Diversity & Equal Opportunity…Really?

OK – C’mon now – I can’t help myself! This article was inspired by a chapter in my book and Ireally didn’t want to go there, but…I’m going there. The reason I’m going there is because Ineed to provide a reality check. This isn’t a “whoa” moment, but just keeping it real.Let’s look at Equal Opportunity. Are we serious when we talk about this or just trying to keepthe company line? OK – let’s look at this -we hire a Diversity Manager and create an Office ofEqual Opportunity. THEN, we publish our diversity initiatives – 15% minority goal spend!EQUAL OPPORTUNITY??? I tend to say…NO! Equal, by definition, means 50/50. So whathave we created? An Office of Small Opportunity! Right? If it was Equal Opportunity, our goalswould be 50/50. WE SETTLE! WHY? I don’t have a definitive answer for this. We settlebecause we are all for ONE! US??? or Me??? Again, I get it. We have to be all for me. That’sOK…for now. We have to be how do we get ours because if we are not, who knows where weare going?

So, if we are all about Small Opportunity, let’s keep it real and stay with small opportunity. If weare about change, then get off the status quo and make it happen!Are we interested in EQUAL OPPORTUNITY or SMALL OPPORTUNITY? I would tend tolean toward the first. If we are going to impart change, then we need to be proactive! PLEASE,let me know if you are on board? SMALL OPPORTUNITY or EQUALOPPORTUNITY……….Across the board!

Affirmative Reaction

When I step back at really look at the environment, social climate and culture of the world welive in….check that….the cities and towns we live in, the equation for where we are at is prettyobvious. After all, everything revolves around political agendas. Left or right, red or blue, theGOP or the Dems. Diversity programs by large corporations are mostly initiated in communitieswhere the corporation’s customer base is primarily minorities. Studies clearly show (andcommon sense even more so) that people of all races are more apt to purchase goods andservices from people who “look” like they do. So, where am I going with this. It’s obvious! Mostaffluent, white people are moving out of large cities and the majority of the people in those citiesare minorities. Over the past 10 to 15 years, it became increasingly necessary for politicians to“gear” their campaign agendas toward minorities if they wanted to get elected. There is no waythat this, at the root, can be called an Affirmative Action. It is nothing short of a CampaignReaction. Therefore, I am taking the liberty of naming it – Affirmative Reaction! When youreally look into the approach major corporations are taking to satisfy their money spendingcustomers, it screams short term vision. Do you really think someone took the time tostrategically implement a plan that creates, not just opportunities, but opportunities for growth ofminority hire candidates or minority goods and services providers (i.e. minority ownedbusinesses)? All you have to do to answer that question is ask the majority of minority smallbusiness owners if they are growing and are comfortable with the prospects of long termsustainability? Majority companies, as well as, white employees and white job candidates wouldargue that question pertains to them as well. I will give them that today. The problem is that thishas been an issue for minorities and minority owned businesses for decades.

How ironic is it that most affirmative action plans were first written by white people trying tocreate a culture of diversity so they could increase their revenues or increase their share of thevotes. Make no mistake, we’ll take it. I am here to say let’s shout it from the roof tops andcelebrate any of those wins. BUT…..they are only wins if those opportunities equal growth. If apolitically inspired or corporate agenda type program creates opportunity without personal, civicor financial growth, we might as well be back in the 50′s and 60′s (and some cities are stillthere). At least back then, minority voices were defining where our culture is at. Even today afterOEO officers are tasked with creating greater cultural diversity in the workplace and increasingdiversity spend, those OEO officers, and many are minorities, do not possess the experience tounderstand the challenges faced by minority businesses. Small minority businesses make up thelife blood of our cities and their ability to grow is a direct correlation with the growth of ourcommunities – specifically the urban communities. Cities with a strong employment rate and astrong small business base supplemented by a corporate hub are the most vibrant and thriving.Oh yea, did I mention new schools? What this means is, that while education is the single mostimportant factor in all of this, our educated, young, up and coming future minority entrepreneursand stars in the business world, will be moving out of our cities that are in dyer need of a youngand educated population base.

Think it through people. Develop a plan for Affirmative Action where the ultimate goal andmission is built around growth and sustainability. Don’t implement an Affirmative Reaction onthe basis of generating revenues or trying to get elected. How can we tell and how can weforesee if these “Affirmative Action” plans will work or not? Evaluate one simple question…arethe people who are claiming to create opportunities and jobs for minorities the same people whoargue back and forth for years to get something done? If your political leaders are screamingequality for all, but can’t get economic developments done because they are too busy arguing foryears over how to do it or who will get the credit for it – Affirmative Reaction. If you don’tbelieve it, when you look back a year from now and you are still in the same place mentally andfinancially, consider it Affirmative Insanity!

If you are an OEO officer looking to implement real change or if you are interested in DiversityConsulting, get your copy of The Diversity Report Card. I created The Diversity Report Card tohelp everyone from OEO professionals to business owners to those who want to becomediversity consultants understand the environment and challenges that face minorities andminority owned businesses. To get more information, click here www.diversityconsultant.org.