Senator Webb states
After a full generation of such debate, WASP elites have fallen by the wayside and a plethora of government-enforced diversity policies have marginalized many white workers.
he goes on to say
Unfortunately, present-day diversity programs work against that notion, having expanded so far beyond their original purpose that they now favor anyone who does not happen to be white.
Senator Webb’s opinion piece in the Wall Street Journal confirms our research over the last eight years. White guys ‘know’ they are excluded from diversity programs.
When people feel excluded from corporate and government sponsored programs productivity goes down, engagement goes down and innovation goes down. The Gallup Organization research has consistently proved that engaged employees are productive employees. HR.com conducted a study regarding diversity and employee engagement and found that diversity does, in fact, improve employee engagement – however, the study only looked at employees with traditional visible diversity (female, African American, Asian, Hispanic, and physically challenged) who were targeted by diversity initiatives within the company.
Team Pegine Inc.‘s research, on the other hand, found that white male employee engagement was lower the higher a company’s investment in diversity was. The disengagement occurred not because the white male employees didn’t value diversity, but because they didn’t feel that the organization valued them. We found white men not applying to organizations who valued diversity because their thoughts were “what’s the point, they don’t want me“. We found men not applying for promotions because they ‘knew‘ they wouldn’t get the promotion because they were white men.
Yet, the organizations we spoke to indeed valued the work, unique perspectives and backgrounds of these men. The challenge for them is (and for all organizations) how can they communicate to Caucasian men that they are indeed valued by the organization and to communicate to those who work with Caucasian men the value and diversity that these men bring to the organization.
Our program “White Guys Are Diverse Too(tm)! show employees the 126 ways white guys are diverse, how valuable they are to the organization and how everyone within the organization has both personal and organizational responsibilities to communicate that everyone is valued. A four minute movie highlighting the issues confronting white men in organizations is available for viewing at www.WhiteGuysAreDiverse.com
Award winning organizations for diversity are utilizing the “White Guys Are Diverse Too(tm)! program to foster understanding, communicate value and build a truly diverse workforce. They include:
- Sodexo – 2010 #1 Diversity Inc. Top 50
- US Navy – President’s Award for Diversity
- Blue Cross Blue Shield of Florida – 2010 Diversity Inc. Top 50
- Rockwell Collins – Top 25 Noteworthy Companies for Diversity
Call us at (904) 280-8806 or email us at info@WhiteGuysAreDiverse.com