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Navigating Complexity of Diversity in the Workplace


By Jimmy Earl, CVE In preparation for writing this article, I sought out some wise coun-


sel from the Frank Erwin Center’s publicist, Laura Bennett, a Univer-       from you. Working on this project together sparked active conversa- tions about diversity and inclusion and each of us walked away learn- ing something new about the world around us, so my hope for you after reading this is that you seek out opportunities to have these kinds of conversations.  


a young events manager at the Frank Erwin Center. I’ve been in the event and facility management industry for more than 40 years, and I can recall several instances when I have been the only person of color or the only male in a room.  


     lives. You can have a diverse collection of albums or movies, diverse tastes in cuisines, diverse sets of clothes and shoes, and we cultivate that diversity without even thinking. When it comes to diversity in the  In North America, diversity is widely associated with race; howev-


er, there are many more layers to it. Diversity encompasses several dimensions of human identity such as race, ethnicity, gender, gender    


 the Harvard Business Review, Forbes, Fortune Magazine and many more all come to the same conclusions. Diversity is good for your bot- tom line. Diversity makes teams smarter. Diverse teams boost innova- tion. And why? Katherine W. Phillips, a Paul Calello Professor of Leadership and Ethics and Senior Vice Dean at Columbia Business School, says, “Di- versity enhances creativity. It encourages the search for novel informa- tion and perspectives, leading to better decision making and problem solving. Diversity can improve the bottom line of companies and lead to unfettered discoveries and breakthrough innovations. Even simply  just wishful thinking: it is the conclusion I draw from decades of re- search from organizational scientists, psychologists, sociologists, econ- omists, and demographers.” We have an abundance of supporting evidence proving that diversi- ty is a necessity, so why are we not seeing more of it in the workplace?


Communica- tion barriers, resistance to change, wage equity,


uncon-


scious biases, cog- nitive biases, and stereotypes are all fac- tors that can come into play when recruiting and retaining diverse employees. One of the biggest obstacles organizations face is  An October 2017 Harvard Business Review article suggests that


leaders aren’t the best judges of their own inclusiveness. In fact, their study indicated that leaders who are the worst at valuing diversity are          Think about your organization. I’m sure the events and activities


you present include a diverse and wide range of programming be- cause it’s essential to the success of your venue. Now think about your  are bringing into your facility? What can we do to improve diversi- ty in our organizations, especially for our beloved Association and its leadership? There are several things we can do to continue to work toward a


more diverse and inclusive workplace. Look for diversity beyond skin color and gender. Educate yourself about unconscious biases. Seek out new sources of information and resources. Embrace diversity in both personal and professional life. Invest your time and attention in em- ployees who contribute to and support diversity. Take a stand against inappropriate behavior. Foster open, candid conversations with and among your colleagues. Remember that valuing diversity is an attitude and a mindset. The good news is that businesses and organizations are starting to bring diversity to the forefront in recruiting and leadership. Accord- ing to LinkedIn’s 2018 Global Recruiting Trends Report, diversity is ranked as the top trend in recruiting and we are starting to see more and more diversity in leadership roles. It’s inevitable, considering that  majority in the U.S. The world is indeed changing. Will you? FM


Jimmy Earl, CVE, is senior associate athletics director of the Frank Erwin Center at the University of Texas at Austin. He is also a past IAVM president and a member of the Diversity and Inclusive Leadership Committee.


IAVM 23


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