Four Approaches to Diversity in the Workplace

8/4/2019 Four Approaches to Diversity in the Workplace

1/3

2008, 2011, INNOVATIVE MANAGEMENT GROUP, 840 Trotter Circle, Las Vegas, Nevada 89107, 702-258-8334.

ont inuous

The United States has been amelting pot of diverse people sinceits founding. Yet it has only been

within the past few decades thatcompanies have realized the valueof a diverse workforce.

Now thousands of companiesthroughout the country haveimplemented diversity programs

within their organization in anattempt to capitalize on thestrengths of multifacetedemployees. At least that is whatcompanies say they are doing.

There are various approachesto diversity appreciation incorporate America; each with itsown objective and methods ofachievement.

Some companies, for example,act as if diversity is a passing fad

where one jumps on the bandwagon and then jumps off

when the interest wanes. Others seediversity merely as a numbers game

where diversity is achieved mypromoting the right number ofminority workers into key positionsin management. Some companieshave worked hard to create aculture that truly values its diverse

workforce and removes barriersthat arbitrarily restrict people

within the organization. Finally,there are a few companies whohave learned how to get 100% from

100% of their employees becausethey know how to glean the fullpotential of their workforceregardless of the diversity of theiremployees.

Four Approaches toDiversity

Outlined below are four typicalapproaches to diversity manage-ment in the workplace. They are

listed in ascending order of what I believe diversity managementshould entail. By reading throughthe descriptors you can identify at

what level your company trulyvalues diversity in the workplace.

BRAND IMAGE

Desired Outcome: The purposeof this approach is to create a

brand image of being acompany that values thediversity of its employees . Thefocus is on getting namerecognition and awards for thecompanys diversity programs. Th eprimary goal of this approachis to be viewed as a benchma rkcompany when it comes todiversity programs . Under thisscenario it is only necessary toachieve a perception that the

company is a diverse company. Ifcustomers, employees, vendors,suppliers, shareholders, andgeneral public believe the companyis a diversity champion, and holdthe organization in high regard

because of it, the diversity programcan be considered a success.

Indicators of Success: With thisapproach the key is getting thecompanys name in the media,obtaining industry awards, and

being at the top of mind regardingall diverse issues. The focus is ongetting the company's name out asmuch as possible so people acceptthe message that the organization isa diverse company.

Achieving the Desired End Result:If a message is repeated loudenough and often enough, people

begin to believe it. This approachrequires a strong marketing and

public relations component tomake sure the companys name isat the top of mind in all of theimportant venues of interestregarding diversity. The key tosuccess is having anecdotal storiesthat show the company is diverse.The more examples one can give of

where the company has providedopportunity and growth for diverse

construction companies, vendorsand employees, the better off thecompany brand image will be.Consequently, all one has to do isfind a few powerful success storiesof diversity, share those storiesloudly and often, and theorganization will be successful increating the desired brand image.

AFFIRMATIVE ACTION

Desired Outcome: The goal of

this approach is to create acompany that truly doesprovide equal opportunity forpeople of diverse backgrounds and characteristics to be paid fairly,promoted equitably, obtainsupplier and vendor contracts,and/or to win constructionprojects. It entails more than justconsideration for such things, butrather an affirmative andaggressive desire to achievediversity in the managerial,supplier, vendor and construction

company ranks. The goal of thisapproach is to have arepresentative number ofpeople in key positionsthroughout the company thatmatch the diverse demo-graphics of the community.

Vendor, supplier and constructioncontracts must also be awarded to arepresentative diverse group.

By Mac McIntire

Four Approaches t o Divers i t y in t he

Workp lace

Companies have diverse reasons and approaches for their diversity programs. Some reasons have

greater value than others


2/3


Indicators of Success: The key tothis approach is the typical EEOissue of making sure the companyhas numbers that confirm it isaffirmatively providingopportunities for people ofdiversity regarding pay,promotions, supplier contracts,

and/or construction projects.Success is achieved when thecompany has the right numbersand percentages that indicate it is adiverse company.

Achieving the Desired Results: Thisis a relatively simple approach todiversity. All it requires isidentifying viable employee,supplier, and constructioncompany candidates who can behired or developed into qualified

individuals for key managementpositions, supplier contracts,and/or construction projects. Allthat must be done is to search forcandidates in the obvious places

where they might be found (e.g.: black colleges, suppliers fromminority communities, etc.). Or,even simpler, just identify the rightdiversity mix the company wantsand hire it, regardless ofqualifications.

CULTURE OF ACCEPTANCE

Desired Outcome: This approachseeks to create a company thattruly does value andappreciate the diverse natureof its workforce . It recognizesdiverse people have different needs,different values, differentcharacteristics, different styles anddifferent desires in the workplace;and it seeks acceptance andtolerance for these differences inorder to create a healthy and

productive workplace. The key tothis approach is gettingeveryone to be aware of andaccept these differences inorder to reduce conflict,maximize performance, andallow people to reach their fullpotential by removing diversity

barriers or conflict in theworkplace.

Indicators of Success: The key to

this approach is helping everyone within the company to becomemore diversity conscious; to

become aware of their personal believes, biases, and actionsregarding people of diverse

backgrounds; and to alter theiractions in order to provide equal

opportunity and a work culture thatmeets the needs of every employeein the company. It includesremoving the barriers that limitgrowth opportunities for certainpeople because of diversity issues.It also entails creating a culturethat strongly condemnsdiscrimination of any type in anyform.

Achieving the Desired Results: Thisapproach requires people at all

levels of the company to becomeintrospective and aware of their belief systems and actionsregarding diversity issues. Itrequires specific policies,procedures, processes, practicesand systems that create a culturethat accepts and assertively valuesthe diversity of its employees. Thisacceptance must also lead toopportunities for diverse people toraise their potential, be promoted,and take on different roles andresponsibilities that previously may

not have been available to them in aless diverse-sensitive company.

MAXIMIZE THEPERFORMANCE

OF ALL EMPLOYEES

Desired Outcome: The purposeof this approach is tomaximize the performance ofeach employee by removing

barriers that limit an individualspotential, regardless of whether

those barriers are diversity issues(e.g.: race, culture, gender, etc.) orother barriers that hinder onesprogress (e.g.: language skills,education, work ethic, off-purpose

work behaviors, social skills, etc.).The goal is to raise theproductive output of eachindividual by understandingtheir unique differences andover-riding whatever keeps aperson from reaching his or

her fullest potential. Theultimate outcome is to get 100%from 100% of the employees 100%of the time. Likewise, this approachseeks suppliers, vendors andconstruction companies who canproduce the desired qualityproducts on time, on budget, and

within scope regardless of theirowner or employee demographics.

Indicators of Success: The successof this approach is witnessed wheneach individual within the companyhas achieved the highest level ofperformance of which he or she iscapable. It is also signified when

barriers are removed to allowemployees to go beyond whatanyone had previously believed waspossible because of preconceived

insurmountable diversity issues.Success entails helping diversitysuppliers, vendors and constructioncompanies raise their productiveoutput to a level where they arecapable of winning companycontracts and successfullydelivering their goods and servicesas specified in the contracts withoutthe company lowering therequirements of the contracts. Inother words, success of thisapproach is not in loweringstandards or raising people up, but

in raising their performance up sothey are viable candidates forfuture promotions and contractsregardless of their diversity.

Achieving the Desired Result: Thisapproach entails a mature andsophisticated approach tomanaging the business usingproper management techniques. Itentails an acceptance that diversityis a normal practice of goodmanagement wherein managers are

charged with increasing theefficiency and effectiveness ofall oftheir employees so they canproduce more. This approachrequires good management systemsthat create a productive workenvironment where all employeesfeel comfortable, confident, proudand included. It requires managersto deal with employees asindividuals (rather than ethnicgroups, genders, etc.) and to


3/3


implement individual developmentplans so every employee canovercome barriers that inhibit theachievement of their highestpotential. It also requires working

with diverse vendors, suppliers andconstruction companies whocurrently do not qualify as

acceptable resources to help themraise their performance capabilitiesso they can qualify for contracts

with the company.

A Fifth Approa chto Diversity

There seems to be one final,higher level of diversitymanagement that a company canattain. Perhaps it is too idealistic orUtopian to believe that it will ever

become a reality, but I dream of theday when people within the

workplace no longer see differentskin tones, hear differentlanguages, perceive differentcultures or feel any separation inthe workforce because they focuson the similarities of people at

work instead of their differences.I believe the way to unify

people, including nations, is to stopfocusing on our differences andinstead focus on how we are all thesame. All people everywhere seemto have similar hopes, dreams,desires and wishes. They seem tohave similar needs. Perhaps ifcompanies focused on peoplessimilarities, rather than theirdifferences, the diversity initiative

within the organization would takeon a completely different tone andapproach.

Innovative Management Groupoffers consulting and training

programs that show companieshow to get the highest productiveoutput from their employees. Wehelp companies create a culturethat achieves the highest possibleperformance from every employeeat every level of the organization.

We align everything with thecompany to achieve long-termprofitability and growth. We helpcompanies fully utilize the full

talents of their diverse workforce.

--------------------

Mac McIntire is the president of Innovative

Management Group, a Las Vegas-basedtraining and consulting firm specializing instrategic visioning and alignment,

organizational effectiveness, qualityimprovement, and teamwork. He can bereached at 702-258-8334 or e-mail

[email protected]. His website iswww.imglv.com
mailto:[email protected]:[email protected]:[email protected]

Documents

Four Approaches to Diversity in the Workplace