7. To be someone other than we were yesterday or the day before.

* I am far more than any dis-ease; I am the solution. Legal compliance seems like a good reason. What managers fear from diversity is a lowering of standards, a sense that “anything goes.” Of course, standards must not suffer.

“The key to recruiting, retaining, and promoting minorities is not the human resource department,” says Worthing. That’s easy. Aging Gracefully and Healthily: Accepting and Loving Our Body. 1. It’s later on that their managers’ inability to manage diversity hobbles them and the companies they work for. What can be done to ensure that most of them succeed in college? This does not rule out the possibility of addressing issues that relate to a single group. A black vice president who got her job through affirmative action is not necessarily a model of how to rise through the corporate meritocracy. “We really wanted to get out of the numbers game,” says Marcia Worthing, the corporate vice president for human resources.

As the founder of IDEA Public Schools, a charter school system whose mission is to send every student to college well-prepared, I know from watching it fail my own graduates that affirmative action alone will not address the complex problem. Louise was the founder and chairman of Hay House, Inc., a publishing company that disseminates books, audios, and videos that contribute to the healing of the planet. Four out of five such families in the bottom two income brackets never escape those brackets their entire lifetimes. Viewing the corporation as a family suggests not only that father knows best; it also suggests that sons will inherit the business, that daughters should stick to doing the company dishes, and that if Uncle Deadwood doesn’t perform, we’ll put him in the chimney corner and feed him for another 30 years regardless. They go too far with a half-truth: achievement also tracks school quality. Conservatives misdiagnose the problem. But Xerox depends mainly on the three pieces of its balanced strategy to make diversity work. Learn more about how we can help at JotForm.com. By the early 1980s, however, company leaders could see it would take more than recruitment to make Digital the diverse workplace they wanted it to be. Third, the thrust of today’s nonhierarchical, flexible, collaborative management requires a ten- or twenty-fold increase in our tolerance for individuality.
There is no single tried and tested “solution” to diversity and no fixed right way to manage it. In May 1988, P&G formed a Corporate Diversity Strategy Task Force to clarify the concept of diversity, define its importance for the company, and identify strategies for making progress toward successfully managing a diverse work force. The point of learning once and for all how to manage diversity is that all that energy can be focused somewhere else. Xerox sets recruitment and representation goals in accordance with federal guidelines and reviews them constantly to make sure they reflect work force demographics. Third, in conjunction with the American Institute for Managing Diversity, Avon developed a diversity training program. What’s now going into the tank is no longer just gas, it has an increasing percentage of, let’s say, methanol. The task force helped the company to see that learning to manage diversity would be a long-term process of organizational change. What’s more, every time they stumble they will themselves be labeled the major barriers to progress. High-performing charter systems KIPP and YES Prep have achieved successful results in low-income areas year after year. Will it contribute to everyone’s success, or will it only produce an advantage for blacks or whites or women or men? Intervention and great expectations. Just because the years are passing does not mean that the quality of our lives must automatically go downhill. The notion that cream will rise to the top is nonsense.

Cream gets pulled or pushed to the top. If they do not promote, they are obstructionists. It’s our reality. As we tap into this wisdom, new possibilities open for us. It’s later on that many of them plateau and lose their drive and quit or get fired. In the past, where minorities and women have failed to progress, they were simply unable to meet our performance standards. You have a lifetime ahead of you, so fill it with experiences that will fulfill you. Even if it feels foolish, keep it up. It doesn’t say, “Let us give them a chance.” It assumes a diverse work force that includes us and them. First, if it ever was possible to melt down Scotsmen and Dutchmen and Frenchmen into an indistinguishable broth, you can’t do the same with blacks, Asians, and women. Channeling that potential, once achieved, is an individual right but still a national concern. Before instituting a special program to bring them along, managers conducted interviews to see if they could find the reason for the impasse. The resulting program and philosophy, called Valuing Differences, has two components: First, the company helps people get in touch with their stereotypes and false assumptions through what Digital calls Core Groups. Apply the Special Consideration Test. The fact remains that you must first have a work force that is diverse at every level, and if you don’t, you’re going to need affirmative action to get from here to there. Second, the company formed a Multicultural Participation Council that meets regularly to oversee the process of managing diversity. The roots of this failure lie in the framing of the problem. Its roots are assumptions about the company and about the world. They bargain and negotiate their differences. My dog always wants to take a walk, so I keep active and my body loves it.

Visit their website at www.hayhouse.com. If you’re Hispanic or African-American in this country, the chances that you’ll go to college are no better than a coin flip: 50-50. Its branches, leaves, and seeds are behavior. The Key to Happiness: Letting Go of Resentment and Choosing Forgiveness, The 10 Commandments of Being Kind to Yourself, A Different Kind of Midlife: Facing Feelings and…, Why Solitude Can Be Helpful Even If You Didn't Choose…. Now I just adore myself. Management leans back to enjoy the fruits of its labor. The answer, in my mind, must be an ambitious new recruitment effort to bring in quality people.”. This soup is too hot to eat. This statement keeps me from getting into negative thinking. He didn’t go far enough: blacks — like Hispanics, whites and everyone else — would do better at the better colleges if they were taught better before they got there. So long as executives ask, “How are we doing on race relations?” there will never be racial and gender equality. Its achievements have been stupendous, but if we look at the premises that underlie it, we find assumptions and priorities that look increasingly shopworn. When we ask how we’re doing on race relations, we inadvertently put our finger on what’s wrong with the question and with the attitude that underlies affirmative action. The company worked with employment agencies that specialized in finding qualified minority hires, and it cultivated contacts with black and minority organizations on college campuses. Both of them, along with their superiors, were surprised by the conflict and seemed puzzled as to its causes. Getting the same productivity, commitment, quality, and profit from a heterogeneous work-force that companies in the past could get from a homogeneous workforce. Last year at IDEA, 50,000 students applied for less than 10,000 spots. Learning to manage diversity is a change process, and the managers involved are change agents. “Diversity and equal opportunity” is a big step up. It says, “Let’s create an environment where everyone will do their best work.”. Type II : Probable or Hypothetical —unfulfilled condition of the Present.

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But even though they escaped each other, both suffered a sense of failure severe enough to threaten their careers. Think of corporate management for a moment as an engine burning pure gasoline. It is never too late to mend. In the evening before I go to sleep, I express gratitude for everything that happened that day, including any lessons or challenges that came my way. Because Procter & Gamble fills its upper level management positions only from within the company, it places a premium on recruiting the best available entry-level employees. 5. On the basis of their experience, here are my ten guidelines: 1. 2. So long as racial and gender equality is something we grant to minorities and women, there will be no racial and gender equality. Some of what I have to say may strike some readers—mostly those with an ax to grind—as directed at the majority white males who hold most of the decision-making posts in our economy. More important to your business, however, is the fact that without an accurate appraisal of performance, minority and women employees will find it difficult to correct or defend their alleged shortcomings. Look no further than several Texas standouts. Allow your mind to go in new directions.

I eat lots of organic fresh fruits, vegetables, and grains, along with some fish and chicken.

The organization I’m arguing for respects differences rather than seeking to smooth them out. It is never too late for us to dream and to have goals. Then I bless all my experiences with love and drift off to sleep peacefully. However, living in a bubble, or feeling like we are…, Life is a journey and, as most journeys, comes with its ups and downs. 3. There is still the challenge of moving diversity upward. Another destructive assumption is the melting pot I referred to earlier. What we have is perhaps some kind of American mulligan stew; it is certainly no puree. In a country seeking competitive advantage in a global economy, the goal of managing diversity is to develop our capacity to accept, incorporate, and empower the diverse human talents of the most diverse nation on earth.

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