Diversity in the Work Place
Fostering a Workplace Climate for DiversityWhat do we have to do to create and foster a workplace climate where everyone feels welcomed, valued, and respected? This is a central question in the diversity discussions I have held in ARL libraries. The response centers on becoming more aware that each individual's behavior towards others contributes to the climate or atmosphere. The most common reason offered for why more attention is not paid to these issues is that "we're too busy." To implement a successful diversity program, however, these three practices--welcoming, valuing, and respecting--must receive regular and deliberate attention. We usually think of welcoming as something that happens when an individual first joins an organization. People need to feel welcomed regularly throughout their employment. Almost everyone wants to be recognized by others and to know that their presence is important to the organization. Co-workers feel connected when their presence is acknowledged on a regular basis. It is easy to speak only with certain people, those we consider our friends or those with whom we work most closely. Speaking to those we pass in the hall or as we pass by their desk can help others feel welcome.
The hard truth, however, is that inequalities exist for employees within organizations due to stereotyping and preconceived ideas about a person based on race, gender, religious or cultural origins, age, physical or mental limitations, and more. We must listen and respond when colleagues share their progress; this includes offer encouragement when we see colleagues experiencing challenges in their efforts. In these busy times, how often do leaders in the organization walk through the library speaking to staff? We need to avoid coming to others only to resolve problems, or to request or pass on information. This means senior administrators may need to talk directly to staff, otherwise they will not know that leadership has noticed or cares. Some administrators send messages through supervisors, when a direct note, phone call, or email would have a much more positive effect on self-esteem and a sense of personal accomplishment. What is diversity? Can it really be managed? In the broadest sense, the management of diversity is a business's reaction to rapid cultural and sociological changes. Valuing is demonstrating to others that their presence and contributions are noticed, make a difference, and matter in the organization. It is easy to assume that once we've been here awhile, we no longer need to greet each other regularly. Those in the majority group must make a conscientious effort, on a regular basis, to ensure that minorities are aware and truly believe that their presence and contribution as an employee matters. Valuing requires us to take an interest in others: their activities, work, and progress. It is challenging to be the only one, or one of few in a minority group. Managing workplace diversity strives to ensure that when an individual is hired, they should be able to trust that they have been chosen because of their unique qualifications, not because of gender or ethnicity. Most people hold the belief that every human being is of equal worth, entitled to the same privileges and opportunities, without regard to race, gender, disability or age. We need to act on what we learn by engaging others about their work. Employees need to know that people in leadership positions are aware of the work of each unit, recognize that people are working hard, and care about the employees' well-being.
Common topics in this essay:
Climate Diversity,
affirmative action,
workplace climate,
foster workplace,
feel welcome,
regular basis,
workplace diversity,
managing workplace,
race gender,
managing diversity,
valuing respecting--must,
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Acceptance Essays
