Do You Seriously Want To Achieve Gender Diversity?

Ensuring gender diversity is far more than merely affirmative action and getting the numbers correct — it’s not a simple problem and therefore there isn’t a simple solution.

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First, an admission of bias – I am an elderly, post graduate, white male, with extensive international management and leadership experience.

Second, an admission that much of what I read and hear about diversity makes me really angry!

Third, a statement of fact — during my career, I have recruited more females than males, and more individuals with different ethnic origins than me.

So, why does diversity talk make me so angry? If you can bear to keep reading, I’ll explain just four of my reasons.

Lose Respect, Lose Power — Earn Respect, Gain Followers

I had the privilege to work with Dr. Paul Marciano, a clinical psychologist who authored, “Carrots and sticks don’t work”, and we then co-authored the book, “SuperTeams: Using the principles of RESPECT to unleash explosive business performance”.

The common theme is that respect is a major driver of trust, teamwork, productivity, … all characteristics of successful organizations. But, our research identified that in most organizations, disrespectful behaviors are prevalent.

Many disrespectful behaviors are directed towards females and inhibit them from wanting to progress. Thus, until we achieve truly respectful working relationships, attempts to resolving diversity issues will be draining, ineffective, and unsustainable.

Do you listen to the ones you have?

About two years ago, I was helping a company with their strategic talent management. One day, I attended a Senior Management Forum, at which, their process was being reviewed when the head of a Division said, “We really must focus on getting more women into senior roles.”

There were many sage nods and grunts around the table. Then, quite suddenly, the chairman banged the table and demanded, “Why the heck would we want any more when most of you don’t listen to the ones we already have?”