In an article written for The Conversation, School of Administrative Studies assistant professor Akolisa Ufodike teams up with University of Calgary professor Harrie Vredenburg to investigate the subject of corporate diversity across Canada - covering the ways in which it has not yet materialized, in spite of widely perceived notions.
During a moment of emerging racial consciousness, the two instructors argue that the time has come for corporations to look within and examine their policies for traces of institutional racism. Research supporting the value of diversity within organizations exists across many industries, but consequential action to push for sustainable change has lagged behind thus far.
One potential cause of this could be the loose definition of "diversity" at times overlooking the factor of race. Commitments and promises to diversify leadership roles have been made in recent years, but have ultimately fallen short because of the lack of details and specific solutions offered.
"For years boards have made policy commitments to increasing diversity as a way to address institutional racism. They have not succeeded because of how diversity was defined and how they proposed to achieve it," the article states.
Ufodike and Vredenburg also argue that implementing targets for new hires is a necessary component in the drive for true corporate diversity. While targets are subject to being perceived as "quotas" which carry a negative connotation, these tangible guidelines can be used to keep organizations accountable - and this accountability can lead to increased representation and real progress over time.
"Gender diversity targets have clearly worked to achieve greater gender representation on boards. Using targets to racially diversify Canadian boards would have a similar positive effect."