工作中的多樣化分歧例子:
摘自Harvard Mentor
"I feel like a token." Some black managers suspect that whites can't see past blacks' skin color. For instance, at a management retreat, a newly hired African American VP of strategic planning meets key decision makers. They express no interest in her business expertise. Instead, they ask her to head up the company's new diversity committee.
"I feel marginalized." Racial minorities and women often feel relegated to the sidelines during important business discussions. For instance, during a strategy meeting, Manuela, a department head, offers a suggestion for implementing a new competitive strategy. The room is quiet until a white male manager echoes Manuela's idea. The CEO then expresses interest in the idea. Concluding that others aren't willing to hear her thoughts, Manuela declines to contribute during future meetings.
"I feel I have to work harder to demonstrate my worth." Managers who are members of the numerical majority can define expectations for others that feel demeaning or unreasonably stringent. To illustrate, when the leader of a small team comprising employees with college degrees hires several qualified people who have only a high school education, her boss begins requesting progress reports from these new hires that he'd never required before. The message? "I expect your team's performance to drop because of the new staff with less education." Though the newly configured team performs well, the director feels worn out by the pressure to constantly defend her employees' worth through meaningless reports. The following year, she accepts a position at a competing firm.
"I don't fully trust you." Sometimes members of the numerical minority doubt that their majority-member colleagues will support them if they make a mistake. So they avoid taking risks. A case in point: After several drinks at a business dinner, Carla complains to Anton, her new colleague, that "homosexuals are always advocating their agenda." Anton is gay but has not told Carla about his sexual orientation. He decides to keep his distance from Carla—which hampers collaboration between their two departments.
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摘自Harvard Mentor
"I feel like a token." Some black managers suspect that whites can't see past blacks' skin color. For instance, at a management retreat, a newly hired African American VP of strategic planning meets key decision makers. They express no interest in her business expertise. Instead, they ask her to head up the company's new diversity committee.
"I feel marginalized." Racial minorities and women often feel relegated to the sidelines during important business discussions. For instance, during a strategy meeting, Manuela, a department head, offers a suggestion for implementing a new competitive strategy. The room is quiet until a white male manager echoes Manuela's idea. The CEO then expresses interest in the idea. Concluding that others aren't willing to hear her thoughts, Manuela declines to contribute during future meetings.
"I feel I have to work harder to demonstrate my worth." Managers who are members of the numerical majority can define expectations for others that feel demeaning or unreasonably stringent. To illustrate, when the leader of a small team comprising employees with college degrees hires several qualified people who have only a high school education, her boss begins requesting progress reports from these new hires that he'd never required before. The message? "I expect your team's performance to drop because of the new staff with less education." Though the newly configured team performs well, the director feels worn out by the pressure to constantly defend her employees' worth through meaningless reports. The following year, she accepts a position at a competing firm.
"I don't fully trust you." Sometimes members of the numerical minority doubt that their majority-member colleagues will support them if they make a mistake. So they avoid taking risks. A case in point: After several drinks at a business dinner, Carla complains to Anton, her new colleague, that "homosexuals are always advocating their agenda." Anton is gay but has not told Carla about his sexual orientation. He decides to keep his distance from Carla—which hampers collaboration between their two departments.
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