Comments on: Workplace diversity is here, but it’s not what we expected

By: Lisa

Lisa — Tue, 04 Mar 2008 15:48:26 +0000

I agree whole heartedly with you, Penelope. I was a history major in college and marketed myself to top financial institutions as someone who could add much-needed diversity of experience. When I was hired in December 2001 (no small task in the post-9/11 economy), I showed up for my first day and was one of two analysts in my 20-person hiring class who was not a business/finance/economics major.

Six years later, I am one of two analysts who is still at the firm. I have been able to add a fresh perspective for my internal and external clients, but perhaps just as important, I have actively participated in diversity, recruiting, mentoring and training initiatives. Diversity helps companies in more ways than directly impacting the bottom line.

By: Karen M

Karen M — Wed, 21 Nov 2007 18:23:50 +0000

It may Snow in San Diego.. Rarely have I agreed with any of your posts, but this was well Done! As a firm believer in Equal Opportunity but one who is not fond of Affirmative Action (yes, I am a minority, as well as female) - and a firm believer that we should be recognized for our abilities, the Who we are, not what makes up our Gene Pool..

Unfortunately today Diversity in the workplace still has a long way to go, as many hold onto old school prejudices and beliefs, not realizing that these prejudices actually harm economic growth, creates a stagnance, and reduces effectiveness within a corporation.

Good Post

By: diversitygirl

diversitygirl — Thu, 12 Apr 2007 23:32:51 +0000

“…diversity at work is about diversity of experience, perspectives or work styles.” This is exactly the kind of definition of workplace diversity that I’m looking for.

I’ve often been confused by the popular definitions many diversity managers have been throwing around when asked “What is workplace diversity?” It isn’t racial variety nor multiculturalism.

Hiring personnel shouldn’t be based on race, gender or sexual orientation alone but rather on the variety of skills and work experience that job candidates can contribute to the company.

By: DiversityJ

DiversityJ — Wed, 07 Mar 2007 18:57:17 +0000

Just a brief comment on Frans Johansson’s assertion that people talk a lot about diversity but don’t believe in it. Talking important to get the message of the benefits of workplace diversity out there, as is believing in its importance and in that it work.

But the most important thing is to do something. We really need to take a look at our workplaces and figure out what we need to do to increase workplace diversity.

Juan Rodríguez
Editor, DiversityJobs.com

By: I can’t pronounce my son’s last name » Brazen Careerist

I can’t pronounce my son’s last name » Brazen Careerist — Mon, 15 Jan 2007 05:29:37 +0000

[…] This shouldn’t surprise me - of course people like to hire people who are like them. And minorities are not running the show in corporate America. In fact, I am guilty, also. Even though I know that diversity enhances workplace success, I also know that managing someone like myself is a lot easier than managing someone who’s not like me; it’s so much easier to lead people who are already thinking in the same way that I am. […]

By: Peggy

Peggy — Sat, 13 Jan 2007 22:14:55 +0000

I like your comments about diversity. I recently read something that I thought was interesting. A few months ago HR Magazine (a publication of SHRM) reported on a study that found that when racially homogenous corporate teams were compared against corporate teams that had even one member of a differing race, the latter group was likely to be much more proactive and constructive in dealing with conflicts. The researchers concluded that in the homogenous team, people simply expected others to think like themselves, and so they were surprised by and unprepared for conflict. It seems that the visual diversity was an immediate cue to people that “we aren’t all alike here” and so they were more prepared to hear differing views and respond constructively. (Sorry I don’t have a citation for this - I gave the article to one of my students who was writing a resarch paper on the topic…)

By: Tamar

Tamar — Tue, 09 Jan 2007 07:27:00 +0000

Thanks for discussing one of my favorite topics. And wouldn’t you know… I was a Head Start champion more than a decade (teacher, parent educator, pre-service trainer, education director, national consultant, blah, blah). This program born in the Great Society days and holding up since is solidly diverse in consumer population because the criterion for admission is simple: money; that is, its lack. This simple criterion allows all manner of folks to come to the party, which, as one your earlier commenters states, is naturally diverse anyway.

Another association your post struck for me: bone marrow transplants, and getting them on time. My dearest pal Neil was diagnosed w leukemia shorty after his wedding more than a decade ago. Neil qualified for a bone marrow transplant and QUCKLY was matched w his type. This speed, he attributes to his “mongrel-like” gene pool. He was “diversified” in his genetic makeup, thus maximizing the options for a match, and ultimately giving him LIFE. To paraphrase the Hebrew Bible: choose life, and this means that to live, choose diversity.

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Tamar,

You always have an unexpected perspective. Thank you for a great little story about diversity.

Penelope

By: Carmine Coyote

Carmine Coyote — Tue, 09 Jan 2007 03:14:52 +0000

Great post again, Penelope.

Two small thoughts to add:

1. We get diversity whether we want it or not. Humans are, by nature, extremely diverse in size, shape, skin, hair, and eye color, outlook, sexual preferences, intelligence, interests, experiences, and beliefs. The problems is that so many people try to limit diversity and make everyone more or less like them. I wonder whether we should stop talking about promoting diversity and talk instead about allowing our natural diversity full rein.

2. It seems to me that the true value of diversity comes from having the greatest number of different viewpoints and experiences around any important topic. Bigots typically see only one viewpoint — their own. Racists and sexists also focus myopically on their personally approved values and beliefs. The trouble with such narrowness is that it leaves so few options open. Life is tough enough without artificially limiting our options like that.

I wrote a little more about this topic in my book: “Slow Leadership: Civilizing the Organization.” (Sorry for the shameless plug!)

By: Eric Hill

Eric Hill — Tue, 09 Jan 2007 02:25:37 +0000

Your definition of Diversity is an interesting one and right on the money. Thinking “long-term”, diversity is a good thing because it affects our way of thinking, we better ourselves and we evolve as a society. From a business perspective however, why would you want to be diverse? It’s difficult to manage, there are more conflicts, higher turnover, etc. Sure…the team may turn out premium work, but I’m not sure I want to go to work everyday knowing that it will end in frustration.

I live and work just outside Detroit, Michigan where the automotive marketplace is going through a terrible downward adjustment and will be for the next few years. My back is only so big…now you’re telling me that my company has to integrate society as well?

It would be helpful if you supplied some real world examples of how this definition of diversity will help corporations in the “short-run”. At this stage of the game, I don’t need a theoretical, abstract idea that will make me feel good about myself…I need to make us profitable.

By: Tim Ferriss

Tim Ferriss — Tue, 09 Jan 2007 01:18:18 +0000

These are some excellent and seldom-discussed points, but I would like to propose we also ask a two additional questions:

1. When is homogeneity a good thing?

Depending on the environment, diversity can often present more problems than it solves. Homogeneity (visit Japan for an example of this) can both promote cooperation and decrease strife if wielded properly. “Diversity” is also so overused and ambiguous to be near meaningless. Racial diversity vs. age diversity vs. psychographic diversity, for example, are as different as they are valuable or damaging/worthless depending on the context and goals.

2. Why is “diversity” a good thing?

This is somewhat of a trick question and closely related to 1. Just as in 1, the question, worded in true politician-speak, contains an assumption: here, that diversity is a good thing. Well, is it? Again, it depends on the your goals, the context, and what type of diversity it is. Beware of imprecise thinking and sloppy logic when discussing emotionally-charged topics like this. It is, unfortunately, the default mode for most.
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I will end with the belief that psychographic diversity may be the most valuable for building profitable companies if — and this is key — management incorporates input from a diverse workforce. A diverse workforce is great, but what we are really looking for is better results through diverse thoughts and insight, both of which are 100% negated by unreceptive management.

Few things are simply good or bad — with diversity as with anything else, you need to start with the end in mind and decide accordingly.

* * * * * * * *

Tim,

Thank you for bringing up a dufferent and intelligent angle to this topic. I want to add that in my interview with Johansson, he said that in some circumstances, diversity doesn’t make things better. For example, in a startup, he said it’s more important to just get the company up and running than to worry about increasing creativity through diversity.

-Penelope