Periodically, we'll expand upon one term used in the diversity arena to help define its usage in today's business setting.

Here are: Respect Diversity

Ever a Workplace Issue

The topic of respect comes up everywhere in the workplace these days - during training sessions, staff meetings, and organizational assessment, too. Some companies include it in their definition of workplace diversity.

In general, respect means the extent to which someone is valued, liked or esteemed, the extent to which a person is treated with courtesy, or the extent to which one's ideas are heard and welcomed.

What Is Workplace Respect?

In the early stages of a diversity project, we often conduct focus groups or interviews. Participants share experiences of how they are treated or regarded. Some say they are not respected or that they are undervalued.

One thing is clear. Not everyone defines respect the same way. Some people want respect as individuals. Others are sensitized to slights directed at groups - especially if they're members of groups that have historically been the target of discrimination.

Sometimes respect applies to intellectual capacity. Two scientists may not like one another personally, but they can have great respect for the rigor of each other's scientific processes.

A lack of respect in the workplace is poor business practice and can result in lowered productivity, lost customers, and dissatisfied staff. If unchecked, it can produce turnover and expose your organization to discrimination or harassment charges.

How to Build and Increase Respect

1. Make sure that every employee understands your organization's standards and policies.
2. Promptly interrupt inappropriate behavior and apply appropriate sanctions as needed.
3. Find opportunities to build a common understanding of the word respect.
4. Incorporate the notion of respect into training and development activities.
5. Apply the Platinum Rule.

Most of us have grown up with the Golden Rule: "Do unto others as you would have them do unto you." The Platinum Rule is: "Do unto others as they would have you do unto them."

Ever a Workplace Issue

Many people think that the term "diversity" applies only to demographics; that is, data about age, race, gender, or national origin in a given population. In reality, diversity means much more.

Dictionaries define diversity as the condition of being different. When we speak of "workplace diversity," we mean a range of mechanisms, behaviors, and perspectives that create an inclusive, welcoming working environment in which everyone is treated with dignity. Although the term can apply to "Affirmative Action" categories, in certain situations it can expand to include such differences as personal style or job role.

Think of it this way: on the broadest scale, a diverse workplace has no racial, cultural, or ethnic barriers. But on a personal scale, a diverse workplace goes much farther. Managers of a truly diverse and inclusive workplace ensure that all employees are treated with respect and dignity. They also make sure that an effective written plan for enabling such diversity exists, is communicated, and is used every day.

One of the ways in which some larger organizations tackle their diversity challenges is to put in place Directors or Vice Presidents of Diversity. These individuals work system-wide and strategically to ensure an inclusive, respectful business environment. They monitor the climate, advise the rest of the executive team, and oversee organizational interventions such as human resource planning and responsiveness to a diverse client base.