This case study is about brand culture and an ugly position that should have never happened.
Many of you read the headlines, and it’s safe to say, most feel it was a very sad situation at Newfield’s Indianapolis Museum of Art. However, the profound question is how and why did it happen at such an esteemed institution?
Exposition
The IMA culture that triggered the event is also common among other groups. The truth is other organizations may be susceptible to a similar situation. Some executives believe implementing a diversity and inclusion plan is important to do, but requires a prudent and practical approach because you can’t afford to alienate your White core business.
Inciting Incident
Let’s be honest. The IMA problem was not about a job description, it was the spark. The CEO did not write the job description, and probably didn’t even approve it. Nevertheless, how could it make it through the approval process? The HR director, and board members, all had to be asleep at the switch. The language “Maintaining our White core audience” was not a radical concept it was the culture. Not recognizing that specific wording could be the match that would burn down the Museum is a symptom of cultural Narcolepsy.
It is hard for executives to understand you can’t make real change and keep the existing state of affairs. Change is hard. Kelli Morgan, former associate curator, who is Black resigned last year; after sounding the alarm about their workplace culture, and she received no support. If your team is asleep or, God forbid, blind, they can’t read the room temperature. They will not understand the conversation and tone of what’s wrong. So, when a team member raises a red flag, they’re seen as a negative influence.
Obstacles to Overcome
This is a widespread problem and DaMar Staffing can help an organization avoid these blind spots. A strong diversity and inclusion strategy can help your organization attract top talent, but it is only half of the issue. Hiring a diverse staff means little if they don’t fit into your team culture and feel included. That is the greater challenge.
Better workforce strategies start with improving your vision first; it is important to start with yourselves and your level of awareness, openness on the subject. A well-rounded workforce and a trusting environment start with the appropriate communications. Great companies leverage workplace communications to support their employees, share information, answer questions and promote equitable situations. Open-book management is a strategic advantage. Do not simply check the boxes.
Conclusion
DaMar approaches diversity and inclusion holistically—we help companies do the right thing. An internal talent audit can help you understand if there are any unconscious biases and will help executive-level leadership and management think honestly about a new workplace inclusion strategy. We start with the basics, good job descriptions, recruiting, screening, and interviewing.
Your staff is the greatest business asset you have. Invest in developing your talent pool by providing opportunities to all individuals especially to those underrepresented at your organization. You put a lot of time and money into planning goals and business strategies. The truth is it all falls flat if you don’t have quality people to implement.
DaMar Staffing can help you better understand how to recruit, hire, engage, and retain the best talent. The right people will lead your company to success, but many firms do an awful job of finding and keeping them. When you build a brand culture that embraces holistic diversity and inclusiveness it leads to transformational innovation.
DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com