Four Approaches to Diversity in the ontinuous Workplace

By Mac McIntire
Companies have diverse reasons and approaches for their diversity programs. Some reasons have greater value than others

The

United States has been a melting pot of diverse people since its founding. Yet it has only been within the past few decades that companies have realized the value of a diverse workforce. Now thousands of companies throughout the country have implemented diversity programs within their organization in an attempt to capitalize on the strengths of multifaceted employees. At least that is what companies say they are doing. There are various approaches to diversity appreciation in corporate America; each with its own objective and methods of achievement. 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 see diversity merely as a numbers game where diversity is achieved my promoting the right number of minority workers into key positions in management. Some companies have worked hard to create a culture that truly values its diverse workforce and removes barriers that arbitrarily restrict people within the organization. Finally, there are a few companies who have learned how to get 100% from 100% of their employees because they know how to glean the full potential of their workforce regardless of the diversity of their employees.

listed in ascending order of what I believe diversity management should entail. By reading through the descriptors you can identify at what level your company truly values diversity in the workplace. BRAND IMAGE Desired Outcome: The purpose of this approach is to create a brand image of being a company that values the diversity of its employees. The focus is on getting name recognition and awards for the companys diversity programs. The primary goal of this approach is to be viewed as a benchmark company when it comes to diversity programs. Under this scenario it is only necessary to achieve a perception that the company is a diverse company. If customers, employees, vendors, suppliers, shareholders, and general public believe the company is a diversity champion, and hold the organization in high regard because of it, the diversity program can be considered a success. Indicators of Success: With this approach the key is getting the companys name in the media, obtaining industry awards, and being at the top of mind regarding all diverse issues. The focus is on getting the company's name out as much as possible so people accept the message that the organization is a diverse company. Achieving the Desired End Result: If a message is repeated loud enough and often enough, people begin to believe it. This approach requires a strong marketing and

public relations component to make sure the companys name is at the top of mind in all of the important venues of interest regarding diversity. The key to success is having anecdotal stories that show the company is diverse. The more examples one can give of where the company has provided opportunity and growth for diverse construction companies, vendors and employees, the better off the company brand image will be. Consequently, all one has to do is find a few powerful success stories of diversity, share those stories loudly and often, and the organization will be successful in creating the desired brand image. AFFIRMATIVE ACTION Desired Outcome: The goal of this approach is to create a company that truly does provide equal opportunity for people of diverse backgrounds and characteristics to be paid fairly, promoted equitably, obtain supplier and vendor contracts, and/or to win construction projects. It entails more than just consideration for such things, but rather an affirmative and aggressive desire to achieve diversity in the managerial, supplier, vendor and construction company ranks. The goal of this approach is to have a representative number of people in key positions throughout the company that match the diverse demographics of the community. Vendor, supplier and construction contracts must also be awarded to a representative diverse group.

Four Approaches to Diversity

Outlined below are four typical approaches to diversity management in the workplace. They are

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

Indicators of Success: The key to this approach is the typical EEO issue of making sure the company has numbers that confirm it is affirmatively providing opportunities for people of diversity regarding pay, promotions, supplier contracts, and/or construction projects. Success is achieved when the company has the right numbers and percentages that indicate it is a diverse company. Achieving the Desired Results: This is a relatively simple approach to diversity. All it requires is identifying viable employee, supplier, and construction company candidates who can be hired or developed into qualified individuals for key management positions, supplier contracts, and/or construction projects. All that must be done is to search for candidates in the obvious places where they might be found (e.g.: black colleges, suppliers from minority communities, etc.). Or, even simpler, just identify the right diversity mix the company wants and hire it, regardless of qualifications. CULTURE OF ACCEPTANCE Desired Outcome: This approach seeks to create a company that truly does value and appreciate the diverse nature of its workforce. It recognizes diverse people have different needs, different values, different characteristics, different styles and different desires in the workplace; and it seeks acceptance and tolerance for these differences in order to create a healthy and productive workplace. The key to this approach is getting everyone to be aware of and accept these differences in order to reduce conflict, maximize performance, and allow people to reach their full potential by removing diversity barriers or conflict in the workplace. Indicators of Success: The key to

this approach is helping everyone within the company to become more diversity conscious; to become aware of their personal believes, biases, and actions regarding people of diverse backgrounds; and to alter their actions in order to provide equal opportunity and a work culture that meets the needs of every employee in the company. It includes removing the barriers that limit growth opportunities for certain people because of diversity issues. It also entails creating a culture that strongly condemns discrimination of any type in any form. Achieving the Desired Results: This approach requires people at all levels of the company to become introspective and aware of their belief systems and actions regarding diversity issues. It requires specific policies, procedures, processes, practices and systems that create a culture that accepts and assertively values the diversity of its employees. This acceptance must also lead to opportunities for diverse people to raise their potential, be promoted, and take on different roles and responsibilities that previously may not have been available to them in a less diverse-sensitive company. MAXIMIZE THE PERFORMANCE OF ALL EMPLOYEES Desired Outcome: The purpose of this approach is to maximize the performance of each employee by removing barriers that limit an individuals potential, regardless of whether those barriers are diversity issues (e.g.: race, culture, gender, etc.) or other barriers that hinder ones progress (e.g.: language skills, education, work ethic, off-purpose work behaviors, social skills, etc.). The goal is to raise the productive output of each individual by understanding their unique differences and over-riding whatever keeps a person from reaching his or

her fullest potential. The ultimate outcome is to get 100% from 100% of the employees 100% of the time. Likewise, this approach seeks suppliers, vendors and construction companies who can produce the desired quality products on time, on budget, and within scope regardless of their owner or employee demographics. Indicators of Success: The success of this approach is witnessed when each individual within the company has achieved the highest level of performance of which he or she is capable. It is also signified when barriers are removed to allow employees to go beyond what anyone had previously believed was possible because of preconceived insurmountable diversity issues. Success entails helping diversity suppliers, vendors and construction companies raise their productive output to a level where they are capable of winning company contracts and successfully delivering their goods and services as specified in the contracts without the company lowering the requirements of the contracts. In other words, success of this approach is not in lowering standards or raising people up, but in raising their performance up so they are viable candidates for future promotions and contracts regardless of their diversity. Achieving the Desired Result: This approach entails a mature and sophisticated approach to managing the business using proper management techniques. It entails an acceptance that diversity is a normal practice of good management wherein managers are charged with increasing the efficiency and effectiveness of all of their employees so they can produce more. This approach requires good management systems that create a productive work environment where all employees feel comfortable, confident, proud and included. It requires managers to deal with employees as individuals (rather than ethnic groups, genders, etc.) and to

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

implement individual development plans so every employee can overcome barriers that inhibit the achievement of their highest potential. It also requires working with diverse vendors, suppliers and construction companies who currently do not qualify as acceptable resources to help them raise their performance capabilities so they can qualify for contracts with the company.

talents of their diverse workforce.

-------------------Mac McIntire is the president of Innovative Management Group, a Las Vegas-based training and consulting firm specializing in strategic visioning and alignment, organizational effectiveness, quality improvement, and teamwork. He can be reached at 702-258-8334 or e-mail His website is mac@imglv.com. www.imglv.com

A Fifth Approach to Diversity

There seems to be one final, higher level of diversity management that a company can attain. Perhaps it is too idealistic or Utopian to believe that it will ever become a reality, but I dream of the day when people within the workplace no longer see different skin tones, hear different languages, perceive different cultures or feel any separation in the workforce because they focus on the similarities of people at work instead of their differences. I believe the way to unify people, including nations, is to stop focusing on our differences and instead focus on how we are all the same. All people everywhere seem to have similar hopes, dreams, desires and wishes. They seem to have similar needs. Perhaps if companies focused on peoples similarities, rather than their differences, the diversity initiative within the organization would take on a completely different tone and approach. Innovative Management Group offers consulting and training programs that show companies how to get the highest productive output from their employees. We help companies create a culture that achieves the highest possible performance from every employee at every level of the organization. We align everything with the company to achieve long-term profitability and growth. We help companies fully utilize the full

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