Diversity Awareness

There is currently a lot of discussion about diversity in the organisational context. This issue of the Xplorer focuses on what diversity awareness is, why it is important, and what we can do to become more diversity aware ourselves and to promote diversity awareness amongst our colleagues and within our organisations. The diversity dialogue is not about political correctness: it is about encouraging all of us to become more conscious of the filters through which we see each other and our world. It is about learning to see difference as a way of fostering and encouraging more interesting, diverse, creative and inclusive organisations - that will ultimately also be more successful.

There are a number of social and workplace trends driving the need for greater diversity awareness:

• The growing talent shortage in Australia ;
• The reduction of birth rates;
• Aging of the population;
• Globalisation of business;
• Growing diversity in our population generally;
• Diversity in our customer bases;
• More emphasis on work/life balance and more flexible ways of working.

Each of these areas highlights a greater need for organisations to be able to attract and retain a broader range of people from a broader pool.

What is diversity?

Diversity within an organisational context is about companies promoting an environment that is supportive and inclusive of a range of differences.

This can cover areas including:

• Gender
• Disability
• Cultural and language diversity
• Age
• Lifestyle choices
• Personal style

Many of these areas are ones that organisations have been working to improve for a long time - for example, The Equal Opportunity for Women in the Workplace Act 1999 was first instituted as the Affirmative Action Act in 1986 requiring that workplaces remove all barriers to women entering and advancing within their organisations.

Our personal filters

In her book, The 4 Minute Sell, Jane Elsea talks about the filters that are in place (usually unconsciously), when we first make contact with a person. Based on meeting someone face-to-face, she says that the nine most important things that we notice about a person are their: skin colour; gender; age; appearance; facial expressions; eye contact; movement; personal space and touch. Once we have categorised a person using these initial criteria, we add our own judgments and opinions based on our backgrounds, attitudes, values and beliefs. This process is something we complete in the first few seconds.

How do you become more diversity aware?

1. Build your own awareness
Build this awareness both about yourself and others. It is easy to notice what you perceive to be other people's faults - but noticing your own biases and assumptions takes self-awareness and courage.

2. Build your knowledge and understanding
Broaden your knowledge of different styles and other cultures - especially those that are represented within your workplace and customer base. Be curious. Ask questions that demonstrate your interest and willingness to learn (and not judge).

3. Practice and adapt new behaviours
Behaviour change takes practice - think of new sentences, mindsets, thoughts and skills that will help you to overcome your own biases.

4. Share your learnings with others
People learn through hearing other people's experiences. When you 'name' your own learning, it helps others to see what some of their own personal filters may be and how these impact their view of individuals and their world. Both individuals and organisations need to take the time to build skills and practice new behaviours that embrace difference and diversity. Our objective should be to see diversity as something that creates opportunity, interest and innovation.

Diversity website links of interest

« Back to News & Resources