Making the Most of Diversity

Date: 2015-10-07; view: 491.

The first phase of making the most of diversity is to make a concerted effort to become aware of what dimensions of cultural diversity exist within an organization. Acknowledging there are differences between individuals and groups of people is an important initial phase.

When conflicts, ill feelings or stressful situations arise due to the sub-cultures involved, it is because of "differences." The second phase of making the most of diversity is for people to talk about their cultural differences. Two things must be remembered concerning cultural diversity:

· People should remember it is difficult to address cultural differences without resorting to stereotypes. In the purest form, there is no such thing as a stereotype. No person is exactly like another person and no individual is a clone of another member of a group.

· As diversity in an organization grows, so does the complexity of communication and the necessity to spend greater effort developing improved communication skills.

Awarenessand discussion can cause a clearer picture of cultural diversity. Appreciation and understanding of cultural diversity means not just tolerating differences among individuals or groups, but supporting and nurturingthem. A variety of ideas, talents, skills and knowledge is a desirable attribute to any coalition.

Providing a supporting and nurturing environment enhances other goals of the coalition by exposing group members to new issues, ideas, information and cultures. Diversity creates opportunities for character development by teaching tolerance and respect for people and by encouraging concern for equity. A culturally- diverse coalition that values and nurtures people from all backgrounds is worthy of active participation. Such an organization will flourish and perpetuate.

Making the most of diversity in a coalition requires the commitment of all involved. Changing prevailing attitudes and assumptions is not easy. Often the only hope is to change behaviors

rather than deep-seated attitudes. Members of a diverse coalition must be committed to what they are doing and address issues related to cultural difference.

There may be resistance to disturbing the status quo, but it is no excuse for avoiding change. Attention to cultural diversity may be the necessary catalyst for making things happen. The concern with diversity and related programming in organizations is a result of changes in the workplace. The aspects of diversity are being incorporated into vision and mission statements of both for- profit and not-for-profit organizations. To ignore its impact on profits and other bottom line measures affects performance.