do believe that such groups can play a key role in organizations that are in the earlier stages of incorporating diversity and inclusion into their corporate culture. However, organizations that have been on the path of diversity and inclusion for a significant period may want to consider including additional methods. One of those methods we propose is to add “implicit bias” coaching/training to your existing practices.
Implicit (unconscious) biases are those beliefs and filters that each of us develop, based on the
environment we are raised in and our experiences with others. They are termed implicit biases, because these biases cause behaviors in each of us that are unconscious reactions to others, situations and events. Unfortunately, many times these biases and beliefs are false or inaccurate.
Adding the focus on implicit bias coaching and training could be one solution to any organization with a similar experience as the health system referenced earlier. Training and coaching in implicit bias accomplishes a few key cultural changes in an organization:
· Can be overlaid on your existing inclusion programs, while allowing participation by everyone in organization; removing the feeling of exclusion
· Leads to discussion about commonalities versus differences; human nature attracts us to others that we can find commonality
· Enlightens individuals how their own behaviors may be driven by implicit biases & beliefs; which in many cases are false or inaccurate
· Creates a better understanding and knowledge of your associates and leaders; just by listening about their unique environments and experiences
· Removes focus from the outward-appearance; focuses on the root causes
We find it extremely interesting that affinity groups that were established to create a culture of inclusion, may be at a point that they are considered harmful for some organizations. As we stated earlier, we believe these affinity groups bring tremendous value for organizations in the earlier stages of their diversity and inclusion journey. However, for those organizations further along in the diversity and inclusion process, there may be cause to re-examine and re-evaluate the unintended consequences. There may be other added methods that allow you to effectively continue towards your journey that include participation and inclusion of everyone in your organization.
The goal of any organization is to attract, recruit and maintain the highest levels of talent throughout their organization. The laws of human nature bind people because of their commonalities; not by their differences. Implicit bias coaching/training is focused on the participants finding the “common” in their early environments and experiences; regardless of their outward-appearances.
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