{"id":512591,"date":"2015-09-29T13:06:45","date_gmt":"2015-09-29T17:06:45","guid":{"rendered":"https:\/\/joangarry.com\/?p=512591"},"modified":"2022-06-27T10:29:48","modified_gmt":"2022-06-27T14:29:48","slug":"why-diversity-matters","status":"publish","type":"post","link":"https:\/\/joangarry.com\/why-diversity-matters\/","title":{"rendered":"Why Diversity Matters and How to Get There"},"content":{"rendered":"

<\/p>\n

It comes up so often with clients that I can no longer ignore the elephant in the middle of the room. And it\u2019s a white elephant. Not an elephant of color.<\/p>\n

Discussions about diversity reveal a great deal about who people are \u2013 their view of the world.<\/p>\n

Any hopes to move to a more diverse organization rest on your ability to be honest with yourself and to promote honesty, avoid blame and shame, and begin a generous process of educating your peers that the work of your organization is better, richer and more impactful with a choir of unique voices around your table.<\/p>\n

But there can be an awful lot of slogging to do.<\/p>\n

I have found there to be three distinct profiles of folks when it comes to what people believe about the importance of diversification.<\/p>\n

Group 1: The \u201cObstacles\u201d<\/strong><\/p>\n

These folks don\u2019t get it at all. People have actually said the following. I kid you not.<\/p>\n

\u201cOK, OK, I hear you. We have to do this but I\u2019ll be damned in I\u2019m going to sacrifice the quality of the work we do.\u201d<\/em><\/p>\n<\/p>\n

\u201cOK, if you are going to make me diversify our board, there goes any thought of a higher give\/get.\u201d<\/em><\/p>\n<\/p>\n

Group 2: The \u201cPracticals\u201d<\/strong><\/p>\n

These folks get it but for the wrong reason. They are not obstacles. They see if from the practical point of view.<\/p>\n

\u201cOK, I get it<\/em>. Funders need to see our diversity numbers.\u201d<\/em>\u00a0<\/u><\/p>\n<\/p>\n

Group 3: The \u201cChampions\u201d<\/strong><\/p>\n

It\u2019s clear as a bell for this group. They are diversity champions and understand that for the work to be the best it can be, there must be diverse opinions, life experiences, and cultural experiences around the organizational table. These folks say things like this:<\/p>\n

\u201cHow can we serve communities of color? How will they feel welcomed and supported without a diverse staff?\u201d<\/em><\/p>\n<\/p>\n

\u201cHomogenous organizations create group think. Ideas are there very best when shaped with tough questions from people with differing points of view.\u201d<\/em><\/p>\n<\/p>\n

So now that the elephant of color is in the middle of the room, let\u2019s talk about how folks in an organization can shift the culture to a \u201cChampions\u201d culture.<\/p>\n

But first, the big fat mistake that diversity champions make.<\/p>\n

THE BIG MISTAKE THAT DIVERSITY CHAMPIONS MAKE<\/h2>\n<\/p>\n

Ready? Wait for it. It\u2019s very complicated.<\/p>\n

They assume that being right is enough.<\/em><\/strong><\/p>\n<\/p>\n

They believe that all they have to do with the two other groups is keep their feet firmly planted on the high road and be truth tellers.<\/p>\n

Not only is that not enough, but also it\u2019s a strategy that can backfire.<\/p>\n

CAN DIVERSITY CHAMPIONS ACTUALLY MOVE \u201cOBSTACLES\u201d? HOW?\u00a0<\/strong><\/h2>\n<\/p>\n

First off, don\u2019t write them off. At least not without solid effort. What would that look like?<\/p>\n

    \n
  1. Do not accuse them of being insensitive<\/p>\n

    <\/u>Setting up a confrontational relationship gets you nowhere. Come on strong with a firm stance and people are quite likely to dig in their heels. We call that a strategy that backfires.<\/li>\n<\/p>\n

  2. Show and then deconstruct<\/p>\n

    <\/u>This group will not be easily persuaded. Can you prove your point by illustrating the value of diversity in your organization? Or illustrate a specific missed opportunity in a discussion because there is a missing perspective at the table?<\/li>\n<\/p>\n

  3. Be prepared to abandon<\/p>\n

    <\/u>It is possible that some members of this group may be immovable. While you may have trouble respecting their position, at least they are not masking it. It may be better to focus your attention on the \u201cPracticals\u201d.<\/li>\n<\/p>\n<\/ol>\n

    HOW CAN DIVERSITY CHAMPIONS MOVE \u201cPRACTICALS\u201d?<\/h2>\n<\/p>\n

    Advocacy groups might call this group \u201cthe moveable middle.\u201d All through the 2016 election cycle, you will hear the term \u201cswing voters.\u201d These aren\u2019t people who lindy to the voting booth. Rather, they see both sides and could go either way. You can influence them.<\/p>\n

    The \u201cPracticals\u201d are absolutely critical to creating a culture that values diversity. You have to reach a tipping point of \u201cChampions\u201d and most organizations don\u2019t have enough of them.<\/p>\n

    Here\u2019s how to approach your \u201cPracticals.\u201d<\/p>\n

      \n
    1. Dig in a bit \u2013 are any of your \u201cPracticals\u201d really \u201cObstacles\u201d at heart?<\/p>\n

      <\/u>Sometimes folks are astute enough to know that owning your \u201cObstacle\u201d status is not at all kosher. And so they can mask their real feelings by talking a different game.<\/li>\n<\/p>\n

    2. Ask questions (non threatening)<\/p>\n

      <\/u>\u201cWhy do you think X funder cares about diversity?\u201d<\/em><\/em>\u201cDo you think our board meetings would be different if the group was more diverse? How so?\u201d<\/p>\n

      \u201cHow do you think the diverse communities we serve feel when they see largely white staff? Does it diminish our credibility that our staff has not shared the same possible marginalization or life experience that our client has?\u201c<\/p>\n

      \u201cHow does an African American school kid feel looking at an all white faculty?”<\/p>\n

      (Sometimes taking it out of your own arena can make the point more strongly.)<\/li>\n<\/p>\n

    3. Educate and work to move this group<\/p>\n

      <\/u>These are the folks worth the investment. They are movable. But as I mentioned, take the \u201cfact\u201d that you are \u201cright\u201d out of any discussion. Lead them to the conclusion with examples, by asking questions and by allowing them to shift without being pushed.<\/li>\n<\/p>\n<\/ol>\n

      LOOK TO\u00a0OTHER ORGANIZATIONS FOR EXAMPLES WHERE DIVERSITY MADE A DIFFERENCE<\/h2>\n<\/p>\n

      With both \u201cObstacles\u201d and \u201cPracticals\u201d, one of the best strategies can be to take a look at other organizations. For example:<\/p>\n

      A Breast Cancer Research Organization<\/strong><\/p>\n

      \u201cObstacles\u201d and \u201cPracticals\u201d might think more narrowly and imagine that an organization in this space might be run largely by women. I hope not.<\/p>\n

      Why does diversity matter here? Where do I start?<\/p>\n