DIVERSITY MANAGEMENT 1

Module 7: Final Summary Paper

Waukera Taylor

Fall A OGL350: Diversity and Organizations

Professor Sarah Zembruski

October 5, 2022
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Key Dynamics in Diversity

The ability to understand that there is a difference and utilizing that understanding as a

knowledge to create and develop affirmative action is the basis of the story of the Giraffe and the

Elephant. However, the fact that the people of our world are visually inclined to notice these

types of differences such as size and color are painfully the reason prejudice exists. The analogy

that the giraffe and the elephant are both simply animals is the same that we too are all simply

humans. Yet, in life the common denominators and the percentage of diversity exists and make

up these “differences” in our world. How we perceive them, acknowledge them, and adapt to

them are key components in the struggle with diversity. “Different components of a diversity

mixture have different perspectives” (Roosevelt, 1996, p.29)

There is diversity in every stem of our world, the places we work, the places we shop, the

places we visit, the people we socialize with. I remember a story that my aunt shared with me as

an adult. She said that I was about 7 years old and that I saw a Native (American) actor, he was

tall, stoic, and had long black hair. I whispered to my aunt, look at that “Indian” and she giggled

and responded to me that I was “Indian” too. Since I grew up on a reservation, I was not aware

that other people, cultures, and religions existed outside of what I only knew at that time. The

fact that other “Indians” from India existed I knew little of, until someone had asked if I liked

being called “Indian” since I was a different “type” of Indian. And my answer was no that it

didn’t bother me. However, when you analyze both cultures and their identity, we are completely

different. Our culture, language, and religion are very different indeed. However, being different

to those who are like me, is wonderful. I love the cultures of others, the languages of others, the

religions of others. I embrace that because I love my languages, my cultures, and my religions.
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That’s not the challenge. The challenge is finding acceptance from “the giraffes” who are

unappreciative of those who are different “the elephants”.

Being raised as a Native American, we find reverence in every way of life. Respect for

the tiny ants, the birds, the water, the land, the sky – everything around us, because everything

has a life. Everything is breathing. From this analogy, if world leaders were to use this as a

global perspective and address issues of multiculturalism and diversity, we could positively

impact the world. Change is inevitable, it is foreseeable. The one thing that will prevent change

is that “many are reluctant to embrace genuine diversity fully” (Roosevelt, 1996, p.32).

However, we are slowly but certainly witnessing change. Discrimination and prejudice are not

nearly as bad as it was in the early 1900’s. Differences in gender, race, sexual orientation is

becoming somewhat more acceptable. “Although harmony emphasizes balance and equilibrium,

conflict is also part of the harmonization process” (Broome, 2017, p.13). Thus, as much as we

want to live in a peaceful and harmonized world, harmony has to be achieved through

differences to find balance and harmonious solutions.

My goal as a leader in an environment where diversity exists and there are majorities and

minorities are to help make things right. To do this is important because people are affected by

one another, this creates many negative variables. I have said this to my non-minority peers

because I felt affected by our manager due to prejudice, that until you know what it feels like to

be different, you will never feel what it feels like to be prejudiced against. People that do not

know “that feeling of being prejudiced against” have never been adversely affected. I think to

most, it feels like a made-up story. To deeply understand this is to have cultural intelligence. To

not have an understanding creates management conflict in a business setting.

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“The dominating style refers to a high concern with self and a low concern with the

others. It is a style associated with authoritarianism, reflecting a concern to impose self-interest”

(Goncalves, Reis, Sousa, Santos, Orgambidez-Ramos, Scott, 2016, p.15). I agree with this

statement as my last manager had only concern for herself. Ultimately, I feel that seeing

management in this kind of light only helps me to realize the kind of leader I want to be.

Changing the mindsets of the organization, not just individuals. “True diversity

management begins and ends with individuals” (Roosevelt, 1996, p.44). Experience and maturity

have a big impact and I feel that until organizations are willing to accept maturity, they will not

accept change. Thus, the saying “time is an essence” or “time is a virtue” are the true analogy of

understanding diversity. Ultimately, I want to help my Native communities build their leadership

skills. I have worked with wonderful leaders and want to be able to share the knowledge that I

have gained with my tribal community and government. I want them to succeed and to break out

of the cycles that other perceive of us. I want to help them become successful and to help our

younger generation and their growth for continued commitment to our tribal government and the

families that we have.

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References

Broome, B. (2017, January 1). Moving from conflict to harmony: The role of dialogue in

bridging differences. Arizona State University. Retrieved October 4, 2022, from

https://asu.pure.elsevier.com/en/publications/moving-from-conflict-to-harmony-the-role-

of-dialogue-in-bridging-

Goncalves, G., Sousa, C., Santos , J., Orgambidez-Ramos, A., Scott , P., & Reis, M. (2016).

2016. Cultural Intelligence and Conflict Management Styles. Retrieved October 5, 2022.

Thomas, R. Roosevelt, Jr. "The concept of managing diversity." The Public Manager: The New

Bureaucrat, vol. 25, no. 4, winter 1996, pp. 41+. Gale Academic

OneFile, link.gale.com/apps/doc/A19435523/AONE?

u=anon~1a64c921&sid=googleScholar&xid=3e9126b7. Accessed 4 Oct. 2022.