Diversity in the Workplace

An Expansion of Diversity in the Workplace

By Terry Bass, CHADONS Resources

Terry Bass has worked in businesses large and small, ending his corporate life as National Training Manager in 2005. Since then he has founded his ...

The concept of the appropriateness and advantages of diversity in the workplace has been around for several decades. It has primarily focused on gender, faith and ethnicity acceptance within most organizations. We have been seeing sexual orientation being added bringing a whole new complexity due to a need of focusing on the status of relationships, marriage and how to apply benefits accordingly.

But diversity education still centers on classes of people instead of just people who are different. What would happen if a statement similar to this one accomplish in your organization?

‘XYZ’s employees and the people we deal with come in all shapes, sizes, color, faiths, etc. XYZ respects the diversity of all these people and strongly believes that a positive environment is essential. Any discrimination, denigration or belittling of people because of their perceived differences, whether at a XYZ facility or any other place, by an XYZ employee is not only unprofessional, but absolutely unacceptable. This type of statement broadens two areas.

First of course is that it focuses on “respecting people who are different” instead of just discrimination of particular classes. We look at people that may not be in a protected class and we make clear that everyone deserves respect from our employees.

The second area broadens unacceptable conduct. Now, not only discrimination is wrong, but denigration or belittling is unacceptable.

The purpose of the statement is not to be politically correct, but draw a clear picture of the positive, inclusive environment we wish to have in the organization.

Discrimination against certain classes and respecting people that are different are not mutually exclusive. In fact, an organization that is serious about diversity would have both. Certainly a clear policy of the unacceptability and consequences of class discrimination should be clear to every employee.

However by creating a mission statement in plain language that associates respecting differences creates a more powerful policy and opens the way for greater discussion and understanding within the workforce.

There are various levels of commitment towards diversity in organizations today that fall into three categories.

1. The organization that has no established policy toward discrimination or has something on the books that nobody looks at.
2. The organization that has all the legal angles covered including maybe some kind of training/indoctrination for new hires.
3. An organization that truly understands the power of diversity and works to create a positive environment.

Which organization would you want to work for?

Terry Bass, of CHADONS Resources is a business coach supporting individuals and businesses in the Chicagoland area. Terry coaches, provides thought provoking speaking engagements and facilitates learning processes that focuses on helping people succeed. If you or your organization could use support in identifying, evaluating and achieving your goals, you can begin the discussion by contacting Terry at (773) 76901992. You can also visit http://www.chadons.com to learn more.