Big picture, “managing diversity” vs. “managing”

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How is managing diversity different from just straight up managing? Well, managing diversity is a distinct subcategory of managing, in that it is strictly for hiring and maintaining diversity in the workplace and making sure diversity is not lost through the rough terrain of the bustling workplace. The diversity officer also ensures that once they bring new people on, that they stay on task and are taken care of in an appropriate manner, while optimizing company time and money.

What is a hiring manager? A hiring Manager brings on new people and ensures they stay on task and are taken care of in an appropriate manner, while optimizing company time and money.

So if you’re keeping track here, one specifically caters to diverse employees, and the other caters to “everyone else.” Which begs the question, why are we categorizing diverse employees separately from “employees?” Why does there australia phone number library need to be a diversity officer/manager? Shouldn’t someone in a managerial hiring position be of the 21st century, and therefore, able to “manage diversity?” Shouldn’t managing “diverse” employees be the same as managing “not diverse” employees? Where’s the connection here?

“Larger corporations are big political donors, yet in many cases, they are donating to politicians with social stands that go against stated company policies on diversity, in particular when it comes to same-sex marriage. It’s good if a CEO is personally overseeing diversity efforts, but if they are also responsible for donations to a politician who opposes same-sex marriage, what’s the point?”- Eric Rosenbaum, writer CNBC

Conflicting views and actions can confuse your hiring force, not to mention give your company a muddled brand image. It seems that the concept of diversity hiring is still a muddled, mud stew of contradicting force. Maybe most companies don’t have a basic good intention, maybe companies do need that reinforcing factor delivering on the promise of diversity.