Does diversity in the workplace ensure workplace equality?

No

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by Stanley W. Shura

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Even as your workplace may employ personnel whose races, ethinicities and skin tones cover the full spectrum on the cream-to-dark chocolate rainbow, or whose gender and/or sexual identities likewise hit nearly every variety on the continua, and, yes, people whose range of inherant and biological capacities and abilities is wide indeed, it is not guaranteed (or even implied) that the environment, culture, or even policy ensures true equality and acceptance of the myriad manifestations of these differences, nor even the matters of opportunity, access, wage parity and fair treatment that have little or nothing to do with one's unique demographic status.

Put simply, demographic diversity is but one facet of an accepting and truly equal-opportunity environment. Yes, that such a wide spectrum of individuality is reflected within the workforce of a particular company is a very good sign, and an indicator that the attitudes and practices of that company do promote fair play and reward hard work. It is no guarantee however, and invites a precautionary kudos with a reminder that the culture and life of a given workplace - and workforce - is a dynamic and breathing entity, and the well-being and fair treatment of everybody is a matter to which attention must steadfastly be paid.

The good news is that that work has already begun in that when your workforce is diverse, it is collectively more experienced by virtue of its multi-facetedness, more broadly talented in terms of communication styles and interpersonal strengths, and likely more worldly in its base knowledge, experience, and even business etiquette and social graces and grace in general. It is thus much more conducive to fostering a continued attention toward an actively open-minded milieu, and makes it just that much easier and less of a fad or trend to address these "atmospheric" issues quite directly. And, in a rather meta sort of way, the conscious minding by everyone of the well-being of the each individual can itself become just another aspect of this positive and productive atmosphere.

This is not by any means a mere matter of creating or maintaining a "warm and fuzzy" workplace. It is not the realm of inter-office politics or personnel management. Mindful equality is not only good "politics", as well as a legal and moral mandate, but good business practice and general management as well. Surely we have gotten beyond the attitude that dismisses these as "touchy feely" issues. By now, such derision is becoming rather antiquated, as the "fad" of workplace sensitivity, borne largely as a legacy of the 1991 Thomas confirmation hearings and the testimony of Professor Anita Hill, has come and gone and, I dare say, been replaced by a regular and natural attitude reflective of a more courteous workplace demeanor, or at least a continued trajectory in that direction.

A diverse workforce does a great deal toward encouraging and sustaining an "office politic" of equality, and indeed an authenticity of this just and important attitude. But in order for the culture of one's job to remain supportive and active in the practice and example of equality, attention and diligence must be consciously paid.

A truly diverse workforce is surely up to that task.

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