to advancing our clients' Diversity
leadership and team competencies and strategic business
goals is not just because it may be the right, or politically
correct ("PC"), or "good corporate citizen" thing to do,
but also because it is the necessary, bottom-line business
survival and growth strategy to pursue to achieve the
competitive advantage of being both the "Employer of Choice"
and the "Provider of Choice" to an increasingly diverse,
domestic and global talent and customer base.
In all our work, we are committed to creating a positive
learning and organizational improvement environment that
is focused on a constructive, "Where do we go from here?"
orientation, rather than a negative, "Who's to blame for
the past?" approach. Hence, in addition to dealing with
the "more obvious" Diversity issues, based, for example,
on gender, race, culture or national origin, we also focus
on the "less obvious" Diversity issues that may impact
upon many of our clients' associates or customers of all
backgrounds, such as religion, personality, disability,
age, geography, sexual orientation, marital status, work
style, work/family balance, job level, job function, previous
employment, military experience, economic status, or education.
- "The Ties
(Similarities between and among, for example,
Managers, Employees & Customers), and,
- "The Differences
(How every leader and employee has different
insights, experiences, or competencies that
could help enrich or add value to the quality of work
processes, practices, services and products).
approach is grounded in the belief that prejudices,
biases, feelings and assumptions may affect us all in
different ways, but are not necessarily our, or anyone
else's fault. We had
little or no power to change our early acculturation
or our society's historical and cultural legacies. However,
if inaccurate or unprofessional assumptions or behaviors
are based on subtle or overt diversity characteristics
while we are at work, we are obligated to be more fair
and business objective so that we or others positively,
not negatively impact upon:
- Work team productivity
- Creativity and Innovation
- Customer service excellence
- Recruiting, retaining &
utilizing the "best and the brightest" talent
- A work climate and system
that is fair, respectful and merit-based.
- Product and process quality
- Ethical Practices and Legal
- Public, customer & regulatory
agencies' perceptions of integrity
- Market share
- Shareholder value
- The organization's ability
to survive and grow in the increasingly diverse and
competitive domestic and global marketplace.
positive and upbeat yet authentic approach; a true commitment
to fairness; and, an emphasis on the bottom-line, measurable
business skills, impact and organizational development
implications of "Business Excellence Through Diversity."
Our professional development focus involves partnering
with organizational leaders and employees to increase
their competencies to both overcome diversity obstacles,
and to better leverage the potential value-added benefits
of talent and marketplace diversity to achieve a sustainable
competitive advantage. Our commitment is both to individual
professional improvement and to systemic advances in policies,
practices, and work culture.
This approach helps not only to reduce change resistance,
backlash, inequities and conflict, but also to promote
positive cross-racial, cross-gender, cross-cultural and
cross-functional relationships and alliances that are
necessary to successfully build and support a readiness
for individual and organizational improvement.
1. "People don't so much resist change, as much as
they resist being changed"
We view all program clients not as change resisters but
rather as professionals of good will who are committed
to internal team excellence and external customer service
excellence, and who may simply need additional competencies
to more consistently and competently demonstrate those
skills. We find that when people are treated as respected
partners in this diversity change & improvement process,
they will more readily jump on the learning curve because
it is the "right thing" as well as the "necessary business
thing" to do to advance their organization's strategic
goals of being both the "employer of choice" and the "provider
In addition, we approach every client leader and employee
as "innocent until proven guilty"; as individuals who
probably have good intentions and want to do the right
thing. Though some of them may not as yet have had important
business diversity experiences or achieved the highest
levels of business diversity competency, our approach
focuses not on holding people accountable for their past
skill gaps, but rather for demonstrating diversity-competency
from now on.
2. "Diversity is similar to a canary in a coal mine."
In most cases, though some diversity workplace solutions
may appear to mainly be responses to "obvious" diversity
issues such as race, or gender or national origin, if
these solutions are to have a lasting and successful impact
on the company, they must also improve the work climate
and upgrade business practices & the work climate
for everyone, including white, straight, Anglo men. Indeed,
the gift of "obvious" diversity in work teams and organizations,
reminds us that "less obvious" diversity characteristics
can also either undermine or enhance work-team productivity,
innovation and job satisfaction, depending on whether
and how they are skillfully harnessed.
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