Diversity in the workplace or when "quotas" divided our Christmas dinner

https://soundcloud.com/user-228512088/s01e04-la-diversite-en

The connection between diversity and success is continually being confirmed. However, many companies still find it challenging to foster diversity within their ranks. When the French public radio revealed that "out of 103 companies studied, between 5 and 15 demonstrated significant and robust discrimination against candidates with North African surnames," we were appalled. We were disappointed to see that the list of these companies has not been made public. "If we could see the list, we could promote the 88 companies that are doing well and boycott the 15 that are not," my family exclaimed during our Christmas meal.

Our 5 member-family strongly embraces diversity. We have 60% women and 40% men, with three nationalities speaking two languages, and a 40-year age gap between the youngest member and his parents.

The debate is launched at the family table. The two sisters believe that sexual discrimination also exists in Parisian nightclubs.

“The nightclubs discriminate against certain women in particular and all men in general! To get in for free, you have to be female, have an attractive physique, wear a skirt with bare and shaved legs even when it's 0 degrees,” they complain. ”For men, it's even worse! Even a clean-shaven goodlooking boy has to pay to get in.”

Curious, the younger brother raises his hand as if in school and asks us whether, by the time he comes of age in seven years, handsome boys without any money will be allowed into nightclubs for free. It’s hard to say... “but we believe in progress and gender equality,” is our unanimous answer.

The tone shifts dramatically when the pivotal question is raised: How can we change? Then one of our two daughters speaks up: “Everyone knows that women face discrimination. Even with equal competence, we are hired less, paid less (16.23% less), and promoted less often than men.”

She looks at my son and me as if we were guilty of being born on the male side of the human race, and adds :

“And dad, don't tell me it is just an opinion. It's a proven fact. Look at the photos of supervisory committees, councils of wise men or scientific committees: old white men are clearly over-represented! Look at politics too: without parity, political life would not have changed. The dice are loaded. ”

My New Zealand wife proudly adds:

“The Prime Minister of our All Blacks is an All White woman, she is so inspiring!”

For a moment, I thought that the family would go back to the quiet harmony of Christmas Eve and meditate on the bitter yet sincere tirade of my youngest. But my ‘masculine intuition’ failed me. The atmosphere got tense, and the magic of Christmas faded... The word quota entered the debate.

My eldest daughter, a bit of a rival to her sister, retorted:

“No way I'm going to be a quota recruit. I have no intention of becoming a quota businesswoman! The quota is an invisible but undeniable stain. Suspicion will hang over me  for life. It suggests that without quotas, women would not make it. We want transparency, not assistance. If there are quotas in a company, they should say so openly and I won't apply there.”

With tears in her eyes, she turned to me and said, "Dad, I implore you: please don't promote quotas. Instead, help companies change their cultural approach on this issue!" Then, slightly challenging her mother, she added, "As for women politicians, Mommy, what have quotas really changed? Neither the Prime Minister of New Zealand nor the Chancelor of Germany were elected because quotas!”

Oh dear… this family gathering is going off live. The youngest of our children, worried that he might become the target of his sisters' debate, raises his finger and asks if there will be a gender quota for the guests at his birthday party and if there will be a quota for male and female YouTubers. I remain silent, listening intently, as we coaches say. That's when my wife comes to the rescue and returns to the basics: “In New Zealand, a company is like a family built on shared values, two of which are particularly close to our hearts: freedom and otherness. When you become managers, you will choose whoever you want: a woman, a man, a junior, or a senior. Don’t postpone your freedom of choice to appease social pressure, even if they have the best intentions. The road to hell is paved with good intentions. Above all, always explain your choices.”

When you are in charge, it’s important to collaborate with people who are different from you —those who may seem like the complete opposite. Embracing otherness goes beyond simply acknowledging diversity. Some companies that struggle with diversity may superficially address it regarding gender, ethnicity, age, and so on. However, otherness truly values individuals for their unique differences. Thankfully, these differences extend beyond mere appearances: there are all kinds of women in the world.

Please, girls, do not restrain your identity to your gender. And you, son, remember that you won’t just be a man; you’ll also strive to be a good person. Darling, what advice do you have for industries that want to improve their diversity policies?

– Companies are so different. Some adopt a short-term approach by implementing positive discrimination, which involves giving opportunities to those who are underrepresented in their industry. This concept gave rise to quotas, often seen as a temporary measure for long-term benefits. Other companies focus on quantitative goals. They set specific numerical targets (like certain percentages) based on the idea that “you get what you measure.” By exceeding these targets, they can enhance their market value, sometimes without making any substantial changes."

Finally, there are those who prioritize quality and aim to change mindsets. They focus on including newcomers and actively combating sexist and racist ideas that insidiously emerge in discussions, from casual conversations around the coffee machine to the executive committee.

– But which approach should I choose?

– The answer is simple: all three. We need to blend all approaches to enhance our chances of success. Every company has certain militant beliefs that can still limit diversity. This is not fashion; there is not a one-size-fits-all solution. I believe that the best approach is to combine various approaches to quickly improve diversity within companies.