WITH THE TOPIC OF RACE RECENTLY IN THE NEWS IT BEGS TO ASK OURSELVES HOW DIVERSE IS OUR WORKPLACE AND WHAT IMPROVEMENT TOOLS CAN LEND THEMSELVES IN ASSISTING WITH DIVERSITY

It amazes me how Facebook works coming from the old days where social media didn’t exist, but I see all sorts of insane, racist posts from people screaming about how they aren’t racist or calling each other racist. The fact that social media gives people a vehicle to share their thoughts it clearly infuses hatred and arguments regardless if you’re racist or not.

How do we know if racism truly exists in work places? Is there a way to know if you’re being treated unfairly due to race or do we assume that it does not exist?? Better yet do we not bring it up to avoid and squash the topic???

I don’t know the answer to the questions above but I do know that the tools we use at our consulting firm can lend themselves to assisting us with driving positive change in an organization and better yet assist in implementing a good diversity program.

Let’s take your traditional Organizational Change Management methodologies that are out there. Most of them start with assessing the readiness of your organization or initiating change. Thus, I believe that with an effective communication plan for your diversity initiative and training strategy an organization can have a more successful program.

In addition, most Organizational Change Management methodologies have a planning and execution phase. These tools can be used to gain stakeholder buy-in and leadership buy in to your diversity program. Within the exaction phases you can use those tools to ensure that we measure the impact of a good diverse organization.

Let’s just imagine a nation where police men were properly trained to deal with certain situations but also imagine a nation where people respected police men and went through training or got communication on how we are supposed to treat and respect police men. Even taking these tools to another level could we even train and communicate to the media how to properly report incidents without taking sides.

Sounds like a far stretch right ? I don’t think so, if we used more tools and understood all stakeholders I think it could be done but its gonna take everyone doing their part and its going to take proven change management tools to facilitate the change.