| I know that diversity has been a big topic of | | | | more and to be in tune with the needs of female and |
| conversation ever since the early 1990s when | | | | minority workers on the job. Even those who believe |
| research supported the demographics that by the | | | | that they are aware and knowledgeable will be |
| year 2000, 85% of the entering workforce would be | | | | surprised at how much they really don't know. |
| female, African-American, Asian-American, Latino, or | | | | The second step involves honoring, respecting and |
| new immigrants. The fact that white males would be a | | | | valuing the diversity of each individual. Diversity is so |
| minority entering the workplace was a wake up call | | | | much more than race and ethnicity. It has been defined |
| for corporate America. | | | | as a total way of life and is learned. Take a white |
| How have we done sine then? I suggest that there | | | | person and have him raised by African-American |
| has been definite improvement in the area of hiring but | | | | parents, and his culture will be that of |
| it seems that once women and minorities are hired, | | | | African-American. Conversely, a black child raised by |
| there are informal, relatively unconscious systems in | | | | Caucasian parents will have a Caucasian culture. |
| place that prevent advancement of the minority | | | | When difference is truly honored, respected and |
| worker or women, even today. | | | | valued, no longer are people concerned about who is |
| If there is to be a true advancement in the area of | | | | right and who is wrong. There is a place for everything |
| valuing diversity, then the system must be revised so | | | | and no one is wrong. What works best in one situation |
| that there truly is equal opportunity for advancement | | | | may not work best in another. Everyone's opinion is |
| for everyone, including the white male. I am not | | | | valued. Instead of shutting down when differing views |
| advocating for a system that promotes workers who | | | | are expressed, the new paradigm is to listen for the |
| are incompetent to meet some type of quote system. | | | | wisdom in the difference and the means to |
| What I am suggesting is that management begins to | | | | incorporate it into the way things are currently done for |
| closely examine the formal and informal systems that | | | | the good of all. |
| are in place that prevent advancement by women and | | | | The final, and perhaps the most difficult, stage is to |
| minorities. Of course this is a monumental task and | | | | examine the systems that are already in place. One of |
| many would like to believe that it is unnecessary---that | | | | the systems that has continually been blamed is that to |
| there is no problem here. That is part of the problem. | | | | get along in the world of work, women and minorities |
| On the surface, it seems that things or improving, | | | | need to "act" like white males. It is this acculturation that |
| however, under close scrutiny there are many flaws. | | | | will currently get a person ahead. |
| Why would a company make a commitment to this | | | | This is fine in the short run for the company, however, |
| self-introspection? Wouldn't it make things worse | | | | in the long run, when embracing difference, having |
| before they got better? The answer to the second | | | | workers who are comfortable with their own culture |
| question is quite possibly yes. The answer to the first | | | | and can bring with them the advantages and benefits |
| question is bottom line dollars and cents, as well as the | | | | from that culture into the workplace is invaluable. Also, |
| fact that it is the humanitarian thing to do. | | | | setting it up so minorities and females realize that they |
| America is a multicultural nation that is becoming more | | | | must acculturate on the job is not a good thing for the |
| multicultural daily. That is a reality. Unless a company | | | | worker. People want to be their authentic selves in all |
| intends to market and sell to only mainstream America, | | | | situations and why shouldn't they be permitted to be |
| the contributions of minorities and women in the | | | | that unless it interferes with the quality of the products |
| workplace are invaluable. This does not even begin to | | | | or services produced? |
| touch on the advantages of diversity for the global | | | | There are several other systems in place of which |
| market! | | | | most in management are completely unaware. It |
| Addressing the diversity issue is a three-part one. The | | | | generally takes a consultant from outside the system |
| first step is what I call Awareness. This is a time for | | | | to come in and do a complete analysis of what is |
| individual self-reflection for each member of the | | | | working and what is not. Once the areas for |
| workforce. There are many skilled training programs | | | | improvement have been identified, then the real work |
| available that are designed to raise the awareness of | | | | begins! |
| the individual. If this step is missed, then taking the next | | | | There are some companies in America who have |
| two steps will be ineffective. | | | | been working on workplace diversity for years and |
| Individuals must develop a certain amount of empathy | | | | are still striving for higher levels. To truly be committed |
| and understanding for the experience of being a | | | | to the process is probably a lifetime commitment. |
| minority in the country. With this empathy and | | | | Diversity appreciation is more of a journey than a |
| understanding, a new motivation will develop to learn | | | | destination. |