Posts Tagged ‘Diversity’

Diversity vs. Inclusion

Wednesday, August 31st, 2011

by Dr. Wesley Carter

Query the Director of Training of any Fortune 500 corporation and you will find diversity classes among the menu of available training courses. In fact, diversity initiatives are prevalent throughout the majority of large organizations. Even with the legislation and regulations imposed by the federal government, individuals still find themselves marginalized and prevented from access to wealth in large corporations on the basis of difference. Why is this?

However, shortsighted, the term “diversity” often brings images of people of color to mind.  Whether we choose to acknowledge it or not, for naysayers, diversity has come to symbolize quotas and preferential treatment. For individuals who feel threatened by diversity, it also symbolizes the redistribution of wealth and assets away from the people who control America’s power and wealth to the disenfranchised. How words are perceived and interpreted has a tremendous influence on how we operationalize objectives. 

While we have been extolling the virtues of diversity, there has been a political shift from income distribution to the accumulation of wealth in the United States. Even tax structures have been changed to encourage the accumulation of wealth.  A shift from thinking and behaving in terms of diversity vs. inclusion symbolizes a thrust from thinking in terms of race to taking on a much broader perspective based on inclusion of all individuals.

Inclusion initiatives can be shaped to create environments where tangible resources such a salaries, promotions, raises, and bonuses are distributed based on the value contributed to create solutions. In inclusion ideologies, intangible assets such access, social affiliation, authority and legitimacy are equally distributed among all members.

Whereas diversity has been associated with the redistribution of wealth, inclusion represents the accumulation of wealth based on the understanding that we are all interconnected, socially, intellectually, and financially; and that diverse ideas and perspectives allows us to solve problems collaboratively.  Perhaps an inclusion ideology may be more effective in decreasing the marginalization of particular demographics. Inclusion ideologies refer to the integration of individuals that represent various ethnicities, classes, genders, sexual orientations, ages, cultures, perspectives, and intellectual processing styles.  All demographics are accepted, respected, and appreciated in inclusion initiatives. The objective of inclusion ideology is to create synergy that produces organizational and operational effectiveness. Differences are appreciated and exploited to create environments where innovation and community can thrive.

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management.  Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com . All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement.  

Query the Director of Training of any Fortune 500 corporation and you will find diversity classes among the menu of available training courses. In fact, diversity initiatives are prevalent throughout the majority of large organizations. Even with the legislation and regulations imposed by the federal government, individuals still find themselves marginalized and prevented from access to wealth in large corporations on the basis of difference. Why is this?

However, shortsighted, the term “diversity” often brings images of people of color to mind.  Whether we choose to acknowledge it or not, for naysayers, diversity has come to symbolize quotas and preferential treatment. For individuals who feel threatened by diversity, it also symbolizes the redistribution of wealth and assets away from the people who control America’s power and wealth to the disenfranchised. How words are perceived and interpreted has a tremendous influence on how we operationalize objectives. 

While we have been extolling the virtues of diversity, there has been a political shift from income distribution to the accumulation of wealth in the United States. Even tax structures have been changed to encourage the accumulation of wealth.  A shift from thinking and behaving in terms of diversity vs. inclusion symbolizes a thrust from thinking in terms of race to taking on a much broader perspective based on inclusion of all individuals.

Inclusion initiatives can be shaped to create environments where tangible resources such a salaries, promotions, raises, and bonuses are distributed based on the value contributed to create solutions. In inclusion ideologies, intangible assets such access, social affiliation, authority and legitimacy are equally distributed among all members.

Whereas diversity has been associated with the redistribution of wealth, inclusion represents the accumulation of wealth based on the understanding that we are all interconnected, socially, intellectually, and financially; and that diverse ideas and perspectives allows us to solve problems collaboratively.  Perhaps an inclusion ideology may be more effective in decreasing the marginalization of particular demographics. Inclusion ideologies refer to the integration of individuals that represent various ethnicities, classes, genders, sexual orientations, ages, cultures, perspectives, and intellectual processing styles.  All demographics are accepted, respected, and appreciated in inclusion initiatives. The objective of inclusion ideology is to create synergy that produces organizational and operational effectiveness. Differences are appreciated and exploited to create environments where innovation and community can thrive.

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management.  Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com . All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement. 

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What Stands in the Way of Inclusion?

Sunday, February 6th, 2011

by Renae Sanders

Over that last three years, thanks to the political environment (in part), we have heard and discussed more issues related to diversity and inclusion. More news reports, documentaries, and television shows seek to show us different aspects of our society’s struggle with social justice issues, cultural relations, generations, sexual orientation, religion, immigration, and what it means to be a part of a global community.

What stands in the way of our progress toward inclusion? Are we a tolerant people?

I am certain those who seek inclusion would want the “perceived exclusionists” to do more than merely tolerate their presence at work, in schools, on playgrounds, as neighbors, as patrons, or as fellow human beings.  Author, Iyanla Vanzant once stated, “We all just want to heard, valued, respected.” Surely, tolerance is not the answer!

In my experience, dominant group members believe change comes too fast and are frustrated by calls for even more change; conversely, subordinated groups continue to experience change as too slow. What informs our beliefs about this movement is our perception of the level of change. Its undeniable, things have and continue to change. But until we fully realize just how interdependent we all are, we will continue to struggle with inclusion. We still have a long way to go and yet, ‘we are the change we seek’.  The work of inclusion starts with each one of us.

By focusing only on our diversity, especially the visual facets, we often fail to see our just how much we have in common with each other. According to Novations Group, Inc., diversity is any dimension that can be used to differentiate groups and people from one another. Inclusion is when we feel a sense of belonging or connectedness and feeling valued for who we are as individuals or as members of a group.

The work of inclusion is like the layers of an onion, once you have one breakthrough; you realize there is more interpersonal work to do.

Related reading

Johnson, K.R. (1999). How did you get to be Mexican? A white/brown man’s search for identity. The Diversity Factor, 7(2), p. 22-27.

Miller, F. A. and Katz, J. H. (2002). The Inclusion Breakthrough: Unleashing the Real Power of Diversity. San Francisco: Berrett-Koehler Publishers

Recommended sites

DivesityInc.com

Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational relationships. Believing people are the link between strategy and success, Renae works with organizations, leaders, and managers to strengthen internal relationships. You can reach her at info@krsconsult.com.

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Holding Company Growth Hostage – The Role of Stereotypes

Saturday, May 8th, 2010

By Renae Sanders

Stereotypes are the generalized beliefs we hold about the world around us. We hold stereotypes about situations, people, places and things. We are often blind to our views or unaware that do not treat people of other cultures or backgrounds with respect or that we judge others’ value based on media portrayals of beauty, education, intelligence, and ability. We also hold stereotypes about ourselves based on what we are told by others; we judge ourselves to be good or bad, worthy or unworthy, righteous or sinful, all knowing or clueless.

Stereotypical beliefs drive positive (or menacing) affects on businesses. For example, if we hold that the product is great and has value we execute strategy related to the product more passionately than if we did hold a positive perception. If you believe your staff or key members of the team are inept, we treat them accordingly; which leads to lower performance over time.  If we believe entire populations of consumers are poor, under-educated, illegal, or unable to understand English, our marketing and sales efforts to those populations and how we treat employees from those groups will not yield positive results or you may miss a vastly important opportunity to grow. In fact, it is conceivable to say we create an environment of self-fulfilling prophecy when act based on stereotypes.

Beliefs > Attitude / Behaviors > Outcomes

To position the business for success, leaders should find ways to challenge their beliefs. Researchers use triangulation to validate assumptions. Triangulation requires three different sources of information. If you rely on a single source for information (such as friends, parents or television), you might consider reading white papers or research papers on the subject and speak with experts for and against your ideas.  When it comes to dispelling beliefs about people, get to know them as individuals. We often see people of color and other differences as groups; we don’t allow them to be individuals. It’s common for people of color to be asked about the “collective” views of their entire group. Ask yourself, “Why do I feel/think this way? Is there information that supports a different view?”  Another approach is to learn about the contributions all groups have made to our society. As long as we hold one view of history, we remain unaware of a more accurate portrayal of cultural groups as contributing members of society.

Learning to challenge long held beliefs prepares us to make better strategic decisions about the business and challenges our views about the people who work for us and markets we serve. The motto at the University of South Carolina reads, “Emollit mores nec sinit ese feros”, when translated suggests, learning humanizes men and permits them not to be cruel.

Don’t allow stereotypes to stifle your growth or the growth of your business.

Related articles

Workplace Stereotyping: A Silent Productivity Destroyer

Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational relationships. Believing people are the link between strategy and success, Renae works with organizations, leaders, and managers to strengthen internal relationships. You can reach her at renae@krsconsult.com.

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Posted in Diversity & Inclusion, Dr. Renae Sanders, Leadership, Multicultural, Organization Relationships, Professional Development, Small Business | 15 Comments »

Diversity from the Inside Out

Monday, April 26th, 2010

By Renae Sanders

As the world grows smaller, the opportunity to conduct business with or through culturally diverse individuals increases significantly. The days of homogeneous organizations are dwindling among large organizations, but homogeneity is remains common among small businesses. Organizational makeup with standing, the greatest opportunity to succeed in business is the ability to penetrate diverse markets.

According to the US Census, 52% of the U.S. population will be people of color by 2050, with the Latino population representing 25% of the population. DiversityInc (2007) reported foreign born workers accounted for nearly 100% of the workforce growth between 1990-2005. Layer on generational differences, growth of the women’s workforce, increased cultural and ethnic diversity and organization leaders will find themselves facing, for many, an eye opening demographic shift.

Business leaders are increasingly seeing the benefits of entering specific markets represented by businesses and professionals of diverse cultural backgrounds and ethnic origins. Companies that fail to learn about such markets or who resist the need to hire and retain a diverse workforce miss the extraordinary benefits of doing so.

Organizations skilled at harvesting the knowledge and perspectives of diverse groups (i.e. diverse cultures, religions, age, views and experiences) make better choices than those who are stuck in their homogeneous views; who respond predictably to problems. For instance, PepsiCo Inc.’s Hispanic employees were instrumental in helping the company develop the guacamole chip, which sold $100M of the new chips it first year. It also used their diverse employee base to provide insight into the successful launch of Code Red which sold 100 million cases and grew the Mountain Dew brand by 6% (Standford GSB News, 2004). While the size and scale of these examples are huge, the importance of being open to diversity and inclusion should not be lost on small businesses. Diversity and inclusion can help drive innovation, problem solving, employee retention and open doors to new markets. But don’t be confused. Hiring people of color as a silver bullet for entering new markets is a mistake. If employees of any age, gender, cultural origin, or religion do not feel valued or respected for the skills they bring to the organization the benefits of your efforts to grow or change will be difficult.

I come back to this perspective about diversity, “The power and beauty of diversity is everywhere. The challenge with diversity lies within each of us”.

Sources

DiversityInc. (2007). Facts and figures. Impact of immigrants.

Stanford Graduate School of Business. (2004). A more diverse workforce is good for business at Pepisco. Retrieved April 23, 2010 from http://www.gsb.stanford.edu/news/headlines/vftt_reinemund.shtml

U.S. Census Bureau. (2010). Retrieved April 21, 2010 for http://www.census.gov

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