If Diversity Turned Into A Game, What Level Would You Be?

Some companies make diverse workers feel supported and welcome, while others send conflicting signals that stir anger and resentment. The mission statement of the company may say that it embraces diversity, yet none of the photos in the building or marketing materials reflect the organization's rich diversity.

Over the years, I have worked for companies with authentic diversity messages and for those that were a work in progress. From those experiences, I've identified four levels that great companies reach in their journeys toward competency:

Level One: Resistant Learner

This stage is the hardest to exit. It is natural for individuals within companies to push back against change. Baby steps may be needed when there is no consensus or pain yet. I found it helpful to catch colleagues getting it right. Send brief notes praising colleagues with cultural acumen or cultural competence. Soon, you have a movement.

Level Two: Curious Explorer

Where do we go for help? Who can we call? At this stage, I found it helpful to do a test drive. Develop a small pilot program, and monitor the results. Call in the experts.

Level Three: Critical Thinker

Anticipate the responses to these new ideas. Before you do, listen to the people who dread change. Adopt language that addresses their specific concerns.

Level Four: Champions

Reward workers who lead by example and show colleagues how to get it right. People pay closer attention to cultural competence when they realize it can bring higher sales, more money, and a better job.