|
Traits of a
Diverse Organization
What does it mean to be a
diverse organization? Consider the following:
Diverse organizations
recognize that:
- A
diverse organization’s culture is based on inclusion and
not just on representation.
- Diversity
is a mindset, a continuous process and a way of doing
business—not a one day program or two hour training.
- Diversity
is proactive and always imperative. It does not only
become important when there is a discrimination
complaint.
They reflect their
commitment to diversity in many ways:
- Top
management endorses and actively champions the company’s
diversity initiatives. It is not solely an HR function.
- Culture
change is driven by the CEO and others in the executive
suite.
- Diversity—in
the form of inclusion—is reflected in the mission and
vision of the organization.
- Diversity
is integrated into the overall business strategy.
- There
is visible diversity at all levels of the organization.
- While
visible diversity is a benchmark, the organization uses
a broad definition of diversity to include the unique
skills and talents of each individual.
- Everyone
is seen as part of the organization’s diversity and the
goal is to make everyone’s needs and concerns a part of
the mainstream diversity effort.
- Compensation
is tied to diversity efforts.
- Employees
are recruited from a diverse pool of candidates.
- Company
recruiters are trained in bias reduction so that they
don’t choose candidates based on assumptions and
stereotypes.
- Diversity
is reflected in company literature, website, and any
photos or artwork on the walls. Language in printed
material is inclusive and speaks to everyone regardless
of gender, race, sexual orientation, religion, physical
ability, or any other diversity dimension.
Diverse Organizations create systems and processes to
manage diversity:
- There
are processes in place to resolve conflicts and prevent
miscommunication that can be costly to the organization.
- There
is a system in place to communicate openings and
opportunities throughout the organization.
- Affinity
groups are sponsored and attended by people from
different backgrounds.
- Opportunities
for cross-cultural mentoring exist and are encouraged.
They also know how to
leverage the diversity they have:
- The
organization draws from the wide range of experiences
and perspectives to find more creative solutions to
problems and be more innovative in developing new
products and services.
- The
unique skills and experiences of each individual are
leveraged to help make the organization and employee
more successful.
- People
from different races, ethnicities, genders, sexual
orientations, religions and physical abilities are seen
as resources for different markets, but not necessarily
sent to those markets to represent the organization.
As a result, Diverse
Organizations create effective and comfortable
environments where:
- Each
person has an equal chance to show what they can do.
- All
people feel included and are able to do their best work
for the organization.
- People
are comfortable and able to relate to employees and
customers from backgrounds different than their own.
- People
are comfortable discussing differences and similarities
with each other.
- Employees
from different backgrounds feel included in the mission,
vision and the organization itself.
- People
from different cultures and backgrounds interact and
share ideas and resources as opposed to clustering with
only people who look and think like them.
- The
organization is known as a place where all kinds of
people succeed. It acts as a magnet that draws in
diverse talent.
Is this an accurate picture of
your organization?
If not, consider engaging Simma Lieberman Associates
to help you design a strategic diversity initiative for
2007.
Call
Simma Lieberman Associates at (510)-527-0700.
|
