Diversity Dimensions

I became intrigued by Comerica’s Master of Diversity Awareness program as soon as I discovered it, but fully realized its potential when everyone in the Business Bank was asked to engage.  It is encouraging that nine elements of diversity are included in the curriculum, the widely expected areas: age, gender, sexual orientation and culture/ethnicity plus other oft included topics: religion and disability but broadened to also encompass: work/life balance, thinking/personality styles and leveraging diversity for performance enhancement. 

The curriculum is ever expanding and positively evolving with opportunities for all colleagues to recommend options for inclusion.  This ensures that the program will remain fresh and relevant and interestingly, creates the possibility that no two colleagues will experience the same content as different levels of completion are recognized – bronze, silver, gold and platinum. 

In addition to the corporate expectation of program participation, I knew there was an opportunity for continuous learning, which I’ve always embraced, plus the chance to be a role model and advocate for our Houston Comerica colleagues.  There have already been chances to educate colleagues about the importance of including broad experiences, perspectives and points of view.  And I’ve been able to share the variety of elements available, including Academy Award nominated films that provide entertainment value to share with family or friends.

My official diversity training began early in my career and initially focused only on ethnic/cultural differences.  Though the first class was likely over 25 years ago, I vividly remember learning from an African American colleague that diversity is not about color blindness.  Rather it is about actively recognizing, acknowledging and accepting differences.

Thankfully, a gay friend told me early in my career, how difficult it is to fit into a predominantly straight workplace.  Photos of their partners weren’t expected to be displayed in the office, invitations were often extended only to spouses and with so little information available with early cases of AIDS, unfounded fears of exposure existed.   I became sensitive and supportive of these challenges and universally began extending invitations to spouses or significant others.

Though various tools (Myers Briggs, Birkman, DISC, Social Styles Selling Skills) to understand and enhance individual and team performance weren’t then categorized as diversity initiatives, it is clear to me now, that these were critical early efforts to recognize diversity’s ultimate promise.  By best understanding ourselves and others, we have the chance to utilize the skills, strengths, preferred ways of working and new ways of approaching projects to improve individual, team and company performance. 

Years ago, I realized that diversity is like a multi-faceted diamond.  It is far broader than even the nine elements included in our MDA program.  Our family composition and dynamics, education, where we were raised, skills, abilities, experiences, physical traits, emotional well-being, attitudes and outlooks all influence how we present ourselves, interact with others and perform the roles we play.

Some discoveries from the different program elements and suggestions include:

• Micro-inequities can play a huge part in discouraging, disengaging or losing valuable perspectives.  Thus exercising the Platinum Rule has huge importance.  The Platinum Rule indicates that we should treat others as they expect to be treated.  This has far greater potential than the more broadly advocated Golden Rule.
• Gender issues must be taken seriously by men as well as women.  Unless we are all committed to using the entire workforce, we will fail to realize the gains available when females are more broadly represented in board and leadership positions.  New books like Sheryl Sandberg’s Lean In and Bonnie St. John’s How Great Women Lead expand the dialogue and raise awareness of the opportunities that exist.
• Religious speech in the workplace is allowed, even if controversial, just as other nonreligious speech is allowed.  Speculation of negative feelings or impact is not sufficient to thwart religious expression.
• “Overqualified” is a seemingly politically correct way to address a prospective employer’s concerns that an older worker might be less committed to a job.  Until we understand a person’s true interest in a job, we risk unintentionally failing to hire the best, most experienced candidate.
• “Looksism” is another diversity element not included in traditional diversity programs.  It is easy to discriminate against another because of appearance with or without consciously acknowledging these biases.

The MDA program has great potential to broaden our expectations of gains to be realized when we choose to be truly inclusive of the differences that make each of us unique and special individuals.   As more colleagues tackle the curriculum, we have the chance to overcome biases, increase respectfulness and improve performance.   And we add another common language for achievement - bronze, silver, gold and platinum.