Nor had the training provided enough definition about how ordinary acts of management might have differential impact on employees because of their diversity. Beyond the scope of individual managers exists the organizational habits that, like perpetually-raised crossing gates, allow for inattention. Noone, including administrators who received the report, slowed its progress or set its brakes. The memorandum chugged its way into the files. And it is still there.
More Deep diversity requires more.
Internal consultants such as human resource, equity and diversity, labor and employee assistance specialists, touchstones for authenticity, confess that they have been disappointed that equity and diversity training has such short-term effect. Their routine interactions with ordinary employees about ordinary actions inform them of patterns within the organization that reveal its truer nature. Until everyday attitudes and actions demonstrate a genuine transformation at the level of the daily work of employees, the work has not been accomplished. More Deep diversity work encourages development of an organizational character that more athentically reflects truly American principles of equal opportunity, fairness and remediation. In organizations where these values are fully integrated, a diversity intervention reveals the precious find.