I believe the same is true about people: only a small percentage of who we are is discernible above “see” level.
00-08 THE MANY DIMENSIONS OF DIVERSITY
--Linda Gravett, Ph.D.
To many people, “diversity” means differences in race, or at most, differences in race and gender. I believe that successful organizations take a much broader view of diversity and find ways to harness the talents of a workforce that has differences in terms of age, race, ethnicity, education, gender, and other characteristics.
I’d like to use the analogy of an iceberg to describe how broad diversity really is. Geologists have said that only the tip, or about 20%, of an iceberg can be viewed above the water.
I believe the same is true about people: only
a small percentage of who we are is discernible above “see” level.
As most people what has shaped their world view and made up their character and perspectives, and they’ll respond by providing examples such as “work experiences”, “personality”, “religious beliefs”, “marital status”, and “education”. Our “people iceberg”, then, takes on a new form:
There is certainly more to who a person is, then, than what can be viewed just
by looking at him or her. However,
we’re often quick to assess a person’s abilities and talents based on
appearances. This quick judgment
could cause us to miss hiring or promoting a person who truly is a star
performer!
Several years ago I was giving a presentation at a convention center in a Midwestern city. As I walked through the parking garage to the convention center, I was evidently being observed by a fellow whose occupation was mugger. Perhaps because I’m female and relatively small in stature, the mugger decided that I was an excellent choice for mugging victim. As I entered the garage elevator, this very tall, muscular man ran in and immediately started for my purse. I don’t wear a sign that says, “I study martial arts – mug at your own risk.” This person found out in three seconds that he’d make a mistake – and he received a broken nose as a permanent reminder!
How often do we make errors in judgment in the workplace about someone’s capabilities – to the detriment of our team, department, or company? Valuing diversity means, in part, taking time to discover peoples’ dimensions of diversity and assessing their capabilities after having a chance to move beyond “the tip of the iceberg.”
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