In my MBA class tonight, one of the topics we will cover is diversity in the workplace. I don’t think you can teach a class in Organizational Behavior and not at some point discuss the variety of ways that people differ from each other, and how those differences affect how they work together. Diversity night is always a tough one. Historically, most of my students are open to the discussion, but there are always a few that bristle at either discussing diversity at work or the way I talk about it.
I don’t think diversity is a mirage. I think people can differ on many dimensions, and frankly I like that. Work would be pretty boring and a lot less effective if everyone was just like me. But differences are challenging.
When I find a dimension of difference between myself and someone I have to work closely with, my goal is to understand why that difference exists and how it might affect our relationship, especially with respect to communication and decision making styles. I find the key with difference is to avoid the temptation to think that mine is better than yours.
The most difficult and for some most unpopular thing I talk about are the advantages I experience being a member of the power majority. This is really a statement about power in groups, not about white males. If the majority of folks at work were women with green skin, pink hair, and degrees from elite universities, the power dynamics would be exactly the same.
Even though I truly believe my group status makes me advantaged, I am also quite certain I have lost the shot at a few jobs because I am a white male. I’m not angry at all about that, because frankly I have won more times than I lost. That’s just the way it goes.
And I also feel no sense of “guilt” for the advantages I experience and the disadvantages others have historically experienced. Zero, zilch, none. I do, however, feel a profound sense of responsibility to make others more aware of the dynamics of diversity in the workplace and to do my part in helping to make things better for my children and grandchildren. I do think we have come a long way, but we still have plenty of room for significant improvement.
What do you think? Share your thoughts with me in the comments section below.
Related Posts:
Diversity: Is The Workplace A Level Playing Field?
Are Your Employees Interesting?
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I’m thinking that I wish I could attended your diversity class last evening. Please share it with us in some way.
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Bret L. Simmons Reply:
September 2nd, 2010 at 7:55 am
I wish you could have been there too, MJ! Do you consider the terms Hispanic or Latino derogatory? I’ve always considered them descriptive. Thanks, Bret
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Gosh, I feel like I’m the wrong person to ask. I hope you’ll get some comment from someone who is more knowledgeable in that arena than I am.
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Bret L. Simmons Reply:
September 2nd, 2010 at 10:49 am
It should not take a diversity expert to answer this one for us, MJ. Aren’t derogatory terms derogatory because everyone recognizes that the intent of the term is to offend? Thanks! Bret
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Bret, interesting thought. Terms that are considered offensive seem to me to be changing all the time.I am not aware of current thinking on those two words you asked about. Thats why I suggested an expert opinion.
I’d also suggest that “offense” at the use of certain terms may depend on who is using them and in what context. Nuances are important.
Tone of voice, body language, etc. in which a term is used may also determine if offense is taken. Any term in and of itself may not be offensive, but when the intent and use is to offend, they may be taken that way.
As a female, woman, and wife, I am not offended by the words in and of themselves. But if the words are used with the intent to demean or make me feel “less than”, I can take offense. Not everyone may recognize that the word is being used to offend.
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Bret L. Simmons Reply:
September 2nd, 2010 at 1:03 pm
Great points, MJ. This was the first time anyone has every suggested that the terms Latino and Hispanic might be offensive, and it surprised me because those terms are used commonly in mainstream media. They are not terms I would learn from my high school aged daughter. Thanks for the insight! Bret
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Nice post Bret – I’ve conducted various diversity trainings this past year and my best lesson learned, and taught, is that no one knows the whole story…about anyone. We can all find someone better off and worse off than ourselves. Life is simply better lived when we open our minds, and hearts, to those who are different, and when we develop a mutual trust in each other that allows us to share our differences, respectfully. No one need feel guilty for their blessings when they take those attributes and make a better life for themselves AND others – such as yourself in your profession.
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Bret L. Simmons Reply:
September 3rd, 2010 at 7:58 am
Concur 100%, Kathy. The ultimate goal is to get to know people on an individual basis. But we all start the sense making process at the group level because the individual knowledge only comes through time and relationship. Thanks for sharing! Bret
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