Tag Archives: diversity consultant

What Diversity and Inclusion Is and Is NOT

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This particular poster does not propagate diversity and inclusion, and instead could contribute to a hostile work environment.

This particular poster does not propagate diversity and inclusion, and instead could contribute to a hostile work environment.

UPDATE June, 2020.  This blog was written 5 years ago.  Things have changed so much.  I no longer support the use of the language “All Lives Matter” since that minimizes and denies the grave injustice of racism that Black people face.

My current position: I feel I need to respond to those people, when they see a “Black Lives Matter” post or picture, respond back with “All Lives Matter.”

Yes, all lives do matter but at this time we have to focus more on the extreme injustice done to black people. How many white people are shot while they jog through a neighborhood? How many unarmed white men are killed by police over a minor offense? How many white teenagers are shot walking through their neighborhoods? Let’s not hide behind this “all lives matter” rhetoric to avoid discussing the scourge of racism in this country.

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Do check out the links to some additional blogs about diversity and inclusion at the bottom on this page!

As a diversity consultant, I do get into a lot of interesting discussions. One discussion which can be quite controversial is around people who believe that it is their right within diversity to issue derogatory or “less than” statements about other groups. I believe that is totally unacceptable and not part of legitimate diversity and inclusion. Let me explain and provide some examples.

First, I do want to share that the diversity topic has progressed over the decades from diversity and tolerance to diversity and inclusion. Tolerance is more about accepting difference, sometimes even grudgingly. Inclusion means to fully accept others who are different as equals, deserving of full equal rights, and realizing that the workplace and the world are stronger because of the diversity that is in it. Diversity and inclusion should be a competitive advantage for companies that want to win in the marketplace and organizations that want to provide superior customer service.

So what is NOT legitimate diversity and inclusion? It is anything that propagates that one form of diversity is the only form acceptable, or is superior to other forms of diversity.

An example – let’s assume a man may want to place a poster in his work space that says “Marriage = One Man + One Woman” and claim that is his right under a company’s diversity policy. I disagree. This poster creates a hostile workplace for those in same gender relationships since its intent is to declare that only heterosexual relationships are legitimate. It would be far better for this employee to show his love for heterosexual marriage with a photo of him and his wife with a caption such as “I love my marriage” or “I love my wife.” This celebrates his diversity as a heterosexual man without putting down other options.

This poster shares its message in a positive and inclusive way.

This poster shares its message in a positive and inclusive way.  See note above – as of June, 2020, I do not agree totally with this particular message

So what about supporting the “Black Lives Matter” campaign in the workplace? That is fine because it makes a statement about supporting the diversity of Black people without minimizing those of another race. What would not be acceptable is a poster that states “ONLY Black Lives Matter” or “Black Lives Matter MORE.”

Human Resources Diversity Practitioners will need to continue to educate all in the workplace that diversity and inclusion is a practice that values and includes everyone without putting others down or propagating that one aspect of diversity is better than another.

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ADDITIONAL DIVERSITY AND INCLUSION RELATED BLOGS:

A blog that explores the two theories of diversity – melting pot and salad bowl.

“The Various Growing Types of Diversity” – over the past decades, diversity has expanded so much further beyond the gender and race areas.

A discussion on “Diversity as a Key Strategic Initiative.”

The Business Case for Diversity also provides a methodology for developing a financial business case to invest in diversity programs.

And finally – “Three Components of Diversity and Inclusion Training.”

Diversity: Boring Bland Stew or Exciting Delicious Salad?

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Diversity: is it a melting pot / stew, or a salad / fruit bowl?

Diversity: is it a melting pot / stew, or a salad / fruit bowl?

As a diversity consultant, it is good to stop and look at different core theories around diversity. One core concept to consider is diversity as either a melting pot where different cultures come together and assimilate, or the “salad bowl” or “fruit bowl” where the elements are still together but individual components are identifiable and appreciated.

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.