Celebrating Diversity

Last night we celebrated a life event with a friend. We met at a restaurant in Virginia, on the outskirts of The District. The place was packed. The patrons ranged across the gender and nationality rainbow. As I observed the crowd I wondered how there could be such turmoil and upheaval over diversity and simultaneously this eclectic and diverse group could share common ground and enjoy each other along with the unconventional entertainment.

Make no mistake, the establishment broadcasts its unconditional embrace of diversity. Still, people came. The broadly diverse crowd expressed their diversity in every rainbow color imaginable. Still, people came. The entertainment was not Broadway content. Still, people came. And there was movement, conversation, dancing, laughter, food and drink. The atmosphere was electric with acceptance. It's times like these that stoke the embers of hope into the fire of resolve.

One of the takeaways from the evening was "The world can be a welcoming and inviting place if we live and let live, open our minds and hearts to the wonders of those unlike us yet so much like us in their humanity."

Let's get on with living and burying the hatchet of hatred deep in the ground in an unmarked grave. Come share the beauty of life in all its colors and dimensions. Discovering the beauty of others will enhance the beauty in your heart.

Copyright 2017 DiCaro Consulting LLC - All Rights Reserved

Impressions First?

We make impressions on people.  What is an impression?  An indelible mark.. or is it a temporary image that fades over time?  Either choice can be positive, negative or inert.  First impressions, the phrase that is used to the point of nausea, bears visiting.  You will never get a second chance to make a first impression.  Just as true, "we may never get the opportunity to make a second impression if the first impression is offensive."

Nikki!  Welcome back. Remember me; the voice with the questions? Where are you taking us today?

Sit tight and follow along.  Yes, I know, offensive is in the eye of the offended.  We can't please all of the people all of the time.  That does not grant us poetic license to run roughshod over detractors.  One goal should be to connect with as many people as possible through positive first impressions, enabling opportunities for follow on impressions.  Walk away from incendiary encounters.  It's the most expeditious way of derailing grief, hard feelings and the scars inflicted by the caustic acid of vitriol.  This is how we win friends and influence people while protecting our inner core.  It may sound like glad-handing or pandering; retreating in the face of battle.  Far from it if you are sincere in your approach to relationships.  Maybe we can look at it this way:

We all want to make positive, lasting impressions.  That should be one of the overarching goals when we enter the life of another.  Unless we've got a fatalist streak and we embrace failure like a warm and welcoming blanket of insecurity, we don't want to leave negative impressions with people.  Those impressions, which have a long shelf life, a longer half-life than plutonium and can overwhelm or distort impressions left by others, identify us.  That's right.  Your first impressions can positively or negatively impact my ability to be viewed positively.

So this is all on me?

We all share responsibility for advancing society to accommodate the changing human ingredients in the melting pot that is the United States.  Who we are should be important to you.  It's important to me.  I want people to want to be around me.  I want to be welcoming and welcomed.  I want to bust the bias.  Yes, I know that's not always going to be the case.  You can't make people do what you want them to do all the time. But you can persuade, influence, guide, nudge, etc.  People respond better to soft emotional touch.  Show your good side always.  Never force feed anyone your views or beliefs.  Never discuss politics or religion - these are two ignition points for negativity.  People own their opinion.  People are entitled to their opinion.  Debate fact, not opinion.  Be flexible in your approach.  The coppery aftertaste of an unpleasant encounter will unduly influence even the heartiest of constitutions.

Be the voice of reason; the voice of unity; the epitome of common sense.  We will all benefit from it!

Copyright 2017 Nikki DiCaro - All Rights Reserved

The Case for Diversity

Diversity is defined as the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization programs intended to promote diversity.

The world is abuzz with the term “Diversity”.  The state of being diverse is a broad concept; including people places and things.  We use the term as if mentioning it in the context of any conversation makes us smarter; more worldly, wiser.  In terms of people, the word “Diversity” has been kicked around before it was kicked down the road for the next person to either pick it up or kick it further down.

When the word [Diversity] is proudly invoked in a corporate context, it acquires a certain sheen. It can give a person or institution moral credibility, a phenomenon that Nancy Leong, a University of Denver law professor, calls “racial capitalism” and defines as “an individual or group deriving value from the racial identity of another person.” It’s almost as if cheerfully and frequently uttering the word “diversity” is the equivalent of doing the work of actually making it a reality. (Holmen, Anna, First Words: Has ‘Diversity’ Lost Its Meaning?, 2015)

Let’s try to make this process a little simpler.  In terms of people, how do we measure Diversity?  What are the Key Performance Indicators (KPIs) against which actual Diversity is measured?

Understanding what we want to define is the first step to determining objective measurements against which to compare progress.  Gathering baseline information is the second step.  What does Diversity really mean?  If we begin with the definition stated above, how do we know we’re diverse?  Where is the threshold, the milepost, the checkered flag, the goal, the objective?  How can we apply the definition to ensure we are accomplishing laudable goals?

Are KPIs based upon population norms?  Are they based on diversity of the customer base?  Is attempting to measure Diversity worthwhile?  If so, why?  These are weighty questions.

Diversity is important and potentially critical.  Why ‘potentially’? Because of the reality of its nature as a moving target.  Diversity is fluid; ebbing and flowing.  In order for Diversity to move from goal to reality, it requires acute evaluation of the environment, ecosystem, areas of focus, into which we desire Diversity to take root and flourish. 

If the target is workforce, instituting changes in various practices including, but not limited to: attracting/hiring, promoting, training, nurturing, retaining, disciplining and discharging are the primary areas.  Being on the wrong side of Diversity can fuel thoughts of discrimination.  Measuring Diversity is longitudinal.  Do the markers change as times change? 

Diversity requires connectivity between all levels of the organization.  Decision-makers must not only support but must also be consistent advocates for Diversity.  Every gain achieved through Diversity must be captured and retained.  Success requires foundations, solid foundations.  The effort invested in executing the strategy should be matched by the effort to retain each gain; use the knowledge gained from each success and each failure to ensure failures are minimized and gains are maximized.

Diversity “is an empty signifier for me now,” says Jeff Chang, the author of 2014’s “Who We Be: The Colorization of America,” though “I still strongly believe in the possibility.” Chang prefers “equity” to “diversity”, saying that the latter has been “deradicalized” from its roots in the multicultural movements of decades past. He recalls an anecdote about a diversity week at a Texas university where few white students bothered to show up. “Diversity”, Chang says, “has become a code word for ‘all those other folks.’” The problem with code words is that they’re lazy: They’re broad rather than specific, and can provide cover for inaction — the “I don’t know how to do this or what it means, so can someone else please do the work for me?” maneuver. (Holmes, Anna, First Words: Has ‘Diversity’ Lost Its Meaning?, 2015)

Diversity isn’t only about achieving hiring goals and targeted employee mix.  Diversity includes retaining, nurturing, coaching and mentoring talent.  This requires building connective tissue between mentors and mentees.  Mentorship requires career paths that are objective; buy-in by the mentors, monitoring of progress as gauged by follow-up with mentees.  When diversity permeates every aspect of an organization, employees, prospective employees, customers, prospective customers, suppliers, investors, etc. will recognize the depth and breadth of the organization’s progressive nature, establishing and perpetuating enduring relationships.

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Nikki DiCaro is a freelance writer, advocate, speaker and trainer on unconditional equality, diversity and inclusion.  Her organization, DiCaro Consulting LLC, works with individuals and organizations to support diversity and inclusion.  You can find her at her website, on Facebook, LinkedIn and Twitter.