Posts Tagged ‘diversity of thought’
AREA 1: Transgender employees in the workplace. With many more well known transgender people visible in the world (Laverne Cox, Chas Bono, Caitlyn Jenner, Janet Mock…), with government contract regulations needing to include transgender protections, and with more companies covering gender transition medical costs, more people are now fine about transitioning in the workplace. Does your company have the right policies in place to support transgender employees? And do you have a plan to educate coworkers and company leaders when one of your employees goes through transition? Do take my 12-question Transgender Diversity Organizational Self-assessment.AREA 2: Talent / Career Development. I keep hearing in workshop after workshop that one of the top challenges for HR is recruiting and retaining top talent. Replacing and onboarding a departing employee is very expensive, with costs between 75% and 150% of annual salary. One major reason people leave is because they feel their company is not doing enough to help them develop their skills and talent. I offer an innovative yet proven career mapping methodology that has received rave reviews from my clients that use it. It can easily be clipped on to whatever learning activities you currently have and costs only a few dollars per employee. Link to read an outside article about my process from Ziprecruiter and Take my 11-question Skills and Career Development Organizational Self-assessment.
AREA 3: General Diversity and Inclusion Strategy and Execution. Even though my deep expertise is in LGBT (Lesbian, Gay, Bisexual, Transgender) diversity (see AREA 1 above,) I am conversant in all areas of diversity and keep on top of the ever changing diversity landscape. Key diversity topics now include Global Multicultural Competence, Generational Diversity, Diversity of Thought and more. And to begin 2017, I have a new alliance partner, Kannetic, with an application platform developed with an expert panel of nearly 100 diversity experts (including myself), which provides insight into the impactfulness and effort required to implement various concrete diversity and inclusion actions. No charge one hour demonstration and mini planning sessions will be available to my clients over the next month – contact me to schedule yours! First listing under business affiliations / partnerships.
Knowledgeable consultants with deep expertise in an area and /or with innovative processes and tools can truly help catapult you to HR success in 2017. As a consultant, my goal is to make you as an HR leader shine! So please contact me soon for a no-charge initial consultation to discuss your needs and my offerings in any of these areas: firstname.lastname@example.org or call 919-787-7315.
The dynamics of this dichotomy were starkly evident in early May when a Duke University political science professor made some controversial comments (link) when addressing the recent unrest in Baltimore, Maryland after the death of Freddie Gray (link) while in police custody. Professor Hough praised Asians for their “desire for integration” while stating that blacks have these strange new names that symbolize their lack of desire for integration.
Hence we open the discussion of diversity as a melting pot or a salad.
The melting pot theory of diversity propagates a construct of diversity as monoculturalism, where the various groups are assimilated into one culture, often with the minority groups rejected or hiding their differences and unique attributes, to take on the characteristics of the dominant culture.
The salad bowl (or fruit bowl) theory of diversity propagates a theory of pluralism, where differences between cultures are accepted, appreciated, celebrated and even utilized to create something stronger. There is still one entity (a salad) but the individual components (lettuce, tomatoes, carrots, cucumbers, etc.) are still distinguishable.
In reality, the melting pot theory of diversity is not a theory of inclusion; it is more about exclusion of unique strengths and attributes.
These theories really do apply to the business world. While I was on the diversity staff at IBM, our diversity slogan was “None of us is as strong as all of us.” Also within the business world, a new emerging diversity subject is “diversity of thought.” (Link to my past blog on emerging diversity topics.) The idea is that companies that honor their employees’ diversity and draw upon their different life experiences come up with better products and stronger solutions to business problems than companies where everyone thinks exactly alike. Within a company, there can still (and needs to) be a unity around corporate goals, but diversity of ideas can be honored and leveraged to best meet company objectives.
Instead of being an “either /or” proposition, the best implementation of diversity is a “both / and” where the unique diverse attributes of each individual are appreciated and all the diverse elements can come together to unite to create a stronger community.
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A resource: VISIONS, Inc.