Maxwell Collay

December 2, 2021

OGL 350

Module 3 Paper
 Throughout this course I have learned that simply diversity conflicts within organizations

are a complicated issue. Ideals such as affirmative action focus on righting wrongs of the past

rather than focusing on how a diverse workforce can benefit an organization with proper

handling. Giving equal opportunities regardless of race, ethnicity, gender, age, or any other self-

identifiers is the first step however diversity management is what makes this ideology work.

Taking steps as simple as including diversity supportive verbiage in company press conferences

such as IBM’s chairman Sam Palmisano, “diversity policies lie as close to IBM’s core as they

have throughout our heritage. Today we’re building a workforce in keeping with the global,

diverse marketplace, to better serve our customers and capture a greater share of the on-demand

opportunity.” Organizations must not only invest in diversifying their workforce but also

implement diversity programs to maintain their workforce. In turn this will drive a wider

customer base through diverse hiring. A diversity conflict approach that I have personal

experience with is diversity sensitivity. In summary this is a cyclical training for existing

employees aimed at discussing discrimination and stereotyping and promoting a safe

collaborative work environment. This training has been a semiannual occurrence in my

workplace and me being a black individual find it appealing that my employer finds this

necessary and implemented it as an ongoing training rather than a one-time “we checked the

box” diversity training.

 I have not witnessed any personal diversity conflicts firsthand, however I can say that my

significant other has experienced diversity issues in the workplace that she has shared with me.

Some background, my girlfriend is works in marketing for a fairly large but local design firm

and retail company and during the mist of the Black Lives Matter movement the owner of the

company realized that she was not making an effort to diversify her employees, implement any

diversity training or hire models of any other background other than white. Which was

something my girlfriend and I had noticed after working there for over a year. She then made a

commitment to diversity and started to educate herself on diversity management and attempted

to correct her previous missteps by conducting diversity training, representing more backgrounds

with the models she hires and patronizing businesses of different backgrounds. Personally, I was

shocked that it took a national tragedy and the response movement of Black Lives Matter for her

to finally take this step but also happy that this is now something that she will take in account

moving forward.
 The Giraffe and Elephant story depicts a giraffe building a perfect home for a giraffe then

inviting a peer who is an elephant into its home, not realizing that the home was made with

modifications to the home for only giraffes and not taking any other walk of life in account.

After the elephant enters the home, it is clear that the elephant would not be able to comfortably

operate in this home. The giraffe then insists that the elephant take fitness courses to make the

elephant smaller in width and lighter to accommodate the elephant in the giraffes home. This

relates to diversity management because the giraffe represents the majority in the home and the

elephant is the minority. Instead of initially taking steps to accommodate other walks of life the

giraffe insists on the elephant make conforming changes so the elephant can be comfortable in

the giraffes home. This is a statement on organizations making decision to employ a diverse

workforce but then assuming that same diverse workforce conform to their main groups’ values

and ideals. Making a conscious effort to expand your workforces’ culture is just the first step.

Then making your organization a comfortable work environment by promoting diversity training

and other means of diversity management is what will make it work. Building your home with

other backgrounds and identities in mind if you will.

 These concepts will affect the way I behave in current and future organizations by

placing value on diversity and diversity management. I already had an interest in these topics but

the readings, videos, and activities further support these ideals that I previously had. I was not

previously aware of the topic of diversity management but now knowing that maintaining your

organization with diversity in mind is just as crucial as diversifying in the first place.

After completing the diversity maturity index I’d say I scored well. This sort of

simulations has always come pretty easy for me just based on how I was raised. My parents are

very outspoken about diversity, empathy, and inclusion. I am not great at many things in this life

but I do like to think my diversity maturity is on the higher end of the spectrum and I scored a 90

on this assessment. I honestly found this assessment to be a bit on the easier side, the answers

seemed fairly clear, and I did not find myself second guessing on any particular question. I find

that discussing cultural differences with an open mind and asking questions to learn about other

cultures and backgrounds will establish not only a deeper knowledge for yourself but also show

genuine interest to that other person.