gives a man a low, no-haggle price for a new car but gives
a woman a much higher price. “The men in the session
were so stunned that women were sometimes treated
that way,” says Vallot.
But not all diversity training sessions use external
examples to talk about internal issues. Some trainers
choose to go right to the core. In Waite’s session, the fa
cilitators presented actual case studies of diversity insen
sitivity in the firm. In one case, upper management had
denied a qualified Asian analyst a promotion because
English was not his first language. “The training let peo
ple know that these things do happen. If you haven’t had
personal experience with [discrimination], you might
think diversity training is hogwash,” she says.
The lecture component of the sessions can vary con
siderably, from spelling out general diversity do’s and
don’ts, like avoiding racial jokes and insensitive state
ments, to giving diversity trainers a chance to share per
sonal anecdotes. Texaco’s lectures stress the importance
of embracing diversity and difference as a competitive
advantage. Lindy Korn, president and CEO of
Williamsville, New York’s Diversity Training Workplace
Solutions has developed a “psycho-legal” approach to
her lectures that teaches employees not just the legal
ramifications of racial and gender bias, but also the
emotional effects of a hostile work environment.
Although participants think that certain aspects of the
training are particularly effective, their opinions are
mixed on the sessions’ overall impact on their compa
nies. Nunes and Jones feel their training neglected their
company’s most pressing issues of gender inequity and
career mobility. Williams believes his training, and
diversity training as a whole, are irrelevant in a largely
homogenous workplace. “Diversity starts with hiring,”
he says. Nevertheless, some people, like Ray, see tangible
benefits. “Diversity helps the company because you get
different ideas and perspectives distributed through the
group,” says Ray. “The more diverse a company, the
greater competitive advantage it has.”
Velasquez tells of one participant who was quite out
spoken about his aversion to the training, but because the
class was mandatory, Velasquez insisted the man remain.
“The first third of the class he was blocking me, but by the
last third he was participating. As he walked out, he said,
▼ experience.com
Find out which companies are the most dedicated
to diversity at www.experience.com/peacock.
‘I’m glad you made me stay.’ That’s a small statement, but
a huge breakthrough,” he says. Such breakthroughs seem
to come with diversity training that includes compo
nents—be they films, personal stories, or exercises—that
impel people to evaluate their current perceptions and
actions and even consider changing them. Being open to
such changes—and to the very idea of diversity train
ing—helps ensure that each of us is comfortable being
our most brilliant, productive, and diverse self. O
Darn Cook is a television, magazine, and online writer
whose credits include MTV Networks, Vibe, The Source,
and BET Online.
*Names have been changed.
/
diversity IQ:
did you know...?
In 2001, the BUYING POWER OF U.S. MINORITY GROUPS WILL EXCEED ITS 1990 LEVEL BY 95 PERCENT, totaling
$860 billion. African-Americans will control $570 billion of that.
& The Statue of Liberty has seven points on her crown, symbolizing that IMMIGRANTS FROM ALL SEVEN CONTINENTS
are welcome in the United States.
By the year 2004, the Census Bureau predicts that the Hispanic population will surpass the African-American population as
the largest U.S. minority group, with 37 MILLION PEOPLE OF HISPANIC DESCENT LIVING IN THE UNITED STATES.
It is estimated that ONE IN 10 ADULTS IN THE UNITED STATES IS GAY.
The toys and sporting goods industry has the HIGHEST PERCENTAGE OF BOARD SEATS HELD BY WOMEN
(26.9 percent), followed by the soaps/cosmetics, savings, and publishing industries.
SOURCES: AUGUST 2000 REPORT FROM THE SELIG CENTER FOR ECONOMIC GROWTH, THE DIVERSITY TRAINING GROUP AND CATALYST.COM
www.experience.com