| A recent survey conducted by the National Society of | | | | for Hispanics and other "diversity groups" abound |
| Hispanic Professionals (NSHP) asked 268 Hispanics | | | | because of increased diversity in the workplace? In |
| their opinion on diversity policies in the workplace. A | | | | my opinion, the purpose of workplace diversity never |
| whopping 72 percent of those surveyed felt that | | | | was to get a leg up on the white, straight, non-disabled, |
| diversity policies were more words than actions or did | | | | male Christian worker, but that may be one of the |
| not make a difference, while only 27 percent felt that | | | | results we currently expect. John Wrench, author of |
| such polices were necessary in the workplace and | | | | the commentary "Diversity management can be bad |
| benefited Hispanics. While it is probably true that most | | | | for you," says that the idea behind diversity policies is |
| Hispanics surveyed believe in the ideals of diversity, it is | | | | that "encouraging a culturally diverse workplace where |
| apparent from the survey that a large majority of | | | | differences are valued enables people to work to their |
| respondents do not feel that its purposes have been | | | | full potential in a more creative and productive work |
| accomplished to their satisfaction. On the other hand, | | | | environment." So if companies create work |
| human resources executives at many of the largest | | | | environments where diverse employees are valued |
| corporations in the United States continue to tout their | | | | for their cultural differences, then those employees will |
| advanced diversity policies and the great | | | | essentially find creative solutions to problems and |
| accomplishments they have made in designing a | | | | become more productive. When I look at it that way, |
| workplace that closely reflects the US cultural | | | | should I really be expecting any financial or upwardly |
| landscape. Who really is correct, the respondents to | | | | mobile rewards from any company's well-executed |
| the survey or human resources execs? Do diversity | | | | diversity initiatives? Apparently not, because the goal is |
| policies actually make a difference? The answer | | | | to make me more productive and creative, not to give |
| depends on whom you ask.Employees and HR execs | | | | me a promotion and a raise.If the purpose of diversity |
| expect different results from diversity policies. | | | | initiatives is primarily to develop a more productive and |
| Corporations and their execs generally expect that | | | | creative workforce, then the NSHP survey is probably |
| diversity policies will foster creativity among their | | | | right on the money. That said, maybe the reason why |
| employees and have a positive effect on business | | | | a compelling majority of Hispanics surveyed felt that |
| outcomes. "Inclusiveness is...a win-win dynamic: it | | | | diversity programs are more words than actions or |
| generates opportunities for growth, flexibility and | | | | make no difference was because in terms of personal |
| adaptation in the marketplace for both the employee | | | | rewards, they really don't make a difference! If |
| and the organization," writes Nancy Lockwood, a | | | | Hispanic workers expect to get some sort of personal |
| human resources expert, in "Workplace Diversity: | | | | financial benefit or a promotion as a result of a more |
| Leveraging the Power of Difference for Competitive | | | | inclusive workplace, the reality is that it may not |
| Advantage." If that were the case, one would think | | | | happen. More likely is the case where because of |
| that diversity initiatives would perhaps increase growth, | | | | Company X's public and transparent commitment to |
| sales, and even productivity and eventually positively | | | | workplace diversity, their product or service becomes |
| impact the bottom line. In some cases, however, the | | | | more appealing to a larger, more diverse market, thus |
| results of diversity initiatives appear to be nothing more | | | | spurring corporate growth and more internal |
| than periodic tallies of employees from "diversity | | | | opportunities for advancement, eventually leading to |
| groups" to save the corporate face. The Diversity | | | | the promotion and raise of many employees.I believe |
| Research Network's (DRN) five-year study on the | | | | we expect too many results too quickly from diversity |
| effects of diversity on business performance found | | | | programs. If we examine the status of workplace |
| "no strong positive or negative effects of gender or | | | | diversity in the United States as a whole, the reality is |
| racial diversity on business performance." It is | | | | that although it has made amazing strides over the |
| interesting to note that in conducting this study, the | | | | past two decades, it is still a relatively new concept. |
| DRN found it very difficult to find companies willing to | | | | Bear in mind that it was just 42 short years ago that |
| participate for the duration of the study. Of the twenty | | | | the Civil Rights Act was passed, the Equal Rights |
| large and well-known Fortune 500 companies that | | | | Amendment was never passed, and we still struggle |
| initially agreed to participate in the study, only four | | | | with discrimination in all arenas of life on a daily basis. |
| actually completed the study. The remaining sixteen | | | | Nevertheless, the US workforce is continuously |
| withdrew from the study for a variety of reasons, | | | | becoming more and more diverse, and the fact that |
| some citing time commitments and confidentiality | | | | there are people in your place of work that are |
| issues, but the DRN found that "not only had none of | | | | different from you is an accomplishment in and of |
| the organizations [they] contacted ever conducted a | | | | itself. Even though right now it may seem that diversity |
| systematic examination of the effects of their diversity | | | | policies are somewhat useless because we may not |
| efforts on bottom line performance measures, [but | | | | be able to reap immediate tangible benefits, the fact |
| also] very few were interested in doing so." Excuse | | | | that we have these policies in this country is a strong |
| me? They were not interested in measuring the results | | | | indicator that we are on the right track. Diversity |
| of their own diversity initiatives?Diversity initiatives cost | | | | polices are long-term investments and the link between |
| a great deal of money and require long-term | | | | these policies and personal financial success may not |
| commitments, especially large-scale implementations of | | | | be immediately apparent.We have a long way to go in |
| these initiatives. It is baffling to me that with the amount | | | | crafting a completely diverse and inclusive workforce |
| of money many of these large Fortune 500 | | | | in the United States before we can fully reap the |
| companies probably spent on diversity initiatives, they | | | | benefits of diversity and inclusion in the workplace on |
| chose not to measure the results. When businesses | | | | an individual level. But as the nation continues to |
| make investments in new programs, entities, or assets, | | | | become more and more diverse, all companies will |
| it is because they expect the investment to yield | | | | have no choice but to seriously enact measurable and |
| additional revenue, competitive advantage, realized | | | | effective diversity policies to meet not only the needs |
| intangible gains such as enhanced productivity, or other | | | | of their employees but also their clients and customers. |
| measurable results. Moreover, when businesses make | | | | According to the human resources consulting firm |
| such investments the performance metrics are usually | | | | Hewitt Associates, by 2008, women and minorities will |
| in place well before making the investment. Perhaps | | | | represent 70% of all new labor force entrants, and by |
| one of the reasons why Hispanics view diversity | | | | 2010, 34% of the workforce will be non-Caucasian. |
| programs as inconsequential and nothing more than lip | | | | This follows the general US population trend, as |
| service is because they are not presented with | | | | minorities, Hispanics in particular, are increasing in |
| verifiable results. In addition, as we all are part of the | | | | numbers and purchasing power. In the next decade, |
| instant gratification society that we live in, we expect | | | | Hewitt Associates expects that "there will be a |
| immediate results from workplace diversity programs | | | | significant labor shortage (anywhere from 10-23 million) |
| that are relatively new. We often expect short-term | | | | largely due to baby boomer retirements and a smaller |
| results and have the tendency to become | | | | emerging labor pool." If minority populations are |
| disheartened and disappointed when those results fail | | | | growing, but the labor pool is shrinking, minorities will |
| to appear.I do not believe that any Hispanic would | | | | eventually make up a substantial majority of the entire |
| disagree with the notion that diversity initiatives have | | | | labor pool. If this trend continues, we may need to |
| tremendous potential, and I am equally confident that | | | | worry about our over representation in the workforce! |
| corporate execs believe that such programs will | | | | The fact remains that diversity initiatives are |
| eventually lead to additional revenue, as they have | | | | necessary and benefit almost everyone, but at this |
| expanded their applicant pools to include the best and | | | | stage, those benefits are more likely to be realized in |
| the brightest from all groups. But if diversity truly is that | | | | the long term. If deficient corporations don't get on |
| important, why not devise a means of measuring the | | | | board and begin to create meaningful diversity policies |
| effectiveness of diversity programs prior to | | | | that are more than just lip service and that actually do |
| implementing them? Sadly, it appears that some | | | | make a difference to all employees-not just |
| corporations prefer the idea of a more colorful | | | | Hispanics-they'll miss the boat and the giant pile of |
| corporate photo and measure the effectiveness of | | | | money that will float away with it.by Juan E. Rodriguez, |
| their diversity policies essentially by counting heads at | | | | MBA, diversity scholar, author, and editor of Diversity |
| the company picnic. According to Braun Consulting, a | | | | Jobs ( |
| Seattle based personnel and labor relations consulting | | | | |
| firm, "Many companies track the success of their | | | | Acknowledgments: |
| diversity efforts in terms of what they DO, not | | | | 1. National Society of Hispanic Professionals |
| necessarily what leads to RESULTS. Or in another | | | | (2005-2006) "Hispanic Values at Work Survey" |
| words, they measure what they put out, not what | | | | 2. Lockwood, N. R. (2005) "Workplace Diversity: |
| results they achieve in terms of either profit or | | | | Leveraging the Power of Difference for Competitive |
| savings." Or in terms of employee satisfaction, for that | | | | Advantage" from SHRM Online |
| matter.While some corporations are clearly failing in the | | | | 3. Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, |
| performance metrics arena, it may also be true that | | | | A., Jen, K., et al. (2002). The Effects of Diversity on |
| Hispanics, along with other minority groups, have | | | | Business Performance: Report of the Diversity |
| somewhat unrealistic expectations of workplace | | | | Research Network |
| diversity programs. If we assume that one of the most | | | | 4. Braun Consulting News, (2005) "Workplace |
| important results of diversity policies is the presence of | | | | Diversity: Does it Work? Explaining 'Myth vs. Reality'" |
| more minorities, disabled, women, and LGBT | | | | 5. Wrench, J. (2005) "Commentary: Diversity |
| employees in an organization, then what additional | | | | management can be bad for you" |
| benefits are Hispanics expecting? Should opportunities | | | | 6. |