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One of the big reasons corporate diversity efforts may be making less progress than hoped is that people are afraid to talk about it. At some point, a concern arose that open and honest dialogue about diversity issues was insensitive, not politically correct or even biased. Nothing could be further from the truth. Only by having honest dialogue about how we feel about these issues can we form the solid and trusting workplace teams that will make diversity work.
Talking about diversity is rarely easy. It takes intelligence, courage and thoughtfulness. It is also a business necessity. For corporate diversity efforts to work, we need to connect from the mailroom to the boardroom. Employees and employers need to voice discomfort, ask awkward questions, stand by principles and, as challenging as it sounds, take a chance on being misunderstood or even criticized.
If you have been reading this series of articles, you know I am no fan of political correctness. We have become so mired down in worrying about using just the correct phrase or word that we have, tragically, become afraid of each other. We are afraid we will offend, be offended, or will appear uptight, militant or hypersensitive. All of this fear has stifled conversation and diversity efforts.
Honest dialogue -- no matter what the situation -- is a vital ingredient in workplace diversity efforts. Perhaps you have witnessed or been the victim of what you perceive to be bias but hesitate to speak up for fear of appearing overly sensitive. However, the benefits of overcoming this reluctance far outweigh the risks.
First, by being open and honest, you may learn that the incident was a misunderstanding and there was no bias after all. The unfortunate reality is that workplaces are typically rife with rumors about what someone said, about bad feelings and about what someone did to someone else. Such rumors can easily become distorted and exaggerated.
One woman spread charges of sexism against her boss, because she heard he had said something derisive about her at a meeting. When she finally got around to confronting him about the incident, it turned out he wasn't even at the meeting, had the highest respect for her and her gender, and was appalled to know she had been caused pain by idle gossip. Think of the harm that would have been done had she not brought up the subject. Even if it does turn out the person accused is guilty of bias, your willingness to speak up is the only way he or she can be educated and, hopefully, reformed.
On the other hand, perhaps it's you that's been accused of biased or discriminatory comments or acts. Let's face it, everyone is capable of bias at one time or another. In this case, however, let's assume you are innocent and the accuser misheard your comment or misinterpreted your act. If you are accused of a bias and feel you have been wronged, it's important to defend yourself against that accusation. Just going along with it can do more damage than having an honest, respectful dialogue about the incident.
"Guerilla Bias" is the kind of bias that is hidden beneath imagined kindness and is based in the fundamental belief that women and minorities are too fragile or hypersensitive to tolerate honest dialogue. If you have honestly examined your heart and truly believe that you do not harbor bias toward this person, it is most respectful to stand up for yourself. To do otherwise is to imply that the accuser does not have the intelligence and strength to hear your point of view and discuss it with you honestly.
We need to talk. If we do, we will clear up misunderstandings and reduce the resentment that can all-too-easily blossom when people of different backgrounds, nationalities and points of view are working together.
Part two of this series examines various strategies for implementing effective diversity dialogue.