viewpoint
The Diversity Destination and Journey:
“Are We There Yet?”
By Pamela Arnold, President
F
American Institute for Managing Diversity, Inc.
For more than a quar-
ter of a century, the American
Institute for Managing Diversity
(AIMD) has been involved in
leading, guiding, and partnering with companies, academia, and
community organizations to advance the field of diversity. Many
of the inquiries that come to AIMD are related to whether the
“diversity” question has been answered and, if so, can we check
it off the list as completed?
In the words of a Karen Carpenter song from the 1970s,
there are times when I think that the “We’ve Only Just Begun”
song title applies to the diversity experience. There is more to
do and more to learn and, just when you think you’ve got it, the
journey and the destination are redefined.
“Are we there yet?”
How many times have you heard “are we there yet?”—
particularly on a long journey with children. The question is
usually asked repeatedly until the journey is over. But it is curios-
ity about the destination, and the excitement about what awaits
them that may be driving the questions. The subject of diversity
and the process of managing diversity generate the same type
of dynamics. All of us have heard this question or conversation
at some point in time as organizations and leaders work to un-
derstand and implement diversity and the elements connected
to it.
“Are we done yet?”
This is a different diversity question that also comes up and
implies that diversity is going to be finished or “done” at some
point in time. There is not an end-date out there that we will all
reach, or ever reach at the same time. Companies are working on
developing and expanding their business case for diversity and
creating a road map to follow for implementing practices that are
sustainable. CDOs, consultants, and educators are continuing
to research diversity, build diversity models, and expand the
view of diversity management. Students and employees across
all generations are asking questions and offering new dialogue
about diversity.
“Are we there yet AND are we done?”
Have we arrived at a final diversity destination point and,
once there, are we finished with diversity now? Feedback and
discussion from our constituents, students, practitioners, re-
searchers, and consultants tell us that we are still on the diversity
journey and there is more work to be done.
16 Pro f i les i n D i ve rsit y Journal M aY / J u n e 2 0 1 0
An example of this would be an organization that
recognizes that they are “diversity challenged,” so they develop
diversity education modules for all levels of the company. Over
the next 12 months everyone, including new employees, goes
through the training. Assessments performed both before and
after the training indicate that the training has increased diver-
sity awareness. But the journey is not finished. Now that the
employees have increased their learning, a plan needs to be de-
veloped to implement changes to the processes, systems, and
policies and procedures for sustainability. Additional steps may
include change management, organizational changes, additional
training, and other steps to keep moving forward.
The next time you feel compelled to ask, or you are asked
of the diversity destination “are we there yet,” consider these
points:
• The Diversity dialogue and journey is ongoing.
The search for diversity and inclusion answers may be
different for each organization, team, and individual—
and the solutions will be unique.
• Diversity Recruitment—Talent management.
Organizations are always looking for diverse talent to
bring creativity, imagination, and innovation to the
business and to the bottom line. Getting, keeping and
retaining talent is ongoing.
• Diversity is not limited to a place or thing or
point in time.
• There are no “one-size-fits-all” or “one-answer-fits-all”
solutions.
• Diversity, like people, is not static; it is always moving,
changing, evolving.
• There is no final completion date!
AIMD is excited about continuing the journey and serving
as the Global Positioning System (GPS) to help its constituents
move forward and foster breakthrough ideas and practices in
diversity through education, research and public outreach. Come
join us and enjoy the journey! PDJ
Pamela W. Arnold is President of the American Institute for Managing Diversity, Inc.
The organization is a 501 (c) (3) public interest non-profit dedicated to advancing
diversity thought leadership through research, education, and public outreach. AIMD
works to strengthen our communities and institutions through effective diversity man-
agement. For more information, please visit www.aimd.org.