Tag: meritocracy

One of the main disadvantages of cultural diversity is its tendency to create language barriers. Social segregation often occurs when speakers of two mutually unintelligible languages live side by side. Language barriers are generally temporary in nature (most immigrants eventually learn the language of the country they move to), but the resultant segregation can endure,… Continue reading Problems with Diversity Part 40

Critics of diversity training may have a point: Inclusiveness may be a worthwhile goal, but it’s a lot tougher to achieve than any well-intentioned training course would have you believe. And who could blame you, a small-business owner with limited resources, for wondering: If large, multi-national companies with vast resources struggle to champion workplace diversity,… Continue reading Problems with Diversity Part 39

Research has shown diversity alone is harmful for individuals and organisations. It has been linked to lower revenue, slower decision making, increased conflict, absenteeism and missed opportunities. And yet, Diversity is argued to always be a Good Thing, Why? https://vk.com/video503532632_456240287

Unresolved Conflict. Greater differences in a workplace produces more potential for conflict among employees. Poor Communication. Contributing to and related to conflict is poor communication. Turnover. A significant bottom line effect of poorly managed diversity is high turnover. Time and Money. Oh but No Matter What, Diversity is a Good Thing. https://vk.com/video503532632_456240284

One negative effect of cultural diversity in the workplace is the increased tendency of organizational personnel to indulge in interpersonal conflicts. Culturally diverse workers have different opinions, thoughts, beliefs, norms, customs, values, trends, and traditions. Why is Diversity always thrown down our Throats as a Good Thing? https://vk.com/video503532632_456240279

Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry. In the late 1990s and early 2000s, Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each—to settle sex discrimination claims. In 2007, Morgan was back at the table, facing a… Continue reading Problems with Diversity Part 35

One of my favorite Martin Luther King Jr. quotes is: “There is nothing more dangerous than sincere ignorance and conscientious stupidity.” And I am just going to come out and say it: Most diversity and inclusion initiatives fall into the former category: sincere ignorance. They look and sound great. They are usually well-meaning too. But… Continue reading Problems with Diversity Part 34

Over at the New York Times Magazine, ambivalence toward capital “D” diversity courses through Anna Holmes’ excellent essay “Has ‘Diversity’ Lost Its Meaning?” Holmes, the founding editor of Jezebel and now an executive at Fusion, notes that while corporate odes to “diversity” are de rigeur these days at places like SXSW and fancy media conferences,… Continue reading Problems with Diversity Part 33

Although diversity efforts are concerned with representation and who is included, diversity efforts should not be confused with creating an inclusive environment. An inclusive environment does not simply mean that people from various groups are included, it is concerned with what their inclusion in that organization or environment means. https://vk.com/video503532632_456240241

It goes without saying that Diversity, Inclusion, and Equity make for an awful acronym: DIE. More importantly, these three words are strung together so often that some think that these words are synonymous and use them interchangeably, leading to a number of people writing about the differences between these three words. Try a quick Google… Continue reading Problems with Diversity Part 31