False Pride in Diversity Programs

Many HR related websites and blogs will spend January 21^st with obligatory tribute to Martin Luther King, Jr. There is no debate about his significance in history as a powerful force for equality of all humankind. His most remembered messages were compilations of sermons with the message of God-given freedoms and the non-violent nature of protesting against inequality. Like many great leaders, much of his legacy has been translated into godlike myth which is easier to peddle to the masses than deep philosophical, ethical or moral theology. The need for a Martin Luther King, Jr. in the United States of America was of paramount importance. A country that was founded with the premise that slavery was a dominant economic force and slaves not even whole human beings required amending the founding fathers’ ideas to create legal equality of all people… legislation that was for the most part ignored until Dr. King’s arrival on the scene. Ironically, as we have proven to ourselves over and over again the commemoration of milestones for some means the journey is over. Look around. There is proof everywhere that we have taken the message, perverted it and declared ourselves to be rid of prejudice.

What is the color of the skin of your company’s chief diversity officer?

Bordering on tokenism, we somehow believe that a white male could never be perceived as being a fair arbitrator of racial and other diversity issues. The very concept of only African Americans being tolerant enough to fill such a role is in fact a measure of discrimination. Female employees need to support each other and have a champion of their equality, but the idea that only a female could understand is totally illogical. Dedicated people who are passionate about their jobs are all somewhat diminished by filling stereotypical roles… ironic since gender and racial stereotypes are a huge part of our problem.

Why do you even have an office or program to promote diversity?

Everyone agrees that society does not carry enough tolerance of others into the world of work. For now it is necessary to make sure that those external forces do not contaminate the culture we want for our workforce. Equality promotes collaboration, innovation, cooperation, productivity and a myriad of other concepts beneficial to a business. It also keeps us within the bounds of law, but when the role of diversity advocate becomes one of law enforcement rather than promotion of diversity of thought it fails. Create a message of “why” and not “why not.”

How will we know that we have arrived?

Based on these observations, as long as we have the need to legislate morality and to punish the offenders of “normal” we are not ready to say we have a diverse culture. When everyone has an equal voice and the ethnicity, gender or other personal characteristic is not an issue, then we can begin to celebrate a milestone closer to the end of the journey. The best diversity program is the one that is not needed anymore.

We aren’t there yet!

 
Image credit: iqoncept / 123RF Stock Photo