From affirmative action to affirming diversity.
Affirmative action is based on a set of 30-year-old premises that badly need revising. White males are no longer dominant at every level of the corporation (statistically, they are merely the largest of many minorities), while decades of attack have noticeably weakened racial and gender prejudices. At the intake level, affirmative action quite effectively sets the stage for a workplace that is gender-, culture-, and color-blind. But minorities and women tend to stagnate, plateau, or quit when they fail to move up the corporate ladder, and everyone's dashed hopes lead to corporate frustration and a period of embarrassed silence, usually followed by a crisis-and more recruitment. Some companies have repeated this cycle three or four times. The problem is that our traditional image of assimilating differences-the American melting pot-is no longer valid. It's a seller's market for skills, and the people business has to attract are refusing to be melted down. So companies are faced with the task of managing unassimilated diversity and getting from it the same commitment, quality, and profit they once got from a homogeneous work force. To reach this goal, we need to work not merely toward culture- and color-blindness but also toward an openly multicultural workplace that taps the full potential of every employee without artificial programs, standards, or barriers. The author gives his own ten guidelines for learning to manage diversity by learning to understand and modify your company's culture, vision, assumptions, models, and systems.
Thomas
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American Institute for Managing Diversity, Morehouse College, Atlanta.
D000288:Administrative Personnel / Q000523:psychology; D004651:Employment; D005260:Female; D006801:Humans; D007221:Industry / Q000458:organization & administration*; D008297:Male; D008913:Minority Groups; D010559:Personnel Management / Q000379:methods*; D010934:Planning Techniques; D011287:Prejudice; D014481:United States