Management Should Model an Acceptance of Diversity

Diversity and inclusion… These two words have penetrated our societal and cultural norms particularly affecting how well we get along with others in the workplace. As much as some leaders and managers would say that their company has policies and procedures in place to combat any sort of discrimination or negative cultural behavior in the work place, I would inquire, ‘How can you factually back this with evidence or facts to support your assertions?’ 

I cannot speak about any organization’s diversity, equity, and inclusion program; however, just about every day one can read about so many problems and challenges constantly written, tweeted, and angrily expose covert and overt behavior that still exists. Many, if not most, of these damaging practices can be averted with first, recognition by leadership, followed by a sincere corporate attitude to change conditions that harbor bad practices and injurious behavior. Going forward, changes in behavior must be measured to assure effectiveness and improved job satisfaction.

Whether you have managed one team or several, each team is unique. Each team member is different and your initial obligation to be receptive to everyone is important for them to see. 

Ask yourself a few questions such as:

Am I comfortable taking on this diversity management role and discussing challenging issues? 

Do I understand how culture influences attitude and behaviors in the workplace? 

Am I aware of stereotypes I hold about other groups? 

Will I recognize negative behaviors exhibited in the team and be willing to confront them?

Will I see people positively and recognize them for their contributions?