Diversity - Calling All Caucasian Males
Diversity and Inclusion (D/I) are game creators not merely game changers. A (D/I) strategy ensures everyone is part of the organization and are respected regardless of their demographics. However, even in the 21st century most Diversity and Inclusion strategies still exclude one important group of people.
Caucasian males are rarely included in the organization's Diversity/Inclusion strategy leading to divisiveness. This divisiveness creates a communication block keeping them on the outside looking in, shunned because of their race/ethnicity.
There are at least three reasons Caucasian males are not usually part of the organization's (D/I) strategy. The first reason is ignorance of diversity mapping. Diversity mapping is based on each employee's skills, talents, abilities, knowledge and unique perspectives (STAKUP) and how all those are used to place the right employees in the right jobs. Diversity mapping is critical to a successful Diversity/Inclusion strategy. Diversity mapping is based on objective data making it easy to justify all positions and the employees chosen for them. Additionally, diversity mapping helps supervisors make sound transparent decisions. Supervisors can use diversity mapping to ensure their work assignments, particularly promotions and high profile assignments, are made by merit not familiarity. This familiarity principle is when people subconsciously gravitate toward others who look like them creating comfort. The familiarity principle is not wrong unless it becomes a pattern. Here is a good example of the familiarity principle. When people travel alone and are in the airport they have seat choices while waiting to board their flight. 98 times out of a 100 travelers will sit close to those who look like them.
Second reason they are excluded from a Diversity/Inclusion strategy is their positions in an organization. Statistically, even in the 21st century, they still dominate the most senior positions in organizations. Therefore, they are usually in a support or development role for (D/I) strategies. They must also insert themselves into a Diversity/Inclusion strategy to avoid polarization.
Finally, a Caucasian male I worked with stated his work environment was not diverse because everyone is the same. Three simple questions changed his perspective about diversity. First, are all of the employees from the same region in the U.S? Second, is everyone the same age? Third, does everyone in the work environment practice the same religion? After answering these questions he realized he had a very diverse work environment and he was going to share this with his coworkers.
So if Caucasian males rarely consider themselves diverse how will others consider them diverse?
Don't sit there feeling stressed make the call. I am an expert in diversity and inclusion and how they link to an organization's overall productivity and increased revenue. So make the call and experience something amazing.
Contact me: 757.748.2590 or email:tlovingsimplified@gmail.com
Diversity, it's just good business!
Article Source: http://EzineArticles.com/?expert=Treste_Loving
