Every type of business, whether it is a bank, hotel, film company or restaurant, has its "inner circle" whose members decide how the organization will fulfill its vision and mission.

If one looks closer, it is often the basis for membership in this circle that is the most significant source of an organization's diversity issues. Diversity education is one tool that transforms this exclusivity into a Circle of Inclusion.

People have a basic, primal and instinctual desire to belong – to feel connected to a family, church, sports team, gang, fraternity or other group. Remember back to elementary school days: it is recess time and there are groups of children playing on the playground. Look around, there is always a child or two playing alone or just standing around, not part of a group. The groupings continue in high schools where the cafeteria frequently looks like a mini United Nations conference with students grouped by country of origin, gender, color or some other visible trait.

A workplace offers yet another opportunity for people to connect and feel a sense of belonging. However, as in younger days, there are always individuals who feel excluded from the workplace inner circle, which is another form of a "cool" or "popular" group from school days. The feeling of exclusion turns into hurt and angry feelings for the outsider who would prefer to be one of the select few. On the other hand, the members of the inner circle are in tune with the organization's values, including the desired behaviors and personality characteristics of what it takes for membership. Another source of diversity tension is when the people on the inside look at the outsiders as not having what it takes to be a part of the inner circle.

Those of the inner circle know the unwritten code – they know what kind of contributions to make to the organization and they are rewarded for this knowledge. The people on the outside only know that their offerings come up just a little bit short. What is worse for the organization is that the people on the outside typically do not have sufficient data to make an offering that will be valued enough to bring them inside.

The organization committed to resolving diversity issues has discovered the benefits of fully maximizing its people resources. Imagine if the "other" people in an organization are actually given enough information to fully contribute their abilities and passion to the organization's vision. Imagine what could be accomplished with a Circle of Inclusion where everyone utilizes their natural talents for the achievement of the organization's vision.

The question of an organization's diversity commitment really is a question of willingness, i.e., are the members of the inner circle willing to expand the circle and include the "other" people? As long as there are people outside looking in and feeling they are viewed as not making a meaningful contribution, there will be diversity issues, tension and lower productivity in the workplace.

Diversity education's focus must be the expansion of the inner circle to create a Circle of Inclusion. What thought patterns must shift for the inner circle to dismantle the artificial boundaries often set up in organizations? What thought patterns must shift for the "other" people to see they have a pivotal role in this new Circle of Inclusion?

The pertinent elements of diversity education that create a productive, profitable and happy workplace culture include:

1) Taking responsibility for eradicating the prejudices, biases or judgments that say, "You seem different from me and therefore there is something fundamentally wrong with you." Article by Karen McPhee Diversity Matters kmcphee09@gmail.com

2) Developing an organizational mission that is tied to uplifting some aspect of life on Earth. This could be a commitment to genuine, friendly customer service or providing a product that truly revolutionizes a person's life.

3) Making an honest determination of what kinds of abilities are required to meet the organization's vision and mission.

4) Sharing truthful communications about the organization's vision and mission.

5) Making an honest assessment as to whether there is a place in the organization for the individual to make a meaningful contribution of his/her natural abilities.

The cornerstone of these five elements is clearly number one - for it is the shift in thought patterns that makes the Circle of Inclusion a reality. Are you willing to change your mind?

Karen J. McPhee of Diversity Matters has multi-dimensional life experience which includes working as a teacher, CPA, lawyer, workshop facilitator and human resources senior executive. For over seven years Karen was a senior executive in a Fortune 500 company where she created and implemented a company-wide diversity initiative. She also acts as a mentor and contributes volunteer services to several organizations.

kmcphee09@gmail.com

Circle of Inclusion – McPhee – 1-15-08. Used with permission from the author.