If you are like many leaders it is probably a challenge to get through your To Do list and deliver your everyday goals. If you prioritise your medium and longer term goals too, this post may appeal to you.
What Effects Does Dominant Group Thinking Produce?
Here is a 58 minute video by anti-racist speaker Tim Wise, which is worth a look, if you have time and you have stretching leadership goals which are inspired by your equality and diversity values. In case you haven’t time for the full video there are excerpts on Youtube which you can search for.
To my mind the key take away from the video is this: Being in the dominant group can leave you thinking you have the luxury of not having to care what other people think. That attitude will make it harder to deliver on equality and diversity goals.
The upside of dominant-group thinking is simple: You face no obstacles to getting your goals accomplished. You don’t experience anxiety. You also don’t need to spend time on reflection about the impact of your words. You can behave as you want to. After all, you are acting on behalf of people like yourself, aren’t you?
How Do People From Diverse Backgrounds Respond To Dominant Group Thinking?
People from diverse backgrounds in your current or potential audience may take a different view. On the least damaging end of the scale if you misspeak on a one-off basis you may not face any lasting consequences. Get in wrong often enough and the authenticity of your brand values may be called into question.
What Are The Real World Consequences Of Sending Out The Wrong Equality And Diversity Messages?
In the US, major league basketball franchise owner Donald Sterling has experienced some major consequences following media coverage of comments he made about the sort of person he wanted courtside. Being banned for life from the NBA and forced to sell his team, the LA Clippers for $850m, may influence him to rethink his approach to equality and diversity.
In the UK, BBC television Top Gear’s presenter Jeremy Clarkson is reportedly on his final warning from the corporation, after another controversial week. Notwithstanding the 350 million viewers his programme receives globally he is having to rethink his approach to how he broadcasts.
Thee are high profile examples, but I think the basic principles are applicable to businesses generally. Take a few moments to review your situation. How well do you feel your organisation is doing on Equality And Diversity at the moment?
What Question Can An Authentic Leader Ask Of Themselves To Improve Their Equality And Diversity Focus?
Whether you are in the US, UK or further afield here’s a question that can ask yourself to improve your leadership:
- What action will I take, this month, as an authentic leader to help my organisation make better use of its diverse workforce (or to demonstrate our commitment to equality goals)?
Feel free to continue this conversation about the relationship between authentic leadership, your values, and equality and diversity within your organisation. Do let me know what impact your action has, when you start to see some results.
By all means take a look at the further ideas relating to your work and life goals in the Archive section here, on Facebook and Google+ too. Or if you are a Linkedin user you can View Roger Dennison’s profile and connect with me there.