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