Human Resources 101

Recent census data shows the rapidly increasing number of visible minorities in Canada. This immediately leads to discussion of diversity.

“That will send the message that the provinces that do that — Alberta and others that aren’t reflective of these major cities — they will draw in the immigrants and then we’ll see more diversity besides Toronto, Montreal and Vancouver,” he said. —CTV

What do we mean by diversity? Being diverse is a concept tossed around in many areas of life and means different things to different people. (And I’m not talking about Kenny Jenkins. )

In the workplace, diversity needs to be seen as being about individual differences. However, it is important that our workplace discussions around the issue are based on a common understanding.

Some people define diversity as employment equity, in four common groups:

1. visible minorities
2. women in non-traditional roles
3. people with disabilities
4. aboriginal people.

Others see diversity as defined by protected grounds in Human Rights legislation:

• race or colour
• religion or creed
• sex (including pregnancy)
• sexual orientation
• marital status
• family status
• physical or mental disability
• national or ethnic origin
• ancestry or place of birth
• age
• dependence on drugs or alcohol
• etc.

This prohibited grounds list varies from province to province.

So what is the right answer? Workplace diversity can includes the many ways people are different.

When dealing with diversity-based conflict, it is easy to blame what looms large as differences between ourselves and others. Generally, it is the small differences between two people that is the source of conflict. By developing awareness of our own differences and the differences of others, we can develop understanding and work to reconcile instead of one burdened down by conflict.

Three thoughts for consideration:

1. Diversity is positive. We tend to see diversity issues as problematic, creating conflict, low morale, harassment and employee turnover. However, diversity creates benefits for individuals and organizations. When diversity is embraced, an organization can move forward with creativity.
2. Policy isn’t enough. You have likely implemented workplace-diversity or harassment policies to address the challenges of a diverse workplace. These policies tend to focus on the negative. Employers need to shift how the organization and employees perceive and work with each other.
3. Understand that we’re all different. We can no longer identify ourselves as members of a dominant group, seeing ourselves as the norm and others as different. We then think that others need to change so they fit in or become more like us.

We need to stop thinking our way of seeing the world is the only way. There can be other ways of thinking, doing and being.