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.
