Over the years, some have wondered why developing and implementing a diversity program was so challenging. Many have attributed part of the difficulty to the natural resistance to change (e.g. uncertainty, discomfort, loss of control). Notwithstanding those who outright oppose the concept of diversity, the difference between understanding the concept and accepting the implementation of diversity initiatives is a barrier that has to be surmounted.
I am referring to people who agree with the notion of embracing diversity but are less than totally supportive of its integration into the fabric of the organization. This phenomenon exists in varying degrees from the boardroom where diversity policy is developed to the meeting rooms, offices, cubicals and shop floor where the policy is implemented. Simply put, the cognitive understanding of the benefits of diversity will not necessarily lead to its acceptance.
I have witnessed this phenomenon many times during my tenure advocating diversity in dispute resolution organizations. Diversity Resistance is the term I use to describe the interference that precludes the harmonious assimilation of diversity into an organization. The following are some examples of diversity resistance:
Diversity Resistance may seem like a mysterious occurrence in certain organizations because some are able to see it and others cannot.
(to be continued)
India passed its ground breaking Mediation Act, 2021 on December 15, 2021. It’s based on a national decision for mediation to be a force for a better country. From my...
By Charlie YoungThose of us who work in organizations are aware of how managers and staff are generally, reactive rather than proactive, regarding the interpersonal conflicts that arise in their workplaces. Unfortunately,...
By Cinnie NobleThis article sets the stage to learn about conflict escalation by playing a game. The game is called The Dollar Auction, and the rules are as follows. You are the...
By Douglas Noll