Workplace "Diversity"

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I wonder if anyone has any feelings about this Diversity movement sweeping corporate America? I work for a Fortune 500 company, and as has become required (aka trendy) we now have an active diversity committee creating various programs and training sessions to show our collective sensitivity to the politically correct agenda. Or that's my translation of it anyway.

My gripe is that the only diversity we're allowed to discuss has either to do with genetalia or national origin. It amazes me just how many classes can be taught about sex and race relations in the workplace. And yet, in my daily life I see few experiences in which my gender ends up more important than my mind. My mental/emotional/moral/social (or lack thereof) makeup. When I have trouble in the office, it's never because I'm wearing a skirt, but very often about my inability to anticipate what's expected of me in a particular situation. And with thousands of colleagues, I know I can't be alone in this.

I guess what I want to know is whether anyone has had any luck in dealing with this short-sightedness in the workplace? Either personally coping or making an actual change. I worry that my job is in jeopardy as a result of this movement. Not only because the organization now sees itself as being so tolerant that no one would be open to acknowledging they've overlooked an important functional facet of humanity, but because the meetings themselves are so incredibly painful for me. I've avoided them as much as I can, and I'm going to have to start attending again. Knowing that I'll be lost in the chaos, knowing that I'll be reminding myself every second to breathe and to stop twitching and picking and to try and figure out where my eyes are supposed to be focused so they think I'm following along. Knowing that eventually a presenter will ask for my input in front of everyone and I won't be able to hide the fact that I have no idea what's going on. Knowing that I'll be praying it ends before I'm forced to call attention to myself by sprinting out of the room. I like my job and I want to keep it. I just don't know how much longer I can (1) blend in and (2) keep quiet about the hypocrisy I'm seeing.

Sorry, I guess that turned into a bit of a rant. I'd appreciate any feedback at all.

Thank you.

Political Correctness is a joke. I mean if you think about it, the very term itself is fundementall negative.

Why would anyone but a critic come up with a name like that? Critic being used in the loosest sense possible because probably their rage is directed at an illusion of the movement. (Whatever it actually is)


So much effort is spent on 'how to behave correctly', and yet it seems like the important thing is being lost. And that's to actually respect each other.

Political Corectness seems like it's something that got subverted into a way to be disrespectful but in a socially acceptable way.


I'd be pretty upset about the emphasis on gender/ethnicity to the exclusion of all other things too.

Hi ratlady, sounds like you're entitled to a rant. If my company was wasting resources this way I wouldn't be happy about it either, and I would want to protest and jump up and down and write searing memos and do other things I would subsequently regret.

As one who has years of experience in the corporate world, my advice is: Blend in, lay low, don't call attention to yourself and above all let them play out their game without interference from you. Eventually it will go away. You will not earn any points, career-wise, by creating a new agenda. I don't say that pursuing public acceptance of neurodiversity is a bad idea; just that the workplace is the wrong place to start.

As to what to say if called on, well, this I would prepare for. If you're really 'clueless' as to what is going on, you could say something like, "Interesting question; I'll have to think about it" or, "Could you re-phase that, I'm not sure I understand what you're asking." And then give a simple, short, (politically correct of course) answer to whatever it is. Again you can prepare a mental list of these in advance and choose the one that is relevant to the situation. Like: "Everyone has something unique to contribute"; or, "Yes I agree, diversity promotes creativity." You know, just regurgitate the meaningless blather back at them.

No one in these things is looking for you to be brilliant, innovative or unique. Your primary goal should be to get through the process unobserved and thus unscathed.

Good luck!

Thanks for your replies. Ugh, after reading the posts I've read here in the past couple days I almost feel I'm not allowed to thank you, but the truth is I'm grateful you've both spent your own time thinking through this with me. It's validating to know I'm not the only one who sees what's wrong with this diversity idea, even if it's just the three of us.

It isn't that sensitivity to diversity is a bad thing, my office (as are most, I'd imagine) is full of different people with different backgrounds and ideas and abilities... It drives me crazy half the time, but it's never boring. The idea that we could have a forum for learning about those differences sounds like a good one, I'd like to see everyone encouraged to open their minds a little to the fact that we're really not all the same even though we're encouraged to act like it. I just don't understand how anyone responsible for these exercises can believe they're doing any good focusing only on the surface. I can look at a person and see their skin color or body shape, I don't need a class to teach me that. Why don't we look a little deeper?

It started with the tolerance movement I think. It's such a dreary word, tolerance. "I'm tolerating the fact that I don't understand you." It shuts down the lines of communication. "I'm tolerating the fact that you're not behaving in a way I feel is appropriate." There's just nowhere to go from there. These people don't really want to learn or to grow, they just want to appear as if they're doing it. And it leaves those of us who don't pretend so well destined to fail.

Thanks, Aeriel for your advice. Maybe you're right, relative invisibility has gotten me this far, speaking out now could change everything.

This has been a pet peeve of mine that leaves me frustrated every time we're subjected to "diversity awareness" training at work. It raises my hopes of being treated better (or at least being more comfortable) in my workplace environment, only to have those hopes dashed by the same shallow, narrow-minded behavior some co-workers have always shown. But I think there may be some hope in the long run.

I also work for a Fortune 500 company, although I suspect mine is more motivated than others to appear to be politically correct. The diversity movement started about ten years ago with workshops on basic definitions and awareness exercises focusing on race and gender issues. Over the years, they've evolved into something more sophisticated and specific. Our last set of required training included a video on diffusing confrontations and a taped seminar about "Men Are From Mars, Women Are From Venus"-type communications. Best of all, these sessions have become almost exclusively self-paced so I don't have to worry about classroom participation or clashing personalities.

Some managers try out ideas from these training sessions, although they never quite get it right; their attempts sound like politic-speak and don't get the response they were hoping for, so most of them eventually stop trying. But the fact that they do try opens the door for the next generation of managers (whose personality and behavior might not yet be ossified) to break the "old-boys'-club" cycle.

So I guess my interpretation of your situation involves a Best and Worst scenario. Best case: your organization is at the kindergarten level of a long-term education. They'll learn slowly and painfully, but they will change the corporate culture eventually. Worst case: those @#&%;! stupid, old-boys'-club fascists will never "get it". At least your situation will be no worse off than it already is.

Practical advice: I agree with the "lay low" approach. Publicly expressing your feelings and opinions will only alienate people who don't understand you, even if they see you as "charmingly eccentric" rather than a "geeky weirdo". And the ones who are trying won't appreciate your bringing attention to the fact that they're getting it wrong. Have you considered ranting politely to someone on the diversity committee (anonymously if possible)? That way they're getting helpful feedback on how they can do their jobs better, from someone who most appreciates the need for it.

Actually I had hope in the beginning too. And for the first year, every session included a feedback form - which itself made me more hopeful. Not only are they opening up to the uniqueness of their employees but they want to hear if we think they're doing it right. So, yes, I always gave very detailed suggestions in the most neutral tone I could manage... But nothing changed, and I saw no acknowledgement of anyone even having read what I had to say. Then after the first year they stopped asking for feedback.

Being that everything is electronic these days, anonymity is difficult. But I'm going to think about it. Paper is still pretty tough to trace.

I too have been very frustrated with a public effort for workplace diversity. Our company has been promoting this generally good idea for a long time. It has given us associates at all levels that are black, female, or Asian. I suspect that with new ownership there might be some de-empathis on the gay, lesbian and bisexual cohort, but in general things have moved the right way.

But no thought was given to neuro-diversity.

There was an active program to promote non discrimination: the HR training included the phrase "duty to act": if you observed any type of harrassment you were expected to deal with it, either directly or through channels. The harrassment of people with (undiagnosed) Aspergers was a subject to spread and laugh about in the hallways and cubicals. The target was another worker whose social skills were even worse than mine. I tried to talk to the perpetuators one-to-one to steer them away from the target, but I never had the nerve to try the official route. Eventually both associates left the company.

In general, I agree with the lay low philosophy. But better yet, think through the issues, talk it through with someone you can trust, weigh the potential benefits and risks, and if you're willing to take the risk, speak out locally anyway. I was no hero in what I did, but I think I made my associates life a little easier. I think I might have made some of the other associates aware that Aspergers exisits and maybe laid the ground work for them being willing to accept us. Time will tell.