Comments on: Ask the White Guy: Why Do ‘Differences’ Matter?

By: Anonymous

Anonymous — Tue, 08 Mar 2011 11:08:08 +0000

Diversity doesn’t necessarily mean equality. As the Black Race, and the female gender gain more and more power, the old ruling white male establishment must fall. Affirmative Action must be extended and expanded. Until there is a proper number of non white persons in positions of authority,you will have condescending white males still running the show and keeping the non caucasians in subservient roles.

By: Anonymous

Anonymous — Wed, 10 Nov 2010 22:56:37 +0000

If we start looking at all humans as just people, and show respect and acceptance, we wouldn’t have to worry about one group being treated differently than another, or as some call it special treatment.

By: Anonymous

Anonymous — Wed, 10 Nov 2010 08:37:39 +0000

That’s it. All these diversity statements start with the mention of ” special treatment”, completely wrong!This is not what we want ,we want the best qualified people no matter what, race, ethnicity, relegion, you name it. There are qualified individuals from all walks of life. Please! The “special treatment” assumption is what keeps people away from the diversity concept. Guest only please.

By: Anonymous

Anonymous — Tue, 09 Nov 2010 17:12:56 +0000

Luke, this is a very good answer to an all too common question! I am white and have experienced discrimination for a number of different reasons, but I find it interesting when many of the white people I know ask, “What is the big deal with diversity and inclusion” and “Isn’t this reverse discrimination”. I figure they just don’t get the big picture. I try to help them understand the importance of diversity but some still have the “Tolerate” attitude rather than an “Acceptance” perspective. Society needs to accept and welcome differences rather than to tolerate them. Toleration is a rather juvenile and pessimistic attitude toward a situation. We are all face situations we don’t like, but it is our attitude that will determine our success or failure.

By: Anonymous

Anonymous — Tue, 09 Nov 2010 13:55:19 +0000

You know, to make diversity really inclusive and to make it work, I borrow terminology form the Americans with Disabilities Act, particularly the phrase “reasonable accommodation”. Everybody is different, and they come from different cultural matrices (and we must remember people are all different within their cultural matrix!), so while we recreate our systems to be welcoming (not “tolerant”) to all, we must also work a bit to extend that welcoming and how the corporate culture works and rewards – reasonable accommodation. (That phrase also extends to religious differences, physical differences, different abilities, etc.)

Unfortunately, I hear the argument posted by the writer too frequently – and to me, it sounds a lot like “we welcome you to our melting pot – just come on, jump in and blend; you will succeed if you adequately mirror who we are.” Sorry, I am not convinced you will really value me for anything other than what I can do for your company and to fulfill the preconceived expectations you have of a “good employee” – not much room for me to be me as well.

I do want a workplace where I can be creative and contributive, a place I can thrive at and feel excited about, a place I feel my only limits to promotion are my performance and contributions. You aren’t apt to get so much from me if you provide a place that is unwelcoming and feels like I have to stifle myself at, a workplace I feel is drag to go to every day. I don’t want special treatment – but I don’t want conditional acceptance or marginalization, either.

By: Anonymous

Anonymous — Tue, 29 Jun 2010 02:26:42 +0000

I’m a 46 yr old of Japanese decent born in the USA. “White Guy’s” views are his to own… just as long as when he wants to (needs to) do business with the many other cultures that are not individual based societies, but community based…. that he understands that their rejection of him is more likely based on his cultural bias and not being culturally proficient. That is, if he was culturally proficient, he would understand “I” vs. “We” cultures.

By: Anonymous

Anonymous — Tue, 22 Jun 2010 07:54:29 +0000

Mr. Visconti, it’s Jason from RFS! Ok, I agree with this article completely. Big time business owners try to demean people whom are ethnically different from them; many of the caucasian race for sure. It’s absolutely unfair and ridiculous for you to be scripted as you walk into the room to hold your interview or during the conversation that you have with the manager over the phone. They have a lethal imitation of what your supposed to act like, and therefore they shy away from your employment opportunity without giving you a fair chance. Everyone can contribute to provide success to a company, and that’s why employers to me are the ones that appear like idiots. Why would you want your company to suffer due to a lack of employees when a perfectly qualified “black, latino..whatever” can get the job done and fill the gap; increasing profits for you! People have sick minds sometimes, and base their judgments off of stupid stereotypes. That’s why, when I become a lawyer, I’ll fight against prejudice toward any race in the workplace, or just the community in general! And BTW, Hello Mr. Visconti! :)

By: Anonymous

Anonymous — Mon, 21 Jun 2010 19:13:33 +0000

I’m sorry – that is the laziest management style there is. “Welcome to the company, now fit in to MY team.” Regardless of your team’s racial make up, each is a unique individual and it’s your JOB as a supervisor to provide that “special help” to make a productive and successful team.

By: Anonymous

Anonymous — Mon, 21 Jun 2010 16:04:41 +0000

If an organization simply strives to hire and promote “fairly” we would be off to a great start. Specifically, this means posting job opportuities without pre-selecting the hire. Allowing each person to compete for a promotion on their past contributions, skills and merit. If this happens, I have confidence that both organizations and individuals will fare well, and we will see more “diversity” and equity in the workplace.

By: Anonymous

Anonymous — Mon, 21 Jun 2010 15:28:00 +0000

I agree, most people, underrepresented or not, seem foggy on the definitions and parameters around diversity and inclusion. What if I am a person of color and am very religious- what does that mean about my definition of diversity in relation to sexual orientation? As an up-and-coming higher education professional, I deal with that sort of feeling a lot. On the main stage, several power holders (majority White people) claim they value inclusion yet mimic the thoughts of the letter– “C’mon, let’s just get over our differences and work together now” but that erases a very crucial components of what makes someone who they are– unique, different, talented. I applaud Luke’s rebuttal because more often than not, metrics are not used to argue the “let’s get over it” conversation, which is why it is perpetuated. Great job DiversityInc! As a longtime DiversityInc reader, I look forward to reading more and hopefully one day, getting involved!