The Five Diversity Myths Still Alive and Well in Corporate America

Martin Davidson holds post-graduate degrees from both Harvard and Stanford and is a professor and Chief Diversity Officer at the Darden School of Management at the University of Virginia. His latest work delves into why diversity initiatives are so faulty in the American workplace. Here he presents five of the most common diversity myths that still rule most American businesses:

Myth 1: Having diversity will increase performance and profits

Why it’s a myth: Having greater diversity in your team and in your organization only helps if you understand what to do with it. Bringing together people of different ethnicities, genders, or sexual orientations and saying “go to work” is a blueprint for failure and several studies bear this out. The key is being strategic about what kind of diversity you need to get the job done and going after it.

Myth 2: If you increase the number of women and people of color, you have increased your diversity

Why it’s a myth: Of course gender and ethnicity play a role in the way people see things. But the value of diversity doesn’t come from the appearance of a person. Rather, it comes in taking advantage of diverse perspectives to create business results. You can have a group that very much looks like the rainbow, but thinks pretty much the same -- and in that case, you haven’t increased your diversity at all.

Myth 3: Diversity efforts always benefit women and people of color

Why it’s a myth: White males are the generally the dominant group in the U.S. workplace and often believe they have the most to lose -- jobs, promotions, status -- when it comes to diversity. But women, people of color, and other people who are different also resist when diversity rhetoric and norms of behavior single them out and put them under a microscope. If diversity is only about counting heads, neither the organization nor “diverse” employees benefit in the long run.

Myth 4: A diverse workplace is ideally a harmonious and integrated workplace

Why it’s a myth: When diversity is working at its best, people are constantly bumping up against new ideas and perspectives that challenge long-held beliefs about how they see the world. I don’t know about you, but that activity usually unsettles me. A workplace in which differences are being leveraged is dynamic, energized, emotional and rarely boring. If you think that the ultimate vision for true diversity is constant harmony, think again.

Myth 5: Corporate leaders who want to increase race and gender diversity will make it happen

Why it’s a myth: Leaders constantly juggle the need to meet business goals with the need to meet diversity goals -- often causing them to choose between either increasing race and gender diversity, or focusing on corporate performance. Because diversity is not well-linked to performance, they have to choose that which will take precedent -- corporate performance. An added cost: these leaders -- who really want to do the right thing -- end up worried that they will be seen as biased because they aren’t making progress with diversity. The only solution to this is to make diversity efforts and corporate performance one in the same. Leveraging difference, not managing diversity, can do just that.

Thoughts, reactions, ideas?


Anonymous said...

Geez, these differences extend beyond skin color and gender. There is diversity of style, thought, intellect, too.

People have difference strengths and weaknesses - without necessarily meaning one is better than the other.

Bean counters simply think and work differently than salespeople.

Both are needed and valuable to the business!


Tesse said...

The five diversity myths and the responses are practical and realistic. These are universal as the apply in the United kingdom as well.

Anonymous said...


Anonymous said...

Hi there, of course this paragraph is truly pleasant and I have learned lot
of things from it about blogging. thanks.

Stop by my blog; seo company in chennai

Anonymous said...

Hello there, I discovered your website via Google whilst looking for a similar topic,
your website got here up, it appears to be like good.

I've bookmarked it in my google bookmarks.
Hi there, simply was aware of your weblog thru Google, and located that it is truly informative. I'm gonna watch out for brussels.

I will appreciate when you continue this
in future. Many other folks can be benefited out of your
writing. Cheers!

Also visit my page;

Anonymous said...

Yes! Finally something about diabetes and depression.

Feel free to visit my web-site - relic watches

Anonymous said...

It is not my first time to pay a visit this web site, i am visiting this
web page dailly and get fastidious information from here daily.

my web-site - mens relic watches

Anonymous said...

Nice blog here! Also your site loads up very fast!
What web host are you using? Can I get your affiliate link to your host?
I wish my web site loaded up as fast as yours lol

Here is my web-site :: ms Office home business

Anonymous said...

I am really loving the theme/design of your weblog. Do you ever run into any web browser compatibility problems?
A couple of my blog audience have complained about my site not
working correctly in Explorer but looks great in Safari.
Do you have any ideas to help fix this problem?

my web site ... seo company

Anonymous said...

I think that everything posted was very reasonable.
However, think on this, suppose you added a
little content? I ain't suggesting your information is not solid, however suppose you added something that grabbed a person's attention?
I mean "The Five Diversity Myths Still Alive and Well in Corporate America" is kinda vanilla.
You could peek at Yahoo's home page and note how they create post titles to grab viewers to click. You might add a video or a picture or two to grab readers interested about what you've written.

Just my opinion, it would make your posts a little bit more interesting.

Here is my weblog Bmi for Women chart