Imagine transforming your organization in such a way that diversity and
discrimination become non-issues.
This is a very realistic goal for you when you start or join a SpreadChange gathering on diversity in your organization.
Now, imagine ... If every organization in the world makes diversity and
discrimination true non-issues, then the world will certainly be a much better place for everyone.
Everyday, as we walked out into the world, we would each be invigorated by our
sense of unconditional acceptance by everyone, and we would ripple that acceptance to the world around us.
Now, you may be wondering, “That’s a pretty big leap. How could we possibly make discrimination and segregation
non-issues?”
Consider for a moment two organizations —
● In the first organization, everyone has been through sensitivity training and
tolerance workshops. They’ve been taught the many ways in which those who are different think, behave,
dress, express and socialize. They’ve been put on a regular regimen of such training so that they steadily become
more alert to the differences that stem from race, nationality, sexual
orientation, etc. They are also fortunate to have a leader who routinely
reminds them that segregation and discrimination are against organization
policy and that sensitivity and acceptance are the paths to harmony within the
organization. In addition, the organization as a whole makes it a point to
remember the commemorative dates that are special to individuals who are
different as a way of showing their inclusiveness.
● The people in the second organization have never been to classes on sensitivity
training. And their leader rarely, if ever, talks to them about discrimination
or diversity. However, in their worldview, they expect every individual to have characteristics and traits different from everyone else. And they actively mine and nurture these differences as a way to uncover the individual strengths within the
organization. They know this makes their organization collectively stronger. In their worldview, those who strive to “fit in” or to be “like everybody else” aren’t performing at their full potential — and as such, are possibly a liability to their organization.
Which of these two organizations do you think is doing a better job of managing
diversity?
There is no contest, is there? The second organization, without a doubt.
What's interesting is that when you start reading about the first organization, you can’t help but be impressed. Any organization that invests so much on sensitivity
and tolerance is worth its weight in gold. You are not even aware that
something crucial is missing until you start reading about the second organization.
It's only in contrast that you can see that the first organization has mostly an intellectual
understanding of what “embracing our differences” really means. They have a great grasp of all the techniques and processes—what to say, what to ask, what to do. But they operate mostly from the head.
They don’t even realize how far they are off the mark. They aren’t even aware that they come across as inauthentic to anyone who is different
from them.
And the organization leader might pat himself/herself on the back, but the truth
of the matter is that discrimination and separation are still very much live issues within this organization.
In the meanwhile, the second organization is on a completely different plane.
They don’t have to waste time or money on sensitivity classes. Embracing everyone is part
of who they are, not something they must be reminded about regularly.
If you want your organization to change from the first type to the second type, you won’t find the answers in traditional books or courses on diversity. That’s because they focus on teaching you what to do and what to think and what to say — all of which lead you to becoming an organization of the first type, the very
thing you want to graduate away from.
What your organization needs to learn is to change their worldview — and one of the best ways, I’ve found, is through small group gatherings, where everyone collectively learns
to focus, not on what they do or say, but on who they are and how they see each other.
Start a Diversity Group in Your Company Now!
SCHEDULE: Use this site to Create a Diversity Group for your organization now. If you want to limit visibility of
your Group to those who work in your organization, you have the option to do
so. The ispreadchange.com site has been designed to let you network with your Diversity Group, send them
schedules and reminders, make announcements, exchange notes.
INVITE: Invite everyone in your organization to join the Group. Encourage them to keep
track of the event on ispreadchange.com.
POST: Invite other leaders in your company to pull together groups of their own. To
promote and inspire such leaders, tap into our resources for a flyer that you can personalize.
MATERIALS: For your Diversity Group Gatherings, the most important thing you’ll need are discussion questions to focus the gathering and maximize the
learning. You will also need Sign In sheets. Both can be accessed through the resources page.
Congratulations on bringing your organization together to make diversity a
non-issue!
Congratulations on the difference you make in the world.
Aman Motwane
Yes, You Can Change the World
