I was born in Green Bay, Wisconsin. If you've been to Lambeau Field, you know that the energy of the crowd and the overall aura is unparalleled. If you sit down next to me at a Packers' game wearing green and gold or with a big block of foam cheese on your head, it doesn't matter if we've ever met before – I know instantly that we're on the same team, cheering for the same cause. I'm not focused on how we're different – I know instantly what we have in common. (I've never been a Bears fan, but I respect the game, and imagine y'all feel the same way here in Illinois about your team.)
And so it is in business: If you can get everyone on your team at work focused on the important outcomes (winning, out-performing the competition, serving customers/patients/clients) it matters less what makes people different; you're all working toward the same cause. Go team!
Workplaces are at their best when they hire top talent and put people in the right seats – fully utilized, delivering the best possible results, with employees connected by a common mission and the shared values that drive success.
Any business owner or leader would agree that finding the best talent means searching high and low, advertising open positions broadly and with clear criteria about the skills needed to perform the job. It's not always about the degree, either. the best available hire might be someone with the willingness to learn, a great smile, creative ideas, a fresh perspective or decision-making skills.
Once hired, it's important to get everyone trained, engaged and working at full capacity, right? The team must deliver results, while displaying certain behaviors or values that contribute to desired outcomes, right? If there's a promotional opportunity, it should go to the highest qualified individual, would you agree? If an employee can't be their best due to someone else's disruptive behavior, a supervisor should step in (much like the supervisor would take accountability for a broken machine that is holding up production), correct? And ideally, you need to do all this legally, without regard to race, gender, religion, disability status or other factors, right?
I think most owners and leaders would answer a resounding "yes" to these questions.
Good news: If you do the things mentioned above, your business is (most likely) operating within the guidelines of equal employment opportunity. Equal employment opportunity became law with the passing of Title VII of the Civil Rights Act of 1964, and is meant to ensure that employment-related decisions are made based on merit; finding the best person to do the job, regardless of their personal characteristics such as race, gender, religion or disability. If you can hire, develop, accept and inspire everyone in your business, you'll drive strong results and benefit from being within the parameters of equal employment opportunity. You'll reduce legal risks, and the even greater risk that performance in your business doesn't meet goals or fulfill your organization's mission.
When team members know they were hired because they were the best person to do the job and they feel accepted and inspired, they'll care more, have the courage to speak up and ultimately make better decisions. People perform poorly when their concerns are dismissed or they are treated with pettiness because of their differences. Treat everyone at work like a respected member of the team, and (most of) the rest doesn't matter.
Equal opportunity means (literally) having the same chances to succeed, regardless of background and without bias. If you search far and wide for talent, you'll likely have a mix of team members in your business with different backgrounds (some might call this...diversity).
If leaders are skilled enough to build relationships and get the most from people, one could say they're being...inclusive. And if you're willing to provide things like elevators for those who can't take the stairs, sit-to-stand desks for someone with a back problem, steel-toed boots that fit, a larger monitor, or other personalized tools and equipment that people need to perform at their best level, one could even say you're being...equitable.
Building an organization that engages and employs the best possible talent from all walks of life (or maybe someone who can't even walk, when they possess critical skills needed in your business) doesn't need to be complicated, and certainly doesn't need to be stigmatized as a woke practice. Call it what you want, but casting a wide net for open opportunities, then motivating, engaging and creating equal opportunities for people to succeed is just good business. So put on your green and gold – or whatever colors represent your organization – and let's get to work.