Diversity in the Workplace

The Role of Communication in a Diverse Workplace

Statistics to Ponder The Hudson Institute, Workforce 2000: 5/6 of those

entering the workforce in the year 2010 will be women and minorities

In the federal workforce, white males 44%, white females 26%, 8% African American males,10% African American women, only 6% Hispanic men and women (2004 stats)

Survey of top corporate jobs in Chicago finds only about 15% (boards and executive positions) are held by women (Boeing, Sears, Walgreen, Allstate, Kraft) (2004)

Fortune 500 companies with the highest representation of women in top management show 35% higher ROE and 35 % higher total shareholder return

The private sector will spend hundreds of millions of dollars on diversity training this year

Diversity Categories

Protected or “suspect” classes: Gender Age Ethnicity/Race Physical Abilities Religious Affiliation Sexual Orientation

Some Hypothetical Examples

A professional African American male comes to work with his hair newly done in corn rows. It is widely interpreted by his rural, white co-workers as representative of a prison or gangster culture. Some workers complain to managers about being afraid.

Hypothetical #2

A Latina manager complains that her mostly Asian subordinates don’t respect her because when she addresses them, they do not look her in the eye.

Metaphors for Diversity melting pot multicultural stew patchwork quilt tributaries leading to a mighty river assimilationist policies versus policies

which truly celebrate differences (The Borg versus The Federation)

Flaws in Diversity Training

Targeted at SWAMs Unitary in nature, one size fits all Dogmatic in philosophy, looking to change

hearts and minds Often conducted by women/minority trainers Perpetuates victimage Often seen as “diversity penance”

Communication Training to Enhance Diversity The Wrong Way--U.S. DOT confrontation

style program, suspended in 1993 The Right Way

ethnocentrism awarenessmonitoring language ability to tolerate ambiguityconflict training

Successful Diversity Training

Needs to be integrated into the overall business plan

Needs to recognized as an organizational commitment, top to bottom

Thomas (1992): diversity training is about enhancing a manager’s capability to tap the potential of a diverse group of employees.

Use teams of trainers

The Nature of Resistance

Resistance is unavoidable Resistance provides protection Resistance is a source of energy DT should work with resistance

bring it to the surface “honor” the resistance (“I understand how this

could be a problem for you”)explore methods for resolving it