Rocking A Corporate Culture or Rampantly Discriminating?

One of the last slides in the presentation.

 

When the organizers of the 2012 HR Florida Conference & Expo had their already-paid opening keynote cancel due to Tropical Storm Isaac, they had to scramble a bit to find a substitute.

That scrambling paid off well, because they found a great opening keynote speaker in Jim Knight. Jim was with Hard Rock Cafe for over 20 years, most recently as the senior director of global training and development. His presentation was titled “Create a Rocking Corporate Culture” – or something like that. His engaging and lively discussion centered around the idea that developing a corporate culture is an important part of business success, and that there are specific, positive steps that can be taken to develop that culture.

Now I don’t have an issue with that general premise, and I certainly don’t know anything about what Hard Rock does specifically to hire people who are the “proper” cultural fit, so I am not claiming that they engage in discrimination. But I can tell you this: one of Jim Knight’s early slides showed a 30-ish white female waitress. His explanation for that slide was that when Hard Rock first opened in 1971, they wanted to hire the 30-ish, more mature-looking female so that diners could feel like they were being served by their mother. That slide was their hiring target.

Sounds a little – no, a lot – discriminatory to me. Both sexist and ageist, as a matter of fact.

But Jim went on to say that it was different today, and that Hard Rock hired all kinds of people. And while he was explaining this shift in hiring philosophy, he showed a different slide. That slide contained pictures of 3 or 4 people. All were youthful, with tattoos and piercings and what an older person (like me) would call a “punk rock” appearance.

Not one middle aged white guy wearing a buttoned-down shirt in the picture. That’s a little – no, a lot – discriminatory, too, isn’t it?

I will repeat that Hard Rock may have all kinds of boomers and traditionalists working in their stores, but Jim Knight didn’t choose to show them on his slides because they aren’t as visually appealing when you are giving a talk about rocking corporate culture. So this is not a condemnation of his presentation or former company. But I do believe that anytime an organization hires for any reason other than knowledge, skills, and abilities (KSAs), there is an exponential leap in the potential for discrimination.

In fact, this current emphasis on hiring for cultural fit can, by itself, create a corporate culture of discrimination. If Hard Rock were to hire only the youthful and tattooed, does that not create a work culture that by itself discriminates against the aged?

Some scholars have pointed out the discriminatory pitfalls of over-emphasis on work culture. One legal scholar even argued that organizational culture or work culture was actually a tool for controlling employee behavior as opposed to empowering employees as some organizations suggest. In calling for more thorough judicial review of discrimination claims, that same scholar stated:

Recognizing the discriminatory potential of work culture and the increasing importance of conformity with work culture to job success should, at the very least, trigger modest reforms in the way courts and litigants think about traditional discrimination claims.

Since no one wants more lawyers involved in determining their employment practices, be very careful when stepping outside of traditional KSAs and hiring for “culture”.

Does your organization hire for cultural fit? What do you do to ensure that those hiring norms are not discriminatory?