Diversity Does Not Mean Different

I entered the room that day as the new, “Head of Diversity” for the Network.  A moment that should have brought a sense of empowerment, instead was filled with doubt and fear. A few days before, I was to present my inclusion plan, I was met with sarcasm and doubt by the executives involved.  Some felt that I was simply checking off compliance boxes, while others were bothered by the idea that individuals (different from them) would be invited and welcomed into “their” space.  I was dismayed to see that no one seemed excited about a plan that would diversify our organization and provide new opportunities to those broken apart from our reality.  I was the only person in the company motivated to drive change and increase our cultural diversity employment rate.

In order to change the minds of these individuals, I had to put myself in their shoes and try to understand their way of thinking.  This was not an easy feat.  It would take determination and resilience.  Harrison, Price and Bell (1998), elaborated on the meaning of diversity at a more granular level.  This breakdown includes; Surface-Level Diversity as well as Deep-Level Diversity.  The first is the most commonly known definition encompassing the characteristics that differentiate one person from the other physically.  The latter, Deep-Level Diversity, is centered primarily on how the individual generally thinks and how they view the world.

Surface-Level Diversity

1. Most commonly used
2. Characteristics that distinguish one person from another
3. Covers demographic differences like; visual characteristics and age
4. Physical differences (dependent on characteristics)
5. Outer characteristics that are not easily changed
6. Not dependent on how people act or think

 

 

 

 

 

 

Deep-Level Diversity

1. Primarily the manner in which we think
2. How we view the world
3. Our views can vary based on surface-level diversity
4. Not innate
5. Varies between individuals
6. Can create assumptions about people based on their visible characteristics

Deep-Level diversity is mainly based on our thoughts, and the way we think of other cultures.  Once we get to understand other cultures and the way they think, in a business environment, we are able to work cohesively towards a common goal.

So how do we, as  society, get over the notion that diversity does not mean differences in people?  First, through education, we highlight the traits and abilities, culturally diverse individuals have.  Secondly, we apply those traits to the needs of the company and align them in a manner that provides successful results. Lastly, we encourage leaders to promote diversity within the company to drive success.  Once results are reached, the organization can create a reward system to continue to encourage accountability in areas of diversity.  These steps will help most individuals understand that, “Diversity Does Not Mean Different” and that it actually enhances company culture and success.

References:

Saenz, S. National Association of Colleges and Employers.  OP-ED: DIVERSITY, INCLUSION, AND CAREER SERVICES. Retrieved from: http://www.naceweb.org/career-development/organizational-structure/op-ed-diversity-inclusion-and-career-services/

Dishman, L. (2015, May 18). Millennials Have A Different Definition Of Diversity And Inclusion. Retrieved from Fast Company: https://www.fastcompany.com/3046358/millennials-have-a-different-definition-of-diversity-and-inclusion

Pennsylvania State University. (2018, January 24). Defining Diversity.Retrieved from OLEAD 410, Lesson 03: Diversity: https://psu.instructure.com/courses/1916378/modules/items/23640518

Pennsylvania State University. (2018, January 24). Inclusion. Retrieved from OLEAD 410, Lesson 03: Diversity: https://psu.instructure.com/courses/1916378/modules/items/23640522