9 03, 2012

Executive Attitudes Drive Success or Failure of Diversity Initiatives

By |2017-01-13T11:27:41-05:00March 9th, 2012|Tags: , , , , , , , , |

(A full presentation on the Strategic Matrix for Diversity & Inclusion Initiatives is available free at http://bit.ly/v3o6jM )

Executive attitudes toward, and priorities for, diversity are the most important variables for what can successfully be accomplished in improving an organization’s value for diversity and leveraging diversity for organizational success.  Executives operate in an environment where they are subject to a wide variety of pressures and perceptions that affect how they react to diversity in the workforce and customer base and impact how the instrumental value they assign to diversity for achieving their personal and organizational goals.

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9 03, 2012

Should Diversity Training Include Ex-Felons?

By |2012-03-09T21:29:12-05:00March 9th, 2012|Tags: , , , , , , , , |

It’s an interesting question.  My first reaction is that I’m not as much interested in focusing on ex-felons in diversity training as I am in making sure they are fully included in recruiting and hiring. Once they are in the door, their past mistakes shouldn’t (based on a normative hope that the information is not shared in the organization until they personally choose to reveal it) have anything to do with how people treat them in the workplace. So, although I suppose this is a form of closeting, I’d rather let them show their value to the organization first, then deal with people’s misconceptions about their legal past. As we get more successful at getting ex-felons employed, then we’ll have the foundation for talking about all that in the training room and begin to initiate conversations about the diversity aspects of the question. Truth is, given who we are incarcerating in this country, racial diversity in the workplace is still apt to be the topic that many organizations need to work on first, to get folks in the door and fully included and engaged.

The real work is at the front end, getting the initial screening, testing, and interviewing to focus on their potential to contribute, rather than on the stories in the heads of the HR and hiring authority folks. Truth is, we’ve jailed so many people in this country that we could soon find ourselves in the position of hiring an ex-felon or leaving the job vacant, which would be both mean-spirited/ignorant and bad business.

9 03, 2012

Why Women Aren’t Filling Leadership Spots

By |2017-01-11T21:13:57-05:00March 9th, 2012|Tags: , , , , , , , , |

The decrease in numbers of women in leadership positions may have somewhat different causes than the long-existing impediments to women achieving leadership so often discussed, such as chauvinism in education, recruiting and hiring, management, etc.. We might want to consider what has happened in organizations in the last decade or so.

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