Given the complexity of defining the layers of diversity, how should organisations define their diversity initiatives? Should organisations attempt to define their diversity objectives on a small number of measures? In South Africa where I grew up, these diversity initiatives were first defined by race, with specific diversity targets based on black ownership and representation across the organisation. Today they still rest on black empowerment initiatives, but have added a layer of gender equality requirements.

Merit vs Diversity

Recently, I gave a talk at the Wits Business School in Johannesburg. At the completion of the talk during question time, I was asked whether I thought that the BEE (Black Economic Empowerment) initiatives had worked and yielded success.  I prefaced my answer with the fact that I had been living in Australia since 1999 and therefore thought that the question was somewhat out of my direct experience. However, the subtext of that question was whether BEE had worked to a point where people of colour were being promoted on merit rather than on the colour of their skin.My answer was that I could not comment with any certainty on the South African situation. However, I believe that we are probably a generation away from an ideal utopia where diversity is no longer an issue. Where people are promoted on pure merit and diversity happens because organisations no longer need quotas to ensure that there is diversity. This is part of the problem.

Natural organisational diversity

The very concept of diversity requires that people are classified into sub-groups. We then expend tons of energy in trying to use the diversity to the benefit of the organisation. We work at using the cultural differences for diversity intelligence. There seems to be a contradiction here.I must go on record that I believe that diversity in organisations and the synergistic energy that that brings together is vital for success. Diversity intelligence is how we embrace the diversity of the organisation to use the variety and experiences to enhance the collective. In an ideal world, something I reference a lot, we would be able to naturally have an organisation that is diverse by whatever measures we are using.

Diversity and community

Herein lies the problem and the challenge. The human psyche is such that we tend to try and surround ourselves with people who are like us.One of the interesting phenomena is that many cities have “Little Italy” or “Chinatown”. How does this enhance diversity? Or does it merely promote people of different cultures eating foods. Or does it really show that people tend to revert to a comfort zone where they are surrounded by people like themselves. Does this human psyche lead to a problem? Or does it mean that the default position is to not embrace diversity, as we seek to surround ourselves with people who are like us?No it does not. It means that we can still have a community. A community that acts and thinks like we do. After all, that is our comfortable place. How is that community defined? This is of itself. I was recently at a fantastic retreat conference in Franschoek in the Western Cape (South Africa). The theme was (broadly) reconciliation and diversity intelligence, and its impact on making the world a better place – a place of harmony and acceptance. The question of a place of comfort was challenged by one religious leader who was there. He was attempting to define, in a humorous manner, what was the not so subtle difference between two branches of the same church. This highlighted to me an even deeper issue, where we cannot even rely on broad religious affiliation to define our community or even our diversity.But the challenge outside that comfortable place is to fit in to a place where we don’t all think alike or have the same cultural or ethnic backgrounds.

Minorities or equality?

When we look at the greater organisation, we need to address the process and concepts around diversity. We can expand the concept of the organisation to our community, city, country and in an ideal time, the world.As bizarre as it sounds I get a lot of my inspiration when flying on planes.  I was watching a stand-up comic, that was fairly anti President Trump. He said that it’s great that he can say “F#ck You Trump”, as he is an American and protected under the 1st amendment – freedom of speech. He went on to say that “if we are all created equal – take minority out”. He was saying that the word minority should not apply if everyone is equal. An interesting comment. We all enjoy stand-up comedy and sometimes comedy is a fantastic way of making a point in ways that try not to offend anyway, or at any rate comedians can get away with commentary that would not be made in polite social circles. There is an old saying about a “truer word said in jest”So I guess the greater question is how do we take out the word ‘minority’? Or for that matter – should we remove the concept of a minority?

Looking beyond the statistics

In the November/December 2017 edition of Harvard Business Review, Maxine Williams, in talking about diversity by statistics comments “if only there were more of you, we could tell you why there are so few of you”. Maxine Williams is the Facebook Global Director of Diversity.  She continues with the idea that “statistics don’t capture what it feels like to be the only black team member”.There have been a number of articles written about how, in the USA (but assumed to be a worldwide phenomenon) there are specific job categories or departments that attract particular racial or ethnic groupings. The articles suggest that this is linked to the comments by Maxine Williams where it is easier to fit in if there are some similar people in that department or silo.How does this play out in helping to create all-inclusive diversity intelligence? I’m afraid that it does not. The challenge for organisations is to look beyond the numbers. Employers need to break down the barriers and find ways to ensure that minority group employees don’t feel like statistics that have to be filled and don’t feel like the comment by Maxine Williams on “being the only black team member”For Part 1 of this series of blogs, check out What is Diversity?Till next time.I finish every blog with “why am I writing this?”The answer is BECAUSE –

• Because I want to share the ideas, stories, anecdotes and business tips and traps.
• Because I want to pay it forward.
• Because I want to help people grow their businesses.
• Because I want managers to become better managers.
• Because I believe that I can “Give your business the EDGE”

The attached video is a short extract of a keynote address looking at Diversity management and Diversity intelligence.  If you would like to explore the keynote address as an option for your company or organisation, please email me at rael@bricker.com.au  or call +61 408 600 330The video is available here Climbing to Diversity – Keynote AddressThe previous blog in this series is accessible at What is Diversity ?