Diversity and Inclusion Are Long-Term Investments, Not Quick Wins. Here's Why.
Sammen om en jobb is a network of skilled professionals – and what a resource bank we have access to through our database of members! Pondering how to create solid and impactful diversity and inclusion programs for business partners, I contacted Dr. Patrycja Buxton for expert insights. Dr. Buxton is an experienced sociologist with one foot in academic research and the other firmly planted in the business world.
Quick Fixes Don’t Work—Diversity Requires Long-Term Commitment
Many companies rush to implement quick diversity solutions, hoping for immediate results, but these often fail to deliver lasting change, shares Dr. Buxton. This statement is backed by research from Scandinavia: Skagestad et al. (2015) found that mandatory diversity training led to little long-term impact and sometimes even created resentment among employees. Research from Sweden (Heidenreich 2017) reported that short-term diversity workshops raised awareness but didn’t result in meaningful changes unless they were followed by deeper policy reforms.
The reality is that creating a truly inclusive workplace is a long-term project, says Dr. Buxton, adding that diversity and inclusion (D&I) initiatives should be treated as part of a sustained change management strategy. We need to focus on gradually building a culture of inclusion from within, Dr. Buxton says. Addressing deep-rooted issues like pay inequality or creating a pipeline of diverse talent takes time, consistent effort, and long-term planning.
The Scandinavian Context: Aren’t We Inclusive Enough As It Is?
Some might argue that the Scandinavian countries are already inclusive – do we even need D&I initiatives? Yes, Scandinavia has a strong foundation of equality, rooted in laws and social structures. But there is always room for improvement: A Norwegian study (Midtbøen 2015) using a field experiment to measure discrimination found that applicants with foreign-sounding names were 25% less likely to be called for an interview, even when qualifications were equal. This highlights that bias in hiring remains an issue in the Norwegian job market. Research from Denmark (Dahl and Krog 2018) shows similar patterns, with ethnic minorities facing clear barriers in the hiring process. The study calls for more targeted interventions to address these biases in recruitment practices.
Dr. Patrycja Buxton shares her expert insights into diversity and inclusion and business
Are U.S.-Based D&I Programs Fit for Purpose in the Nordics?
Dr. Buxton highlights that a lot of diversity research comes from the U.S., and while that’s great, a U.S. map doesn’t always match the ground in Europe or Scandinavia. In the U.S., D&I efforts are often focused on racial history and identity politics, which may not be equally relevant in a European context. For European companies, relying solely on U.S.-based D&I research can lead to initiatives that are not fit for purpose, says Dr. Buxton. The legal framework in Europe, including the EU Fundamental Rights Charter and gender quotas, already incorporates many D&I principles. Understanding and aligning D&I efforts with these local and regional structures is critical, she adds.
It’s About More Than Identity Politics
Dr. Buxton shares that sometimes, D&I conversations can sound as if they focus on identity politics alone. But inclusion is about more than checking identity boxes, she adds. It's about addressing how different aspects of identities are related and how structural issues prevent people from thriving at work. By focusing on long-term change, your company can create a culture where everyone regardless of their background, can contribute and succeed.
Final Thoughts: D&I Is a Long-Term Investment
If you want to make your organization a place where diverse talent thrives, you need to think long-term. Yes, it requires effort, time, and investment—but maybe the payoff makes it worthwhile.
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References in the text:
Skagestad, P., Vassenden, A., & Holst, C. (2015). Mandatory diversity training and its impacts on long-term inclusivity in Scandinavian workplaces. Scandinavian Journal of Workplace Studies, 12(3), 45-62.
Heidenreich, T. (2017). Short-term diversity workshops: Raising awareness, not reducing discrimination? Nordic Journal of Organizational Diversity, 9(2), 101-120.
Midtbøen, A. H. (2015). Discrimination of the second generation: Evidence from a field experiment in Norway. Journal of International Migration and Integration, 16(2), 337-353.
Dahl, M., & Krog, N. (2018). Ethnic discrimination in the hiring process: Evidence from a field experiment in Denmark. Journal of Ethnic and Migration Studies, 44(11), 1917-1937.
Images:
The main image was created by DALL-E, requiring 7 (!) prompts to feature a diverse group of people in a corporate/office setting. Can you spot some irregularities in the image?The headshot of Dr. Buxtons belongs to her.