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A workplace
offers yet another opportunity for people to connect
and feel a sense of belonging. However, as in
younger days, there are always individuals who feel
excluded from the workplace inner circle, which is
another form of a “cool” or “popular” group
from school days. The feeling of exclusion turns into
hurt and
angry
feelings for the outsider who would prefer to be
one of the select few. On the other hand, the members
of
the inner circle are in tune with the organization’s
values, including the desired behaviors and personality
characteristics of what it takes for membership.
Another source of
diversity tension is when the people on the inside
look at the outsiders as not having what it takes
to be a part of the inner circle.
Those
of the inner circle know the unwritten code – they
know what kind of contributions to make to the
organization
and they are rewarded for this knowledge. The people
on the outside only know that their offerings
come up just a little bit short. What is worse
for the organization is that the people on the outside
typically
do not have sufficient data to make an offering
that will be valued enough to bring them inside.
The
organization committed to resolving diversity issues
has discovered the benefits of fully maximizing
its
people resources. Imagine if the “other” people
in an organization are actually given enough information
to fully
contribute their abilities and passion to the organization’s
vision. Imagine what could be accomplished with
a Circle of Inclusion where everyone utilizes their
natural talents for the achievement of the organization’s
vision.
The
question of an organization’s diversity
commitment really is a question of willingness,
i.e., are the
members
of the inner circle willing to expand the circle
and include the “other” people? As long as
there are people
outside looking in and feeling they are viewed as
not making a meaningful contribution, there will
be
diversity issues, tension and lower productivity
in the workplace.
Diversity education’s focus must be the expansion
of the inner circle to create a Circle of Inclusion.
What
thought patterns must shift for the inner circle
to dismantle
the artificial boundaries often set up in organizations?
What thought patterns must shift for the “other” people
to see they have a pivotal role in this new Circle of Inclusion?
The
pertinent elements of diversity education that
create
a productive, profitable and happy workplace culture
include:
1)
Taking responsibility for eradicating the prejudices,
biases or judgments that say, “You seem different
from me
and therefore there is something fundamentally wrong
with you.” Article
by Karen McPhee Diversity
Matters kmcphee09@gmail.com
2)
Developing an organizational mission that is tied
to uplifting some aspect of life on Earth. This
could
be a commitment
to genuine, friendly customer service or providing
a product that truly revolutionizes a person’s
life.
3)
Making an honest determination of what kinds
of
abilities
are required to meet the organization’s vision
and mission.
4)
Sharing truthful communications about the organization’s
vision and mission.
5)
Making an honest assessment as to whether there
is
a place in the organization for the individual
to
make a meaningful
contribution of his/her natural abilities.
The
cornerstone of these five elements is clearly
number
one - for it is the shift in thought patterns
that makes
the Circle of Inclusion a reality. Are you willing
to change your mind?
Karen
J. McPhee of Diversity Matters has multi-dimensional
life experience which includes working as a teacher,
CPA, lawyer, workshop facilitator and human resources
senior executive. For over seven years Karen was
a senior executive in a Fortune 500 company where
she created and implemented a company-wide diversity
initiative. She also acts as a mentor and contributes
volunteer services to several organizations.
Circle
of Inclusion – McPhee – 1-15-08. Used
with permission from the author.
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