Diversity Resistance

by Marvin Johnson

August 2001
http://www.mediate.com/diversity/editorial1.cfm
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:

delaying consideration/implementation of diversity issues

attacking diversity as being too time consuming or complex
resisting the inclusion of people with diverse backgrounds in all aspects of the
organization
accepting/condoning the inequitable compensation/utilization of people with
diverse backgrounds
discrediting information provided by people with diverse backgrounds
unwilling to acknowledge and recognize the contributions of people with
diverse backgrounds.

Diversity Resistance may seem like a mysterious occurrence in certain organizations

because some are able to see it and others cannot.
(to be continued)
www.mediate.com/articles/diversedit3.cfm