The Rules of Diversity
I went to a diversity training course today, a requirement for all new hires at the company. Needless to say I was disappointed. They talked a bit about discrimination from a legal standpoint and about how different backgrounds and personalities bring differences, good and bad, to the table. But what they didn't talk about is how to actually understand different backgrounds. They didn't tell us some unique needs of different backgrounds, or how to sense those needs. While they told us how to react to the illegal issues, they didn't guide us in what is appropriate about including others. We didn't cover whether private lives are best unexplored by coworkers, or discuss how to make people feel more included.
An example from the course that I feel sums it up: After the training was completed, they served lunch to the group. Nobody asked me if I needed a special meal. If you're diversity training isn't going to go out of its way to include everybody, then how do you expect every employee to reach out?
An example from the course that I feel sums it up: After the training was completed, they served lunch to the group. Nobody asked me if I needed a special meal. If you're diversity training isn't going to go out of its way to include everybody, then how do you expect every employee to reach out?
posted by Josh at
8:54 PM
6 Comments:
It seems like the presentation's purpose was just to be yotzei some legal requirement (or perhaps to be able to state in some other forum that they provide diversity training). Although something more than a plain vanilla presentation would have been interesting, they probably didn't want to spend time on it (or money, in terms of hiring someone who could speak about the issues that you raised). The same goes for why they didn't apply what was discussed towards anything more than the basic legal requirements. Though mandating requirements ensures that the basics are achieved, it often discourages going beyond these basics.
- Another Josh
By
Josh M., at 1:46 PM
I agree with Another Josh -- they want to avoid legal entanglements, not provide training in social etiquette. Some people are curious and will make the effort to learn about people who are not like them... others could care less, and an afternoon of training is not going to change that. However, I find it sad that your response to the lack of inclusiveness was to (threaten?) to respond in kind. Clearly they have no expectations other than to prevent people from breaking the law... you can raise the bar by being an inclusive kinda guy. I'm not talking about teaching others about yourself... I'm talking about learning about others, showing that you have an interest, and then opening the door for them to ask questions of you as well.
In an earlier post, you talked about the frustration of talking about your dietary practices with people who are not familiar with them. It might be helpful to be on the other end of one of those conversations where someone is explaining some aspect of their life that is unfamiliar to you. You might be surprised at how difficult it is for someone to share their "differentness" -- and that they make assumptions about you on the basis of how they themselves feel. You might also realize very quickly that learning and knowledge doesn't happen in one conversation. Just because they don't get it, doesn't mean they don't want to. While it's not your responsibility to teach them, if they ask, it would be very generous of you to share what you know. I assume that you would hope for the same in situations where you were the one in the dark about something.
What the company did was insensitive and, at some level, hypocritical. You had a great opportunity to call it to their attention -- gently and with respect -- and give them the opportunity to fix their mistake. You were not, however, obligated to do so. At the same time, just because they are insensitive and hypocritical, doesn't mean that you have to respond in kind...
Not Another Josh
By
Anonymous, at 8:18 PM
J - I understand that if they needed to be Yotzei some requirement, then they certainly did there share. I'm not advocated that they expend more money simply because I'd find it interesting. From there words, they implied a value in the diversity itself. The speeches weren't just anti-discrimination, but in how Kraft wants to retain talent of a diverse background. But the farce is that if they think people will consider Kraft a diverse employer of choice, then anti-discrimination workshops aren't going to cut it. They're going to have to actually teach people how to break down the barriers.
NAJ - It was the hyprocrisy of the training that I was attempting to bring to light. If they only want to meet a legal requirement, they simply could have left the days exercise focusing on anti-discrimination efforts. But by going the next step, they implied that they wanted to break the barriers. I do that every day. But training is about getting all employees on board. I'm not sure where you picked up the idea that I was threatening a bitter, vindictive response. In fact, I am drafting a response to a senior HR manager explaining what they could have done better. I don't think they have to bridge the gap, but if they are as concerned about retaining diversity as they emphasized, then I hope they will take my concerns seriously. Because, like you said, I think we are all best off if we understand what makes us each unique, not feel we have to hide from it.
By
Josh, at 3:48 PM
Josh, I apologize for assuming that you contemplating a threatening response... I misread one of the sentences in your essay. As for the rest of my response, it is my experience that companies adopt this line in order to meet legal obligations and to appear inclusive. Most are not. Most don't even know where to begin. Most have no interest in investing time and money to bring people together. It is ultimately up to us to help create the kind of work environment we desire. I'm not absolving corporations of the responsibility -- I'm simply being realistic. It's ultimately up to us.
By
Anonymous, at 1:48 AM
NAJ - I agree with your assessment. It's unfortunate, because with all the resources they throw at the issue, it would be nice if they would actually believe in it. Because I believe that diversity can be a great asset. Now I just have to figure out how to set the tone from the bottom up!
By
Josh, at 5:58 PM
I think its supposed to be diversity "awareness" not "training".
"We're aware that you may need a special meal, but we weren't trained for that"
r_ali
By
Anonymous, at 8:47 AM
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