DIVERSITY 2005 | A Special Advertising Section
One constant remains true: The greatest asset of any organization is not its wealth or technology, it is the quality and the character of the people who make up the organization.
It's not the money in the bank nor the software in the computers, but the brains behind their desks that will make the difference in profit and loss, success or failure in the competitive world of 21st century businesses.
Throughout the world of business, government and academia, there rages a talent war for the finest minds, and no organization can afford to unnecessarily restrict its ability to attract and retain the very best employees available, says R. McInnes writing in Diversity World.
Generally speaking, says McInnes, the term workforce diversity refers to policies and practices that seek to include people who are in some ways different.
Workforce diversity is advantageous on many levels, says McInnes - from social responsibility, to marketing strategies and resource development.
Locally, several experts in the field agree.
"You cannot just simply state that valuing diversity is the right thing to do or that people are your most valuable resource," says Pat Manuel, Diversity Coordinator for Wackenhut Security at the Savannah River Site. "Leaders must walk their talk - and valuing diversity must be pervasive, reaching every facet of your business."
Ms. Manuel said that Wackenhut defines diversity as the uniqueness of each person, which can include visible differences such as race and gender, and the not-so-visible differences such as beliefs and values, family backgrounds, learning styles and approaches to problem-solving.
"Wackenhut promotes an inclusive work environment where the company strives to leverage the full potential of employee differences and similarities to achieve mission success," she said.
Frank Thomas, longtime Augusta journalist and a voice of diversity, is the executive director of the Augusta-Richmond County Human Relations Commission. Thomas says that diversity to him is accomplished when we go beyond categories in the workplace or society for groups, such as women, Blacks, Latinos, Asians, seniors or the disabled.
"Diversity for me means that as a people we can easily move outside our comfort zones and interact with people who may or may not look like us, but at the same time are able to appreciate our individual differences. When we are able to get to that level, Thomas explained, "There is nothing that we as a people cannot do because we have put aside the obstacles that have held us back for so many years."
Thomas said he's seen significant progress in race relations in the workplace and in public. "Sadly, there are some on all sides of the spectrum who are waiting on the sidelines for any opportunity to condemn or attack anyone who doesn't look or sound like them. This must change, if we are to survive."
Another local authority in the field is Sharon Henderson, Manager of Equal Employment Operations and Diversity, Westinghouse Savannah River Company.
"Diversity is recognizing differences and treating people with respect and dignity. Businesses are successful in achieving their objectives when they draw on employees' differences, unique talents and capabilities," she said.
"In order for diversity to be a viable part of any organization, it takes commitment from all levels of the company. We are fortunate that we have several vital components working together to achieve our diversity mission. Management support, customer support, employee input and internal and external employee advocates such as the members of the WSRC Diversity Board of Directors have proven to be paramount to the success of the diversity initiatives at SRS.
"The bottom line is diversity is much broader than the visible differences such as race, gender, disability or national origin. Equally important are the more subtle differences such as sexual orientation, education level, political affiliation, marital status, and personal characteristics.
"Teamwork is one of our core business values and has become the cornerstone of our diversity program as we continue to achieve our business objectives. Historically our employees have always shared a sense of working together toward a common goal. The team concept allows employees to use their differences and unique talents to come up with innovative solutions to emerging business needs. That demonstrates that embracing diversity is not only a good business practice, it is something that we should take home with us and utilize in our daily lives and community interactions.
"WSRC is committed to maintaining an inclusive environment where workforce diversity is valued and the utilization of all human resources is maximized," Ms. Henderson said.
Larry Adcox, also of Wackenhut, is a past chairman of the CSRA Diversity Forum. He said his group's goal is, "to show that diversity is an asset," in any organization.
"When many people hear the word 'diversity' they see it as a codeword for Affirmative Action or the EEO. But our attitude is that diversity is something that really comes from the heart, rather than some federally mandated program."
He said that while most people think of diversity as a race issue, "race is only
one of the differences we share. There are a whole lot of prejudices other than race; age sex, religious background, educational background and sexual orientation - heck just the way people dress sometimes."
"No two people are alike. Everybody is different," Mr. Adcox said. "Diversity is just recognizing those differences, and just because someone is different, it doesn't mean that they can't do their job."
Adcox said Wackenhut held a conference at the SRS on Native Americans in the workforce last year and acknowledged its generational diversity during an annual training class.
Wackenhut's recent annual training addressed understanding and respecting the different work styles that diverse employees bring into the workplace. "The training used basic teachings learned at home to remind us of solutions for getting along with each other; naming trust, respect and cooperation, among others, as key factors," Manuel said.
Site programs showcase the talents of SRS employees. Observances include honoring the contributions of Martin Luther King, Jr., Black History, Women's History/Equality, Asian/Pacific American, Hispanic and Native American Heritages, and Disability Awareness.
Also, approximately 55 percent of Wackenhut's workforce at SRS holds military status. The company recognizes its veterans, and employees who have been called to active duty, at an annual Veterans Appreciation Program held each November. Wackenhut has seven employees currently deployed.
The campus of Augusta State University also embraces diversity.
Of the more than 6,300 students who attend Augusta State at any one time, minority enrollment makes up about 35 percent, which breaks down to 24 percent African-American and 11 percent from other non-white races and nationalities.
"We have representatives on campus from 35 states and 56 countries," said Kathy Schofe, spokeswoman for the university.
"Our working students contribute so much to the education of everybody," Ms. Schofe said. And the mix of nationalities and cultures itself is an important part of the education process at Augusta State.
All of these diverse influences give rise to support groups on campus. Her boss, University President, Dr. William Bloodworth, said both the university and the Augusta are lucky for their shared history, which has created such a diverse society.
"Because of our industrial origin and the development of the canal, Augusta grew up more diverse than many other southern cities," Dr. Bloodworth explained.
And, more recently, with SRS, Fort Gordon, the hospital system and changes in immigration laws, many more professionals have come to the area from around the country and abroad, he said.
"There has been an influx of styles and cultures from other countries that are not obvious until one comes into contact with the new residents," Dr. Bloodworth said.
Many professional business consultants tell us that the management of our diversity is a key to success in the coming century.
Any business, any city, any group is built of the people who belong to it, and each of those people is different from every other person. The message is - we are all diverse.
For most of us the concept of 'diversity' conjures images of black and white, male and female, immigrant and established Americans. And while those distinctions remain important, the issue of diversity has grown to be a much more complex equation - more diverse you might say.
More from our Diversity 2005 special section:
• Local businesses and agencies strive for diverse workplace
