“Diversity” has many definitions: some include
differences in gender, race/ethnicity, age; others cover differences in attitudes,
perspectives, and backgrounds; still others generalize to “all the ways in
which we differ” (Robinson, 2). My favorite defines “diversity” not just as a
result, but as a process, a way of thinking: diversity is “valuing, respecting,
and appreciating the differences that make people unique” (McNett, 1). This
definition transcends viewing traits, characteristics, perspectives or values
to suggest valuing people as unique people.
As the world continues to grow ever more
interconnected, embracing this view of diversity becomes increasingly
important. Many feel diversity in the workplace is “just the right thing to do”
or that “discrimination is wrong” (McNett; Thomas). In my mind, it’s not just
right, it’s the only thing to do–view and value people as people.
The benefits of diversity in an organization transcend
these ethical considerations. Studies show a more diverse workforce benefits an
organization’s effectiveness (Thomas). A diverse workforce can increase an
organizations capacity for learning, creativity, flexibility, and ultimately
growth (Thomas). These benefits extend to increasing an organization’s ability
to rapidly adjust to ever-changing communities (Thomas).
Some leaders encourage diverse groups to blend in or
value diversity only for the increased knowledge an employee has about his/her
identity group (Thomas). However, in order to realize the benefits of diversity,
organizations and their leaders need to shift from defining diversity as membership
in this or that identity group. In fact, pursuing diversity initiatives with
this mindset may actually backfire, heightening tensions among employees and
hindering performance (Thomas).
Instead, leaders must consider diversity to include valuing
the varied perspectives and approaches that unique people bring (Thomas). A
diverse workforce contributes diverse perspectives to reconsider how and why
organizations design processes, reach goals, and communicate ideas; in other
words, diversity provides fresh and meaningful approaches (Thomas).
However, leaders cannot be passive observers,
expecting diversity to fall in their laps. A leader must also ensure the
organization has a clear and understood mission which helps guide discussions
about changes, centering around goals (Thomas). A leader and organization must
recognize barriers to application processes that may inhibit diversity in who
applies to an organization. Leaders can also encourage employees to
self-reflect. Increasing self-awareness can be a powerful step towards valuing
diversity, in recognizing your own strengths and assets, but also in understanding
how your actions affect others or might be perceived by others.
To position an organization that participates in such
thinking requires working to create a culture that supports and values
diversity, including creating a culture that (Thomas):
o
has high standards of performance for
everyone.
o
stimulates personal development.
o
encourages openness.
o
makes workers feel valued.
o
promotes exchange of ideas/ welcomes
constructive challenges.
Ultimately, diversity integration requires a long-term
commitment that embraces learning and valuing diverse perspectives and views
(Robinson). Doing so can have positive benefits like increased employee buy-in
and engagement (Thomas). More importantly, it can help an organization leverage
the diverse talent pool to impact both short-term and long-term performance and
help improve the organization’s impact.
Sources:
McNett, Jeanne. “Diversity in the Workplace: Ethics, Pragmatism, or Some of Both?” Understanding and Managing Diversity. Prentice Hall.
Robinson, Gail, Dechant, Kathleen. “Building a Business for Diversity”. Understanding and Managing Diversity. Prentice Hall.
Sowell, Thomas. “A World View of Cultural Diversity”. Understanding and Managing Diversity.
Prentice Hall.
Thomas, David A., Ely, Robin J. “Making Differences
Matter: A New Paradigm for Managing Diversity”. Understanding and Managing Diversity. Prentice Hall.
