We had a lively discussion today on how diversity made the difference in the results of the 2012 election in the United States.
Single women, Blacks, Latinos and Millennials showed us in the recent U.S. presidential election that diversity REALLY does matter! Even more of a factor than in the historic 2008 election, the pundits agree that many of the groups that are the focus of diversity and inclusion (D&I) efforts in organizations tipped the scales in favor of incumbent Barack Obama.
Regardless of your political affiliation, the outcome is very telling about the impact of the growing so called “minority” groups. What does it mean for the future? What CAN it mean?
We had some great comments during today’s webinar and we wanted to have a forum to continue the discussion. Whether you participated in the webinar or not, please feel free to weigh in!
Here are some of The Winters Group’s assumptions that were presented during the webinar:
- If the country is divided on contemporary issues, so are our workplaces and workspaces.
- Organizations do not encourage employees to openly talk about their different perspectives on race, gender, sexual orientation.
- The issues above probably have more of an impact than we think on how people view others and their level of comfort with them.
- Those who are still in a minority in positions of power have to tread lightly on voicing any views that might be considered controversial.
- We need a way for people to discuss divisive issues because if we don’t engagement, productivity and retention can suffer and inclusion will not be achieved.
- We tend to dislike the people who have different opinions from our own, rather than separating the people from the opinions.
- We tend to base our opposition on very little information or understanding about the other person’s views.
Do you agree? Disagree?
Here are some of the questions asked during the webinar to help guide the discussion:
- Do you agree or disagree with the following, and why: I think our organizations are as polarized as the country. We just don’t talk about it in organizations.
- What is the cost to the nation and our progress as a country if the divisiveness continues?
- What does it mean for our educational systems?
- What does it mean for a pipeline of qualified workers for the future?
- How do you see these issues playing out in your organizations?
- Do you have examples of best practices to enhance inclusion and diminish exclusion and divisiveness?
What are your thoughts? Please enter your comments in the designated area below.
Dear Mary Frances,
Thank you for bringing discussing this issue in your blog. As a diversity practitioner for over 12 years I find few organizations actually engaging their employees in dialogue about the real, and often controversial aspects of diversity in the workplace. I have been an advocate for this approach since I entered the field and have had the honor and pleasure to facilitate dialogue with employees and managers of several organizations on the issue of racial discrimination, homophobia, stereotyping, bias, prejudice, cultural differences, etc. without these discussions inclusion is just a new buzz word.
During my 20 years as the CEO of a municipal government in the greater Rochester, NY area (Supervisor of the Town of Brighton), I instituted personnel policies and in-service training that promoted diversity and inclusion. I set informal expectations to increased diversity in the workforce, on volunteer citizen boards, and among our elected town officials. We were successful, but we had a long way to go–from hiring the first African American police officer in any suburban department in the county to having more women, Latino and Asian Americans among our officers. We promoted women to operate heavy highway equipment, a job formerly held only by men. We added a non-discrimination policy for LGBT employees related to hiring, harassment, benefits, etc. before this became the law of the state. We promoted women to cabinet positions in my administration.
Along the way, internal staff discussions as well as community conversations about racism, bias and discrimination took place to resolve conflicts as they arose. As a result, we dealt with bumps in the road as they arose so that there could be real-time understanding and adjustment to changes in the corporate culture. Productivity was excellent, and the delivery of essential services and programs improved.
I retired from my position as Supervisor effective this year, but I am confident that the policies and practices that I put in place with my team will continue.