AACS World Wide Web PagesBy Glen M. Griffin, LodeStar Communications
Before we can look at what diversity is all about, we must first understand what diversity is not.
1. Diversity is a problem.
>>>No, it is an opportunity.
Diversity lies for many people beyond what they don't know in an area that is referred to as "what you don't know you don't know". Seizing the opportunity to understand diversity will take you into a new and better realm of doing business. You are not looking at diversity training because "it is the right thing to do." You are looking at diversity training because your employees and your customers demand it. Corporate diversity efforts are about money, business, and the bottom-line. If you disagree, we have to talk. We are not saying that the moral and social reasons for conducting diversity training are not important. Our clients are doing this work because it saves them money, helps them retain good people and meet (hopefully exceed) the expectations of their existing customers and continuously win new ones.
2. Diversity is our human resources department's responsibility.
>>>>>>No, it is my responsibility.
Too many people tell me, "That's not my problem; our personnel people have to handle the diversity issues." Wrong. We all (employees, supervisors, and managers) play a significant role. As we partner with my clients, we define and address these roles together. If you don't resemble the community you serve, how can you begin to provide its members with high quality customer service? Customer service is about delighting your customers and being able to anticipate their needs. Are your customers (internal and external) strangers to you? How have we been taught to treat strangers? If your customers are different from you and they feel unrecognized, you will begin to lose them because your customers will go where they are valued, understood, and well served. They will not stay where they are made to feel "different" or uncomfortable or unwanted.
3. Diversity is just about race and gender.
>>>>>>No, it is much broader than that.
It used to be called cultural diversity but the conversation has become more inclusive. My whole approach to corporate diversity and inclusivity is geared toward helping you, the employer, discover what it is "you don't know you don't know" is going on in your employee ranks. We must determine the barriers your people are experiencing. Do they feel valued? Do they feel they can participate? Are they fully integrated into your organization? We must determine what barriers exist to allowing your employees to feel included, satisfied and productive.
4. Diversity is about minorities and women in the workplace.
>>>>>>No, diversity is about your internal (employees) and external (prospective clients) customers.
The approach you take to the diversity in your employee and customer ranks can make or break your company. Multicultural marketing, a relatively recent development in the diversity field focuses on evaluating your customer base from and addressing all your customers' needs.
5. Diversity is exclusive.
>>>>>>No, it is inclusive.
In other words, diversity is about all of us. If you feel diversity is about attacking the white male, you are mistaken. Diversity is not about getting "them" into your corporate culture (assimilation). Diversity is about creating a culture where each individual can thrive and contribute to the organization (integration/multiculturalism).
6. Diversity is another fad.
>>>>>>Not on your life.
If you think it is good luck. Look at your workforce today and compare it to five and ten years ago. Then try to imagine it five and ten years into the future. Do the same analyses for your customer base. Have you seen the demographic projections for the future? It will knock your socks off! The changes we see happening now will continue for the foreseeable future.
7. Diversity is another version of Equal Employment Opportunity/Affirmative Action.
>>>>>>No, it is very different from EEO/AA.
Briefly, the major differences between EEO/AA and Diversity are presented below*.
EEO/AA DIVERSITY
Government Initiated Voluntary (Company Driven)
Legally Driven Productivity Driven
Quantitative Qualitative
Problem Focused Opportunity Focused
Assumes Assimilation Assumes Integration
Internally Focused Internally and Externally Focused
Reactive Proactive
*Adapted from Workforce America! Managing Employee Diversity as a Vital Resource by Marilyn Loden & Judy B. Rosener, 1991, Irwin Professional Publishing. Researched from article written by Mauricio Velasquez.
The whole approach to corporate diversity and inclusivity is geared toward helping employers discover what is going on in your employee ranks. We must determine the barriers your people are experiencing. Do they feel valued? Do they feel they can participate? Are they fully integrated into your organization? We must determine what barriers exist to allowing your employees to feel included, satisfied and productive.
Glen M. Griffin, President of LodeStar Communications Founded for the purpose of positively influencing corporate America well into the 21st century, LodeStar Communications presents guiding principles & ideals that will influence your future. Our goal is for mainstream America to experience all that life has to offer while truly making a difference. 138 39th Avenue North, Nashville, TN 37209-4962 615.298.2090 LodeStar@demc2.com LodeStar Communications
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