The Value of Diversity

Diversity is a big buzz word today, as the world shrinks ever smaller with our expanding technology. There are three definitions of diversity, all of which organizations would do well to value:

1) a variety of something such as opinion, color, or style
2) ethnic variety, as well as socioeconomic and gender variety, in a group, society, or institution
3) discrepancy, or a difference from what is normal or expected (taken from the Encarta Dictionary)

The second definition is the one typically thought of when we refer to diversity in the workplace. Despite the good intentions expressed by most organizations today, the number of discrimination cases the EEOC handles continues to increase. Perhaps we would benefit by expanding our understanding of diversity to include the first and third definitions as well. How well do your managers encourage varying opinions from employees, particularly when it is in opposition to the managers’ views? As an HR Director, I frequently had employees at all levels of the organization, even some senior to me, voice their opposing views behind my closed door, because it was safe to do so. The common feeling was that their superiors were open only to hearing what they wanted to hear. I was the one who heard what needed to be said.

The third definition is also of value to us. How do we respond when confronted with a discrepancy or something that is not what we expected? I recall hearing an executive tell her boss about the executive’s visit to the hospital to see an ill subordinate. The executive commented about the Bible that was on the stand next to the employee’s bed, referring to the subordinate as “one of those.” Sadly, the boss (who was also my boss) did not pick up on the offensiveness of this remark until I called her attention to it.

Truly respecting diversity is not easy, and valuing it is even harder. Regular, at least annual, diversity training is a good place to start.