‘Making an impact in the lives of the people” and “helping people move to the next level” are top reasons why Hawaii human resource professionals choose the profession. Recent news of harassment and discrimination in the workplace are disturbing reminders that HR leaders must confront ugly human behaviors and workplace environments that perpetuate such behaviors, to help employees and employers navigate. There are clear steps to take once an HR professional is aware of such behavior — but how to take or approach those steps?
Diversity is a good start. According to the 2016 census, Hawaii is 78 percent diverse. With only 22 percent of the population identifying as “white alone,” everyone else is Native Hawaiian, Pacific Islander, Asian, Hispanic, African-American, and a blend of other races. Although Hawaii ranks 40th among states in population, a Pew Research study lists Hawaii as sixth most multicultural. And in another study, WalletHub listed Hawaii as first in racial/ethnic diversity and second in generational diversity. Hawaii is the proverbial mixed plate. But that does not mean all is well.
Diversity without inclusiveness hurts business. HR practitioners report that the struggle with diversity is real — it is a tension, an unsaid set of cultural norms that block true teamwork. We must collectively do more to promote tolerance, understanding and respect. Imagine a workplace where we see beyond skin color, age, accent or “what high school you went to” — where every person is valued for all that they can contribute. Where we refrain from putting people in boxes because of assumptions.
The Society for Human Resource Management Hawaii Chapter’s global, diversity and inclusion committee recently heard stories from three individuals and how the lack of inclusion has left scars.
Julie moved to Hawaii with her boyfriend, who is a local boy moving back to Hawaii to care for his grandmother. Although Julie looks local, she grew up in Northern California. At work, she has been told that she needs to learn pidgin or just return to the mainland. People have called her a “banana” because she is Asian on the outside but Caucasian on the inside. She finds these comments very offensive.
Karen is an HR manager and is faced with possible bias in the hiring process. She presented two equally qualified candidates to her manager and was told to move forward with the one from Hawaii Kai. The other candidate is from Waipahu. When asked why, the hiring manager said that he prefers someone who is more refined. The hiring manager hadn’t met either candidate.
Margaret grew up in Hawaii and is married to Scott, who recently moved from the Midwest. Margaret and her husband have discussed leaving Hawaii and moving to the mainland because Scott is having a hard time acclimating to Hawaii. He has been told many times by colleagues to “go back to the mainland” and other offensive comments. Margaret wonders if perhaps the decline in Hawaii’s population is due to a lack of inclusion.
Yes, we are diverse here in Hawaii. However, we face real issues around inclusion. The #MeToo movement and other ugly situations bring to light a challenge that one of the nation’s most diverse states faces.
Our group is encouraged by open dialogue and has a strong position on these issues of diversity, inclusion and bias. Ultimately, employers and employees must meet the challenges of creating safe, inclusive workplaces. Leadership skills are demanded from all — individuals in leadership, managers, supervisors, employees and our own HR professionals.
John Knorek and Cara Heilmann cochair the global, diversity and inclusion committee for the Society for Human Resource Management Hawaii Chapter, an organization of 700-plus human resource professionals.
