Bryan asked...

Hi Di,
My question is: What is the best way to get mid-level managers, and specifically asking about white men, driving the inclusion train as opposed to leaving it to chance?

October 31, 2009 9:48 AM


Hey Bryan,

Great question! I think, one of the best ways to get white guys to drive the train of which you speak, is to help them understand that the phrase "valuing diversity" does not mean valuing everybody except white guys. Unfortunately, too many people still think "diversity" means non-white. More often than not, when the media discusses diversity they show pictures of everybody expect white men. And when companies refer to their "diversity hires" they are almost always talking about everybody but white men. Just look at the various websites advertising career opportunities that refer to non-white job seekers as "diversity candidates." A large part of the confusion and continued feelings of exclusion on the part of white men stems from the fact that too many folks continue to cling to old "diversity" language and have yet to adopt a more inclusive mind-set about who is diverse and who encompasses the diversity we're supposed to be valuing.

In my travels on the transformation highway, I've encountered several white men who have accepted the challenge of driving the train to inclusion. They are willing and able to do so because they fully understand that inclusive relationships and inclusive environments benefit them just as much as they benefit folks who've been traditionally excluded. I remember reading a response Steven Spielberg once gave to an inquirer who asked why he chose to be involved with movies like The Color Purple and Amistad. He remarked that he wanted his African American children to know their history. In a nutshell, he understood that choosing to know and value the experiences people outside of his own culture would enhance his relationships with people who are important to him.

Although there are still too many folks from all cultures who just don't "get it", I'm encouraged by the fact that increasing numbers of inclusion champions are emerging in our communities and workplaces. Consider the growing numbers of straight folks who are standing up for the rights of gay people simply because they have a gay friend or relative. Or the increasing numbers of men who are playing an active role in calling for more research and funding to fight breast cancer, because they understand it will enhance the lives of their sisters, mothers, wives and daughters. When we begin to appreciate our similarities and our differences, we make choices that result in more inclusive relationships and environments for ourselves and others. I truly believe that a great many white, male middle managers would get with the program if we stopped focusing on the "diversity train" and show them where the "inclusion train" can take everybody. After all most personal transformations are motivated by the promise of personal gain. If I know the train is headed to a place where I want to go, I'm more inclined to buy a ticket, enjoy the ride, invite others to join me and even volunteer to drive.


Inclusively yours,
Di Versity