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What Is Diversity?
By Lila Kelly
When I mentioned the word "diversity" over ten years ago, most people said, "What's that?" Now we hear the word a lot, so much so that some people call it "the 'D' word." In the college course that I teach on "Managing a Diverse Workforce," students come to the first class either not really understanding what diversity is or thinking they know quite a bit about it. Often they say that after even the first class, they realized that diversity is much bigger than they had originally thought.
A very basic, yet complex, question was brought up at our monthly diversity discussion group (the diversity Special Interest Group sponsored by HRP-MN and ASTD). It was, "I hear so much about diversity, but when I ask people what they mean by it, I get different answers. What exactly is diversity?" Below are responses by the participants in the group, some of whom have been working in the diversity field for many years.
Response: The answer is in the question. It is all the different answers from those perspectives. There is not just one answer to that question. It can be an inclusive answer, that diversity includes all of "these" things. But that's not only what diversity is. Also, within each one area of diversity, there is diversity. Whatever the person's definition is, it can only be used as a stepping off point.
Response: What is diversity? I would say what isn't diversity?
Response: Diversity got a bad rap, because many related it to affirmative action, and because there's a lot of fear surrounding it. So just the word conjures up negative feelings sometimes.
Response: Some say, "Diversity includes all differences, such as hair color, different preferences in food and clothing styles, etc. We're all diverse, so there's no big deal." However, this dilutes and trivializes diversity. Diversity stemmed from trying to find ways to deal with EO/AA legislation, and more importantly from the realization that society and the workplace are becoming more diverse. Laws such as Title VII of the Civil Right Act, the ADA, our state's Human Rights Act and more, which were put into place to correct discriminatory behaviors, can help in identifying the more major issues that need to be addressed regarding diversity.
Response: Three key words need to be defined in what diversity should convey in its meaning. They are discrimination, racism and bigotry. These can be described as an exercise of an irrational isolation of people by their class or skin color; a prejudice plus power; and an obsession with one's own race's supremacy undermining others. If we continue struggling with diversity, it is because little has changed or is changing attitudinally toward non-whites. It shows the lack of education and the innocence for the lack of exposure to other ethnic groups with dark skin; or it is an intentional ignorance because the threat diversity represents. Diversity is a topic seldom accurately defined, and sometimes avoided intentionally."
According to Loden and Rosener in the book Workforce America, you can look at diversity as having two dimensions. Primary dimensions include age, ethnicity, gender, physical abilities, race, and sexual orientation. Secondary dimensions include things like educational background, geographic location, income level, marital status, military experience, parental status, religious beliefs, and work experience. R. Roosevelt Thomas, Jr. in the book Redefining Diversity offers this definition: "Diversity refers to any mixture of items characterized by differences and similarities." He then makes three points. 1. Diversity is not synonymous with differences, but encompasses differences and similarities. 2. Diversity refers to the collective (all-inclusive) mixture of differences and similarities along a given dimension. 3. The component elements in diversity mixtures can vary, and so a discussion of diversity must specify the dimensions in question.
How does your organization define diversity? This is a good place to start with your diversity efforts. After assessing what diversity meant to the diversity manager at a client organization, I asked the same question to the newly formed diversity task force. What we heard were some strong opinions on what to include (and what to exclude) in their definition of diversity.
How do you define diversity? I challenge each of you individually to continue to search for your answer to that question. Learning about diversity is a life-long journey. It is not something to strive to get comfortable with and then move on with your life. The goal may be to learn to accept being uncomfortable at times and to be ready to step outside of your comfort zone at a moment's notice. Listen to, discuss, and continue learning about different perspectives. Try to see situations through the eyes of others who are different than you in some way. Become aware of the existing diversity in society and how our work places are changing. This will not only help you be proactive with diversity, instead of being surprised by and reactive to situations, but also to become a change agent in a changing world.
Copyright © 2007, Lila Kelly Associates. Diversity and Hiring Strategies - Since 1992. Diversity in Employment Interviewing training and books. Consulting services on diversity assessment and action planning, centralizing recruiting efforts, and structured recruiting and hiring strategies. Contact Lila Kelly. Used with permission from the author.
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