DEVELOPING A CULTURE OF DIVERSITY
Developing A Culture Of Diversity
M
ost large US
businesses today
have a person or
group dedicated
to promoting
diversity in the workplace. The
time has come, however, for every
company to embrace the themes
of diversity—and not just because
BY: DENISE CHRISTIANSEN
it is the politically correct thing
HUMAN RESOURCE CONSULTANT
to do, but also because it benefits
MARCOTTE
your bottom line. The more you
can incorporate diversity into your identity as a company, the
better you will perform in so many ways. Negative attitudes and
behaviors can manifest themselves as bullying, stereotyping, and
discrimination—all of which can severely damage workplace
morale as well as your reputation as a favored employer.
Having people at your company with different backgrounds,
ethnicities, races, religious beliefs, genders, and other
characteristics enriches dialogue and brings new perspectives
into every project and discussion. For example, someone from
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outside the US may be accustomed to a nontraditional schedule
which emphasizes work/life balance. They may prioritize time
for family activities during the day as long as the necessary work
gets done—perhaps at home when the kids are in bed. This type
of environment often leads to new policies that boost morale
and enhance productivity while creating greater comradery
within the group—a sense that “we’re all in this together.” From
a practical standpoint, the more you can promote teamwork and
acceptance, the less likely you will find yourself embroiled in a
sticky personnel-related lawsuit alleging bias.
When it comes to product development and innovation, teams
with diverse backgrounds can add an element of freshness and
creativity, which can sometimes be hard to sustain in a more
homogeneous group. Inputs from diverse individuals can also
help make a product more user-friendly for all groups or help
ensure that the instructions are clear enough for diverse users.
Most large companies, and even many smaller ones, have some
sort of cross-border presence in other countries—whether it be
offices, manufacturing plants, repair centers, or customers—
so there is no choice but to become comfortable with those
outside one’s comfort zone. Generational diversity can also offer