Shall the Workforce Be Diverse or Politically Correct?

Chuck Schultz

Yes, we'll hire Blacks as long as they act like white folks and we'll hire women as long as they behave like men. Then we can continue business as usual.

Well, it's time for another article about word usage. This time on definition of terms.

Too much of what I read about diversity isn't about diversity at all. The argument for a diverse workforce is that, like brainstorming, it is supposed to provide a wider range of alternative approaches to getting the job done. Incidentally, some brainstorming research shows that when you get people in a group to brainstorm, they come up with fewer and less diverse ideas than if they had written out ideas in their own cubicles.

But it's nice working together in a group, and it's nice if the people in the group agree. But it won't necessarily be diverse. It takes more than getting diverse people together to take advantage of diversity. Having women and persons of various races and ethnic groups in the workforce doesn't mean that you have diversity.

Too often valuing diversity is code for hiring people of mixed races. I have two problems with that. First, we shouldn't need a code word for hiring mixed races. We should acknowledge that even with affirmative action the status quo of de facto under-utilization is widespread. Second, utilizing diversity can enhance an organization's performance.

Having diversity on the payroll isn't enough. For diversity to be of value, it must be utilized. Utilizing diversity takes more than politely listening to different ideas. And it doesn't mean giving every hair-brained idea a chaotic hearing. Diversity can often be differentiated from chaos.

Too often, so-called diversity training presents stereotypes and says you have to realize people are different. On most attributes, there is more variability within groups than there is between groups. Look at how much diversity of points of view, skill levels, and flexibility exists among white males. The same is true among other groups.

More-useful training would show why we should value diversity rather than tolerate some semblance of it. Managers need to learn to draw out diverse ideas and to give them thorough consideration. Diversity training should demonstrate how the organization can take advantage of diversity.

Chuck Schultz may be reached at (360) 923-5340, 2941 B Firwood Loop SE, Olympia, WA 98501-4844.