Vaccine efficacy is an important COVID-19 conversation. It is defined as the percentage of reduction of disease in a vaccinated group of people compared to an unvaccinated group using the most favorable conditions.
Efficacy should not be a conversation that is exclusive to a diseased body. It is time for leaders to have conversations about an infectious disease that is undermining the overall mission for diversity, equity, and inclusion within an organization.
TREATING SYMPTOMS
For years, organizations chased the secrets for leveraging the collective power of human potential. As the workforce became more diverse; respect for differences, fair treatment, and inclusion in organizational processes, activities, and decisions became barometers for measuring the collective power of human potential.
Today the barometers for exploring the collective power of human potential are known as diversity, equity, and inclusion (DEI) training. Unfortunately, most trainings treat the symptoms that reflect deficiencies in the collective power of human potential. For over fifty years, organizations have used unconscious bias trainings to treat:
Disrespect for differences (Diversity)
Unfair treatment in hiring and promotion (Equity)
Exclusion in organizational processes, activities, and decisions (Inclusion)
Town hall meetings are a common method for treating symptoms and opening the door for intercultural competence. Unfortunately, without competence in the role of purpose in the collective power of human potential, individuals will propagate liabilities that undermine change in attitudes and behaviors.
Most organizations believe that the path to finding remedies for these liabilities is more unconscious bias training, employee resource groups, diversity committees, etc. All are effective in treating symptoms to some degree, but purpose remains the vaccine for treating deficiencies in diversity, equity, and inclusion.
TREATING THE DISEASE
Purpose Deficit Disorders™ (PDD) is the disease that undermines the efficacy of diversity, equity, and inclusion. When the percentage of people with PDD is high, the risk will be high for creating a culture where people:
Disrespect differences
Engage in unfair treatment in hiring and promotion
Exercise exclusivity in organizational processes, activities, and decisions
Building a Diversity Purpose™ addresses the reality that purpose is the genius for helping people explore the collective power of human potential. When the collective Diversity Purpose IQ™ is high, people will develop:
Respect for celebrating differences
Value for supporting fair hiring and promotion practices
Awareness for including others in organizational processes, activities, and decisions
Moving forward, you must remember that policies are written to treat and control the symptoms for deficiencies in diversity, equity, and inclusion, but building a Diversity Purpose™ will put your organization on the path to treating the disease.
America is in a culture war and it is influencing employees' attitudes and behaviors to propagate liabilities that undermine the workplace culture. Your organization can no longer afford to engage in old diversity, equity, and inclusion practices that only treat the symptoms of the disease behind the culture war. Now is the time to administer the vaccine to eradicate the disease that is responsible for people warring over differences, treatment, and inclusion.
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ELIMINATING DIVERSITY PURPOSE WEAK SPOTS™
Purpose Deficit Disorders (PDD) is the disease that undermines the collective power of human and if there are Diversity Purpose Weak Spots™, the risk will be high for your training to not explore the collective power of human potential.