For future business leaders, the state of business, and our country, we need to get beyond seeing diversity as just achieving the desired profile-whether it be racial, a gender balance, or even a certain age mixture. We assume that if we get rid of all of the “isms” -racism, sexism, and so forth-that everything will be okay. Wrong. If you don’t know how to manage a diverse workforce, you won’t move your company forward. The challenge becomes: Can you, as a manager, create an environment that allows you to access talent, however it comes packaged?
…The biggest misconception companies have about diversity is that it is politically correct terminology for affirmative action, that it’s a politicized concept. If that’s how your company embraces diversity, you’re up against a brick wall. Let’s be clear. There is diversity-achieving the “right” racial or gender profile-and there’s diversity management. The latter takes a set of principles and combines them into a framework that can be used by the CEO, managers, and other executives to enhance their business decisions,
Click to Add the First »