Start a Task Force for Diversity
by Jane Hyun
How is your company's diversity program?
Simply recruiting minorities is not enough; a good diversity program needs to include strategies and programmes for managing and developing a multicultural workforce.
If diversity is an important issue for you, and your company doesn't have an active task force, you should consider starting a group or working with the existing committee to revamp some of its initiatives. Here's how:
Advocate for Change
Don't isolate yourself as a minority. If there's an Asian networking or affinity group in your company, become a voice that helps break down stereotypes by building bridges with senior management. Be an advocate for change. Realise that most people, including many Asians, are unaware that even positive stereotypes may be detrimental.
However, if there isn't an active diversity task force at your firm, talk to your HR representative about starting one. By initiating the discussion, you may be asked to head up one of the committees. Such a group can facilitate mentoring programs, a critical element for minorities and non minorities alike when it comes to breaking through any glass ceiling.
Make It a Business Imperative
Look for opportunities to tie diversity goals to your company's business plan. For example, one of my clients who worked at a large high tech company saw there wasn't an active Asian subcommittee on his firm's diversity task force. He noticed the firm's five-year plan included expansion into Asia and broadening its Asian client reach. Partnering with his HR director, he developed a written 10-page proposal for implementing subcommittees for Asian professionals in the firm.
Seize Opportunities to Get Experience and Exposure
By taking an active role in shaping your company's diversity program, you have the opportunity to advance your career. You'll have the chance to gain new skills and, more importantly, to play an active part in improving management opportunities for minority groups and otherwise making the company culture more inclusive.
Timing is everything when senior management is looking to identify future managers. Your active participation in diversity issues could signal to management that you're someone who wants to make a difference, and it could lead to more opportunities within your company's organisation.
Finally, be cautious when communicating your intentions about diversity issues to HR or senior management. You don't want to come across like the chief of the affirmative action police. Try to convey your passion for managing diversity by incorporating your company's vision into your discussion. When possible, provide statistics or competitors' best practices that demonstrate the effectiveness of having diversity committees. So go ahead and get active for your company's minority population.
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