from my perspective…
The Future of Diversity Training 2010 and Beyond?
By Linda Jimenez
Chief Diversity Officer and Staff Vice President—Diversity & Inclusion
I
WellPoint, Inc.
I’ve been a diversity
practitioner for 13+ years
and have been involved in
some aspect of diversity train-
ing within each industry in
which I’ve worked—property
and casualty insurance, gro-
cery retail, pharmaceutical, hospitality and healthcare.
Following the inauguration of our first black president I’ve
heard many individuals comment that “diversity training” is no
longer necessary. Really? We are living through an enormous
explosion of change around diversity and inclusion, not only in
the U.S., but also globally. And, in my perspective, we are still
confronted by diversity tension from well-recognized “isms,”
and new diversity dimensions based on our ever-increasing
panoply of diversity.
Consider, for example, last year’s presidential election. The
campaign included a woman, an African-American, and a white
male over 70. The election process included many debates over
diversity dimensions which illustrated that “isms” were still a
part of the fabric of our society—either in the form of age-
ism, sexism, or racism. The focus during the election wasn’t
always on the candidates and the requirements of the position
or their qualifications for office. Do you remember the fierce
discussions about Hillary “crying” on the campaign trail and
the constant focus on her hairstyle and wardrobe? Do you re-
member the heated comments about Barack Hussein Obama,
his middle name and the perceived race/ethnicity assumptions
made around his name which prompted some to question his
ability (and loyalty) to lead the United States? And, although
I wasn’t a McCain supporter, as a baby boomer, I came to his
defense when others questioned his age and indirectly his health
to assume the role of President. Clearly we are not beyond
assumptions and stereotypes based on race, age, and gender to
forego diversity training altogether.
And, let’s not forget the 2007 firestorm started by Don
Imus’ disrespectful and degrading racist and sexist comments
and slurs attacking the Rutgers women’s basketball team. Did
he really think a “mea culpa” that said we should all relax and
14 Pro f i les i n D i ve rsit y Journal January/February 2010
“…not worry about some idiot saying something meant to be
amusing…” was enough? It wasn’t, and his actions resulted in
him losing sponsor support and ultimately his job. When indi-
viduals with a pulpit to influence millions make such startling
comments freely, can we truly say we are done with diversity
training and can fold up our tents and go home?
There are now four generations in the workplace, each with
very different workplace expectations. Social networking is ex-
plosive and spreading internally and externally within our work-
force, our workplaces, and our marketplace. Multigenerational
diversity brings with it a focus on new technology (e.g., iPhones,
BlackBerrys, IM’ing, texting, Tweeting, YouTube), a new
language (“r u there?” “omg – did u c that?”), new workplace
norms (e.g., earphones connected to an iPod to block out office
noise while working in a cubicle), and a vast array of legal con-
siderations (e.g., the dos and don’ts of social networking when
used in the workplace).
Companies are doing business globally, and that makes cul-
tural competence a strategic imperative. Being culturally com-
petent means that a person understands, and is highly aware of,
the process of adaptation and how much they might need to
adapt their behaviors around different business functions. For
example, when managing Chinese subordinates, should a U.S.
manager maintain a participative-oriented style that encourages
self-empowerment, or shift more to a hierarchical, directive ap-
proach more common to Chinese business?
From my perspective, the importance of diversity training,
education, and awareness—fluid and adapting to the myriad of
diversity dimensions that continue to evolve—remains a strate-
gic focus for 2010 and beyond. For all the transformation and
change taking placing within our workforce, workplace, and
marketplace, we all have so much more to learn. PDJ
Linda Jimenez is a native of San Antonio, Texas, and attended
the University of Texas at Austin where she received her B.A.
with honors. She is also a graduate of the University of Texas
School of Law and has spent 20 years specializing in labor
and employment law.