Three key lessons from a diversity mishap

Photo courtesy of Fernan Balsalubre

Recently my friend and fellow adult figure skater Fernan Balsalubre provided the following disturbing account on his Facebook Page:

“It’s such a small thing nowadays, but the AM/PM (convenience store / gas station prevalent in Southern California) attendant told a gentleman in front of me to “Speak English” three times. I can’t believe this is how we greet people now!

The customer did not speak English. He was pointing at the glass display on the counter at some lottery scratchers, and saying “Two,” while handing money over. Brian, the gas station attendant, asked, “Do you want two of those?” The customer nodded his head. Brian then proceeded to say “Speak English” three times, each time getting louder and slower. The customer paid and left. He looked so embarrassed. I took his photo (yes, from the safety of the energy bar counter) and drove to Chevron.

This gas station is the closest to my dad’s stroke rehabilitation facility, so I have encountered this guy before. He’s not the nicest person. His customer service skills could use some brushing up.”

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Fernan took the time to provide this information to AM/PM headquarters and got no reply. Meanwhile several dozen people saw and commented on this account.

Perhaps the customer did not speak English. Maybe he was deaf and mute. Maybe he recently had a stroke which left his speaking ability partially incapacitated. It does not matter – this interaction is totally disrespectful and highlights three important lessons from this diversity misstep.

1) In today’s world of quickly proliferating social media, diversity mishaps can be frequently and quickly captured, and spread like wildfire. We see more and more capturing of public missteps in dealing with others via cellphones and quickly posted on various social media. It can be a matter of 30 minutes where soon millions of people are aware of some awful occurrence by a company’s or organization’s personnel.

2) All employees, not just managers and executives, need diversity and inclusion training. So many companies believe that diversity and inclusion can be addressed simply via management training. But in reality, it is often the lower-wage, non-management employees that are on the front line interacting with customers and clients.

In my blog “The Three Components of Diversity and Inclusion Training,” I wrote, “It is important that all employees within an enterprise receive diversity and inclusion training. Co-workers are most often the frequent cause of employees not feeling welcomed and becoming unhappy at work, and most often it is the non-management employees on the front lines who interact with your diverse customers.”

3) When diversity missteps occur, corporate leadership must be extremely quick to react. So often these diversity errors get captured and communicated to corporate leaders and then the matter is dropped and the person who reported the incident never contacted. Organizations, especially those with public expression for the diversity and inclusion commitments need to back up these statements with real action.

Diversity and inclusion is increasingly becoming a key strategic initiative for organizations to succeed, and mishaps in this area can so quickly undo years of hard work. Be vigilant and diligent! And thank you, Fernan, for speaking out and taking action in this situation.

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Footnote: I could not find any diversity and inclusion statements on the AM/PM corporate website, but parent company BP has a very visible and robust diversity and inclusion business strategy.

Content of Diversity and Inclusion Training

Hot emerging areas of diversity in the workplace (clockwise starting at top left): LGBT, Generational, Veterans, Multicultural / Religious

Hot emerging areas of diversity in the workplace (clockwise starting at top left): LGBT, Generational, Veterans, Multicultural / Religious

Please feel free to contact me to discuss how I can provide customized and exciting diversity and inclusion training for your organization. Stan Kimer, 919-787-7315. [email protected]

This new blog compliments my most popular blog entry “Three Components of Diversity and Inclusion Training” (link) where I wrote about the importance of engaging the mind and the heart in diversity and inclusion training, as well as including a call to action.

I now want to share a sample outline of what I typically include in diversity and inclusion training. I always customize my content to best address the needs of the particular client, and sessions can range from a series of short webinars to a 90 minute session to half a day. Of course in longer sessions I can provide more interactive exercises and case studies for group discussion.

Typical Outline:
• The importance of diversity and inclusion to your company or organization’s goals
• What exactly is meant by diversity? The many dimensions of diversity. Various diversity theories
• An exercise: understanding your own diversity
• The business case for diversity and inclusion being a strategic organizational imperative
• Diversity concepts: prejudice, privilege, racism, sexism and more
• Deep dives into current hot, emerging areas of diversity (client can select as many as they want from the list)

o Generational
o Multicultural and Religious
o People with Disabilities
o LGBT (Lesbian, Gay, Bisexual, Transgender)
o Engaging Veterans
o Global Leadership Competencies
o Diversity of Thoughts and Ideas

• Stereotyping as a large inhibitor to diversity, including an interactive exercise to explore how we all stereotype
• Do’s and don’t’s of interacting with people different than you
• Group discussion of various diversity scenarios which I develop and customize to your particular company environment
• Summary / Action Planning / Evaluation

Feel free to contact me at any time using the contact link to set up an appointment to discuss your particular diversity and inclusion training needs.