Dr. Abel B. SalazarFounder, Chief Education Officer| Continuous REV, LLCGrovetown, Ga, United States
Leaders have both a fiscal and moral obligation to exemplify characteristics that value the importance of diversity within the organization. It must be an integral part of our vernacular and lie deep within the organization’s culture. Most would consider the components of race, ethnicity, gender, age, disability, and sexual orientation as obvious proponents of a diverse workforce. However, the strength of diversity lies in the development of shared experiences and awareness of how the “others” in the organization bring unique perspectives to build an organizational culture that is rich and inclusive. Vanalstine et al. (2015) proposed this level of interaction encourages an exchange of ideas from differing world views that can have a positive effect on organizational goals and business outcomes. As the global marketplace continues to expand and technology brings people closer together, organizational diversity becomes a business imperative.
I welcome responses from colleagues around the world to see how diversity and inclusion is being realized throughout the PM landscape.
Reference
Vanalstine, J., Cox, S. R., & Roden, D. M. (2015). Cultural diversity in the United States and its impact on human development. Journal of the Indiana academy of the social sciences, 18, 125-143. http://www.iass1.org/ Saving Changes...
I think this is a very important distinction that is often overlooked or ignored.
Some business cultures make a big show of diversity in the components you described, but do not encourage diversity of opinion on business related topics. They value the appearance of diversity only. That entirely misses the point of why diversity is important in business, bringing in new perspectives, approaches, and innovative ideas, as well as a culture that promotes employee engagement.
I find this is prevalent in command and control cultures. When management is very much a political hierarchy, those with higher positions often do not appreciate disagreement from people in lower ones.
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2 replies by Dr. Abel B. Salazar and Manuel Perez
Aug 31, 2022 8:55 PM
Dr. Abel B. Salazar
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Keith,
Thank you for adding to the discussion. I served 24 years in the military and can relate to the hierarchy you describe.
Thanks again!
Sep 07, 2022 4:23 PM
Manuel Perez
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Diversity should not be equated to a quota. Having the most qualified team to accomplish a goal should be the most important criteria. Diversity goals should be focused on attracting "Qualified" employees to apply and fill such positions. The worst you can do for an employee is to place them in a position that they are not qualified to perform, and just setting them up for failure.
Diversity should be a must in each organization. Including people of various races, gender, age, and people with disability guarantees a participative work environment. People with disability are a very important consideration in the theme of inclusion since this sector of the population has fought ever to attain equal opportunities and valorization of their work.
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1 reply by Dr. Abel B. Salazar
Aug 31, 2022 8:57 PM
Dr. Abel B. Salazar
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Veronica,
Thank you for adding to the discussion. I believe that all protected classes of individuals should be represented in the organization.
Embracing diversity in all of its forms (thinking, gender, race and so on) is a combination of the weighting that the PM puts on it as well as what the supporting & performing organization places on it. When you have a prevailing culture which is highly inclusive and a PM who deeply understands the value of it, you have a win-win.
Unfortunately, many times one if not both factors are unsupportive.
Kiron
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1 reply by Dr. Abel B. Salazar
Aug 31, 2022 8:59 PM
Dr. Abel B. Salazar
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Kiron,
Thank you for adding your perspective. I believe the "soft skills" that are needed by the PM are sometimes overlooked. As a hiring manager...I look for the "intangibles" when interviewing candidates to bring into the organization.
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Easier said than done. Many of us, including corporations, talk the walk but do not walk the walk.
First one has to recognize ones biases and the biases of ones immediate and wider circle. Do you react/respond differently in certain situations? Do you defend diversity when its easy yet "go along" with trash talk when within your peer group or "buddies"?
It all boils down to RESPECT as the lady sings. How can you respect yourself if you don't respect others?
There's a big gag between claiming to 'embrace diversity' - which seems to be the thing to do now-a-days - to actually accepting others as they are.
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1 reply by Dr. Abel B. Salazar
Aug 31, 2022 9:01 PM
Dr. Abel B. Salazar
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Peter,
Thank you for adding your perspective here. You are correct in saying the diversity and inclusion question has become commonplace. Groupthink and unintentional/ unconscious bias is a real threat to organizational growth. It is imperative the PMO leaders have these discussions to better inform our practice.
Thanks again!
Saving Changes...
Dr. Abel B. SalazarFounder, Chief Education Officer| Continuous REV, LLCGrovetown, Ga, United States
Aug 29, 2022 11:08 AM
Replying to Keith Novak
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I think this is a very important distinction that is often overlooked or ignored.
Some business cultures make a big show of diversity in the components you described, but do not encourage diversity of opinion on business related topics. They value the appearance of diversity only. That entirely misses the point of why diversity is important in business, bringing in new perspectives, approaches, and innovative ideas, as well as a culture that promotes employee engagement.
I find this is prevalent in command and control cultures. When management is very much a political hierarchy, those with higher positions often do not appreciate disagreement from people in lower ones.
Keith,
Thank you for adding to the discussion. I served 24 years in the military and can relate to the hierarchy you describe.
Thanks again! Saving Changes...
Dr. Abel B. SalazarFounder, Chief Education Officer| Continuous REV, LLCGrovetown, Ga, United States
Aug 29, 2022 12:17 PM
Replying to Verónica Elizabeth Pozo Ruiz
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Diversity should be a must in each organization. Including people of various races, gender, age, and people with disability guarantees a participative work environment. People with disability are a very important consideration in the theme of inclusion since this sector of the population has fought ever to attain equal opportunities and valorization of their work.
Veronica,
Thank you for adding to the discussion. I believe that all protected classes of individuals should be represented in the organization.
Thanks again! Saving Changes...
Dr. Abel B. SalazarFounder, Chief Education Officer| Continuous REV, LLCGrovetown, Ga, United States
Aug 29, 2022 12:44 PM
Replying to Kiron Bondale
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Abel -
Embracing diversity in all of its forms (thinking, gender, race and so on) is a combination of the weighting that the PM puts on it as well as what the supporting & performing organization places on it. When you have a prevailing culture which is highly inclusive and a PM who deeply understands the value of it, you have a win-win.
Unfortunately, many times one if not both factors are unsupportive.
Kiron
Kiron,
Thank you for adding your perspective. I believe the "soft skills" that are needed by the PM are sometimes overlooked. As a hiring manager...I look for the "intangibles" when interviewing candidates to bring into the organization.
Thanks again! Saving Changes...
Dr. Abel B. SalazarFounder, Chief Education Officer| Continuous REV, LLCGrovetown, Ga, United States
Aug 30, 2022 9:16 AM
Replying to Peter Rapin
...
Easier said than done. Many of us, including corporations, talk the walk but do not walk the walk.
First one has to recognize ones biases and the biases of ones immediate and wider circle. Do you react/respond differently in certain situations? Do you defend diversity when its easy yet "go along" with trash talk when within your peer group or "buddies"?
It all boils down to RESPECT as the lady sings. How can you respect yourself if you don't respect others?
There's a big gag between claiming to 'embrace diversity' - which seems to be the thing to do now-a-days - to actually accepting others as they are.
Peter,
Thank you for adding your perspective here. You are correct in saying the diversity and inclusion question has become commonplace. Groupthink and unintentional/ unconscious bias is a real threat to organizational growth. It is imperative the PMO leaders have these discussions to better inform our practice.
Thanks again! Saving Changes...
Anish AbrahamPrivacy Program Manager| University of WashingtonAuburn, Wa, United States
I think we should strive to understand the individual differences of those around us, especially our colleagues. As we engage in daily activities and interactions, challenge ourself to learn from others. Give others the respect and tolerance that they desire.
