Oct 28, 2022

Plagiarism Scan Report

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Plagiarized Unique Speak Time:
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8 Min

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Content Checked for Plagiarism

Option 3: Social Diversity
I've grown quite tired of the politics that drives the
discussion of "diversity." Let's start with this and see if we can agree on a
starting point: giving particular preference to one individual, class or group to
the advantage or disadvantage of another is wrong. Sounds reasonable, yes?
Unfortunately, many companies are creating operating environments where
the opposite is true and conscious bias has replaced unconscious bias as the
most prevalent behavior.
No sane person would argue that the diversity
discussion has no merit; It does. The problem is that people have the wrong
conversation. They knowingly or unknowingly discuss politics, not diversity. I'll
frame the debate, you decide...
reality check
There is no doubt that we live in a
diverse world. Unless you live on top of an isolated mountain, it would be
difficult to go through the day without being affected by issues of ethnicity,
race, gender, age, sexual preference, religion, physical appearance, mental
and physical challenges, socio-economic disparity, educational disadvantage.
, etc. It's the real world. The world we have to live in. The world in which we
must operate as business leaders. However, from my point of view, the
question is not whether we recognize or integrate diversity, but rather how it
is dealt with that matters.
The business of politics
As I mentioned above, no
sane person can argue with the benefits of a diverse workforce. This is
precisely why diversity has been hijacked by those with a political agenda
(this applies to those of all political parties and ideologies). Many leaders have
simply bowed to pressure from ever-growing legions of lobbyists and special
interest groups from right and left.
Most executives are good people who
want to do the right thing. They want to be seen as leaders who care about
people. Rather than embodying this philosophy, they unfortunately drank the
political Kool-Aid. Let's be clear: a leader's job is to be a leader, not an activist.
A leader's job is not to play politics but rather to take care of their team and
customers while setting the table where a rich and productive culture can
flourish. In other words creating a diverse culture. Their job is not to create a
politically charged culture where chaos ensues and pits one group against
another.
Aside from some nonprofits, NGOs, social impact, philanthropic, and
religious organizations, most for-profit businesses should be nonpolitical
businesses. However, the current political climate has made it difficult, if not
impossible, not to embrace every social program that comes its way.
When an
executive's first thought about a new hire is "the board says we need a diverse
candidate," Houston, we have a problem. I don't want to hire a segment; I

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want to do a full 360 degree hire. When leaders effectively have talent taken
from their hands by those with other goals, competition at the highest level
becomes increasingly difficult.
So what do I look for and what do I encourage
other leaders to look for in a new hire? I want the best, most talented person
out there. Great splash talent, 10 pound brain, self aware, results oriented,
growth mindset, situational awareness, future oriented, forward leaning,
thoughtful, resilient, curious and creative, courageous and honest. A person
who can build and lead teams, solve problems and spot opportunities. A
person who will come into the organization and make everyone around them
better. Notice I didn't say anything about diversity?
If the person I described
above is a Vulcan with pointy ears, a weird haircut and unusual eyebrows,
guess what? They get the job. I don't care what their pronouns are, or who or
what they identify with, I care that they have the qualities noted above.
Top
talent and the most capable leaders talk about their qualifications,
background and performance – not about their ethnicity, gender, age, sexual
preferences, etc. I'm interested in candidates who can clearly articulate how
they can add value to the business, our team and our customers, not those
who are only looking to extract value for themselves.
Company culture should
be based on shared values aligned with common business goals. No one
should be denied a job solely because of their diversity segment, but similarly,
no one should be assigned a person solely because of their diversity segment.
Also, I'm sure any diverse candidate doesn't want to be selected for ticking a
box or supporting a business metric.
Reframe the conversation
Let's move
the conversation away from disputes about privileges, injustices, rights and
mandates, and focus more on creating exceptional work environments by
recognizing quality contribution and commitment. Stop talking about
differences as a bad thing and start talking about how differences make us
better by creating advantages and opportunities. When diversity becomes
more about uniting than dividing, less about lawsuits and more about
creating real opportunity, more about inspiring conversations and less about
shutting them down, and more about creating equal application standards
than the regulation of favored levels of standards,
A Case Study on Diversity
What I espouse is more than theory and rhetoric. It is based on first-hand
experience. The best diversity case study I can think of is from my own
company. Our company is one of the most diverse organizations you can find.
We have a global workforce with teammates that span virtually every
diversity segment. At first glance, it would seem that we could not agree on
anything. The thing is, we disagree on a lot of things, and that's one of the
things that makes our Culture so vibrant. That said, we aligned on the most
important thing; our values.
We have not only collectively established the
values of our company, but we strive to operationalize them on a daily basis.
As I like to say, “we eat our own food”. Most of the time, what we believe in is
each other. We care about each other and support each other. Differences
in age, ethnicity, sexual orientation or any other “diversity segment”

Sources
2% Plagiarized

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Diversity & Leadership: Right Topic Wrong Conversation

https://www.n2growth.com/diversity

2% Plagiarized
Diversity & Leadership: Right Topic Wrong Conversation

https://www.n2growth.com/diversity

2% Plagiarized
Trinity Catholic High Schoolhttps://www.trinity-hutch.comhttps://www.trinity-
hutch.comFlag this as personal informationFlag this as personal informationAt
Trinity, we care about each other and support each other. Parents are the first
educators of their children and are expected to be involved in their ...History -
Trinity Catholic High Schoolhttps://www.trinity-hutch.com › student-life ›
documentshttps://www.trinity-hutch.com › student-life › documentsFlag this
as personal informationFlag this as personal informationAt Trinity, we care
about each other and support each other. Parents are the first educators of
their children and are expected to be involved in their ...

https://www.trinity-hutch.com

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