Managing Diversity – A Leadership Priority!

Managing Diversity – A Leadership Priority!

We’ve all heard our friends, family,  associates and maybe ourselves long for the “good old days”, you know the Wonder Bread years of meat and potatoes, whole milk, bourbon, and no cultural distinctions to speak of. If we examine closely this longing we have for how it “used to be”, we will quickly recognize that there were some aspects of the old days that weren’t that good. These days are looking pretty powerful in comparison. Disregarding the current economic condition and stress we’ve put on the planet, as it concerns the appreciation and dialog about the cultural differences of others in the United States, we have gotten better year after year. In part, this is due to our country’s looking very different culturally and racially then it did 50 years ago. No one can ignore the facts that there are 5 generations working together in the workplace, that the “minority” populations are becoming the new majority, that everyone is owning their right to talk about how they feel about their culture. The country has been contributed to by women and man of different races, ethnicities, generations, lifestyles etc. in ways that are enriching the country. Inherent in today’s awareness of cultural and demographic shifts, there are also understandable challenges.

 

This past Friday (Oct 16th 09) at our Positively Powerful Breakfast Meeting, we covered many areas – opportunities, fears, challenges,  in a discussion about diversity: What does it mean? What are some of the concerns? How do we define it? What does it mean for businesses? We talked about presuppositions that we have that might impact hiring or getting contracts. We dialogued about how companies might know that diversity is good for their business yet be unsure how to implement and manage diversity programs. How do they get the best of the best? And what does it mean to be culturally integrated vs. assimilated in a corporate culture or board culture?

Dispelling fear and concerns which capitalize on the many and significant opportunities of diversity requires dynamic leadership within the public and private sectors. There was a consensus among the dynamic leaders gathered that it’s most important that we, as individuals, steer our collective selves away from the negativity and bias that helps to fuel the fear. We agreed that we must interrupt this negative mindset. We invite your thoughts on this topic.