The issues surrounding diversity are vast, and its tempting to allow the media to narrow our focus to just a few groups. What about the aging population? What about an increasing refugee and immigrant workforce? I learned about Star Jones' passion for encouraging diversity in the workplace, when she announced that she was President of Professional Diversity Network ("PDN"), a publicly traded company on the NASDAQ. Jones is one of only a handful of African American women to lead a publicly traded company in the US. I wanted her to tackle some emerging issues in the workplace. Here's what she shared:
DM: What's your vision for companies and diversity? What's "the end" that you have in mind?
SJ: My vision is that companies of all sizes -- public and private -- will come to embrace diversity as a business imperative. Countless studies and research confirm that diversity is good for a business' bottom line. Diverse companies outperform companies that do not have a diverse workforce. Corporate boards with women as members have a better financial performance than boards with no gender diversity. A diverse and inclusive workforce is an imperative for any company that wants to remain relevant to the increasingly diverse consumer base.
DM: Does money and fame make diversity a non-issue, or do you still have to overcome challenges in this area?
SJ: Diversity is never a non-issue, regardless of the balance in your bank account or your name recognition. Hollywood has been accused of gender and race bias as well. Take the media industry. When it comes to women, viewers and critics tend to pay attention to their physical appearance versus their thoughts and commentary, as compared to their male colleagues. In general, male commentators earn more than women in the same position just like so many other career opportunities in America. African American actresses such as Halle Berry and Nia Long and actress Patricia Arquette have all spoken out against the disparity in pay and opportunity African Americans and women encounter in Hollywood. Look at the continuous lack of diversity in Oscar nominations. It is beyond disappointing and certainly brings to the forefront a legitimate problem with diversity in Hollywood. But at PDN we are focused just as equally on increasing diversity behind the camera. Electricians, set designers, lighting experts, production assistants, etc. -- these people are the moving parts of the business behind show business.
DM: Age discrimination in the workplace is a reality for some senior citizens. Is there room for older adults in PDN?
SJ: There is absolutely room for older adults. More and more employers recognize the value that older adults bring to the workforce. They offer a unique perspective and set of experiences that can positively impact the workplace and add another diverse component to a team. At PDN, we believe it's important to embrace all types of diverse employees.That's my charge at PDN -- to help ALL Americans find good paying jobs.
DM: Do you believe that immigrants face unique challenges that minorities may not face? How can PDN help?
SJ: Immigrants are an equal part of America's diverse minority population, a population that is changing the landscape of America. The challenges that immigrants may face entering the workforce and advancing are likely very similar to those faced by other minorities. By 2050, today's minority population -- including immigrants -- will become the majority in terms of population size. I call this the "browning of America." That population shift will have ripple effects throughout every aspect of society - especially the workforce.
DM: What are your thoughts on women empowering women in the workplace vs being competitive?
SJ: Women need to help women. Bottom Line: Rising tides lift all boats! When women help one another professionally -- especially women at the top -- everyone benefits. Whenever you have the opportunity to mentor someone, recommend someone for a job opening, make an introduction or even act as a sounding board over a quick cup of coffee, do it! I am successful because someone helped me along my career path, and in turn, I help others succeed.
DM: What do you think about organizing and hosting diversity forums in the workplace?
SJ: I think workplace affinity groups are a powerful resource for diverse employees to network and share experiences and a useful resource to help employers take the pulse of their workplace environment. I recently led a Diversity Roundtable in Silicon Valley with my fellow board member Randi Zuckerberg. It was hosted by the venture capital firm Andreessen Horowitz and brought together 50+ thought leaders and diversity and inclusion practitioners of major tech companies to share best practices and strategize solutions. We all agreed that diversity affinity groups within an organization are a great place to foster this dialogue and work towards the goal of inclusion across the board.
Jones says that the ultimate "end" she has in mind is, "when we no longer have to make the business case for diversity, and women earn the same wage as their male counterparts for performing the same work. We're not there yet, but we're making steady progress. I thoroughly enjoy the work we are doing to ensure that women and diverse Americans have equal access to career opportunities and access to equal pay for equal work."