Frequently Asked Questions
What is Diversity and what is Culture?
by Dr. Ghafar Lakanwal (submitted) & the Diversity Training Group, Inc.
DIVERSITY:
Definitions range from the traditional "race, gender and disability" to a new, broader definition, which includes all dimensions and all differences between any persons; i.e.: "All the ways in which we differ."
ASPECTS OF DIVERSITY:
Race, gender, age physical ability, physical appearance, nationality, cultural heritage, personal background, life experience, mental and physical differences, economic status, religion, language, material status, education level, life style and sexual orientation, personality and skills.
Through the years, the word Diversity has been equated with Affirmative Action and EEO legislation. They may be compatible, but they are not identical. Diversity efforts have nothing to do with mandated quotas, the lowering of standards, or preferential treatment of particular groups.
CULTURE:
- The sum total of what human beings learn in common with other members of the group to which they belong.
- Culture is the complex whole which includes knowledge, beliefs, art, morals, law, customs and any other capabilities and habits acquired by an individual as a member of a society.
- Culture also includes elements of behavior patterns, values, language, symbols, expressions of creativity, institutions and other components of a given society.
MULTICULTURAL:
Refers to the diversity of society. In the most narrow interpretation, multicultural is limited to cultural diversity; in the broadest, the term includes gender and disability issues.
ETHNIC OR CULTURAL GROUP:
Is a group of people who are identified by a common national origin, language, culture and/or race. Membership in an ethnic group may be identified by how individuals define themselves or by how others define them.
HNIC OR CULTURAL GROUP IDENTITY:
Individuals may identify with one or more ethnic groups according to how they define themselves or how others assign them this identity. Even within groups, differences are apparent and discrimination or harassment may occur among group members due to attitudes held about factors such as social standing, skin color, dialect, national origin, or tribal affiliation. Everyone should be sensitive to the way group identity has been determined and to the way individuals accept or reject this identification.
PEOPLE OF COLOR:
This includes persons who identify themselves or are identified as African/Black American, American Indian/Alaskan Natives, Asian/Pacific American, or Hispanic American. They are persons who, historically, politically and socio-economically have been referred to as "minorities." Since people of color are, numerically, in the majority in both a global context and in many urban American contexts, the term "minority" is not accurate.
RACE:
Race is a group identity based upon physical characteristics. Originally a scientific designation, the definition of "race" has been expanded in popular usage to identify what more accurately would be called "ethnic group." The current connotation of "race" includes certain social, psychological and cultural attributes of a group.
CULTURAL DIVERSITY:
Refers to the differences in elements of culture between and among ethnic, racial or religious groups that live together in one society.
CULTURAL PLURALISM:
A society characterized by cultural pluralism is one in which different cultures or ethnic groups live together in harmony and mutual respect, each retaining some of its cultural identity. There is cooperation of the various groups in the civic and economic institutions of the society and a peaceful co-existence of diverse lifestyles, folkways, manners, language patterns, religious beliefs and practices, and family structures.
In defining diversity, it may also be useful to understand WHAT DIVERSITY IS NOT
Seven Myths about Diversity:
1. Diversity is a problem.
No, it is an opportunity. Diversity lies for many people beyond what they don't know in an area I refer to as what you don't know you don't know. Seizing the opportunity to understand diversity will take you into a new and better realm of doing business.
2. Diversity is our Human Resources department's responsibility.
No, it is my responsibility. Too many people tell me, "That's not my problem; our personnel people have to handle the diversity issues." Wrong. We all (employees, supervisors, managers) play a significant role.
3. Diversity is just about race and gender.
No, it is much broader than that. It used to be called cultural diversity but the conversation has become more inclusive. Read on.
4. Diversity is about minorities and women in the workplace.
No, diversity is about your internal (employees) and external (prospective clients) customers. The approach you take to the diversity in your employee and customer ranks can make or break your company. Multicultural marketing, a relatively recent development in the diversity field, focuses on evaluating your customer base and addressing all your customers' needs.
5. Diversity is exclusive.
No, it is inclusive. In other words, diversity is about all of us. If you feel diversity is about attacking the white male, you are mistaken. Diversity is not about getting "them" into your corporate culture (assimilation). Diversity is about creating a culture where each individual can thrive and contribute to the organization (integration/multiculturalism).
6. Diversity is another fad.
If you think it is, good luck. Look at your workforce today and compare it to five and ten years ago. Then try to imagine it five and ten years into the future. Do the same analyses for your customer base. Have you seen the demographic projections for the future? The changes we see happening now will continue for the foreseeable future.
7. Diversity is another version of Equal Employment Opportunity/Affirmative Action. No, it is very different from EEO/AA.
Briefly, the major differences between EEO/AA and Diversity are presented below*.
EEO/AA versus DIVERSITY
Government Initiated v. Voluntary (Company Driven)
Legally Driven v. Productivity Driven
Quantitative v. Qualitative
Problem Focused v. Opportunity Focused
Assumes Assimilation v. Assumes Integration
Internally Focused v. Internally & Externally Focused
Reactive v. Proactive
*Adapted frm Workforce America! Managing Employee Diversity as a Vital Resource by Marilyn Loden & Judy B. Rosener, 1991, Irwin Professional Publishing.