Sep
24
2015
Managing diversity at work
By Laura McMillan.
I'm sure all managers would say that they treat all of the people they manage equally. But what does that really mean? Traditionally, we probably thought that treating people equally meant treating people the same. However, it doesn't take much thinking about it to realise that actually people are very different and that having a 'one size fits all' approach to management is not therefore a very fair or equitable way to manage.
Let me give you a simple example. Imagine a disabled employee had certain access requirements that would need to be met for them to perform their role. If a manager took the view that they don't make special exceptions - they just treat everybody the same, not only would it be unfair to the disabled team member, it would also be illegal.
Diversity is the recognition that people are different but equal or equal but different. Yes, people want to be treated fairly but not necessarily the same.
Embracing and embedding diversity in the workplace involves having the right mindset on the part of leaders and managers but it also requires being proactive and taking appropriate practical steps.
The disability charity SCOPE defines managing diversity as:
“Creating and maintaining an environment that enables all participants to contribute to their full potential in pursuit of organisational objectives; promoting the inclusion of others with diverse backgrounds, experiences and ideas; confronting inappropriate behaviour by others; treating everyone with dignity and respect.”
What steps should you take?
If managers are serious about creating an environment that enables all participants to contribute to their full potential then the following day-to-day steps will help:
- Be flexible: always consider flexible working requests seriously and try hard to say yes.
- Respect people's work-life balance: resist the urge to send emails late at night!
- Avoid the temptation to recruit people in your own image: think about the benefits of a diverse team - enhanced innovation, creativity, problem solving and an avoidance of 'group think'.
- Don't stifle people that question the status quo: it's what drives organisations forward and stops them stagnating, and managing a diverse team will inevitably mean a myriad of different views and ideas.
- Take complaints seriously: managers have a responsibility to protect their staff from discrimination.
- Keep your eye on the way team members talk to each other: nobody wants to work in a culture that is devoid of humour and fun, but make sure that jokes and 'banter' are appropriate. Take action if they're not.
- Don't make assumptions: of course some working parents won't relish the thought of overnight trips but don't assume that just because somebody is a mum, they won't want to travel. They may have childcare arrangements in place that mean this is something they can and want to do!
Laura McMillan is a specialist in equality and diversity issues and has developed a very popular half day and full day diversity workshop which she regularly delivers on behalf of the Centre.
