This week I gave a presentation on diversity issues to the Toronto City Summit Alliance DiverseCity Fellows. The program is focused on fostering the development of civic leaders within the Greater Toronto Area (GTA). A common question raised by the group during the presentation was how an organization can balance the challenge of fostering diversity while minimizing the risk of conflict within the workplace. Many individuals were particularly concerned with what appeared to be a growing trend of conflict within the workplace which appeared to be manifesting in various ways, not the least of which was a rise in human rights claims. The answer to this question is, in many ways, as complex as the problem itself. Employers can, with the right tools and through the utilization of a multi-pronged strategy, rise to this challenge.

Clear communication with employees, for example, can help to foster both tolerance and a sense of camaraderie among employees. Carefully drafted workplace policies which lay out acceptable workplace practices, including expectations of respect within the organization, can also help to promote a positive organizational culture. Employers should also strongly consider establishing well-designed procedures for managing conflict which may arise within the workplace, including incidences of alleged harassment and/or discrimination. A concerted effort should also be made to ensure that these policies are applied in a fair and consistent manner. Such a comprehensive approach can help to ensure that employees have confidence in both workplace practices and processes and promote an inclusive culture in which all employees feel a sense of ownership.

What should be the ultimate goal of promoting diversity in the workplace? A workforce that focuses not on differences between individuals but rather one that works in collaboration to produce the best results for the good of the organization.

Sharaf Sultan

Many employers have struggled to promote diversity within the workplace, particularly within the upper ranks of an organization. I am currently taking part in a program which I believe is an excellent model for those organizations seeking to maximize the opportunity which diversity presents. It is called the DiverseCity Fellows program, a one-year, action-oriented program aimed at developing leadership skills among a group of approximately 25 chosen professionals of diverse backgrounds across the GTA. The program includes a range of workshops on leadership development, diversity, and civic awareness. The group of Fellows is just as diverse as the GTA itself. One particular aim of the project is to facilitate the exchange of ideas between individuals of varying backgrounds. The ultimate aim of the program is to create a pool of talented potential leaders of diverse backgrounds who are ready to take on various roles.

The program provides a useful template for other organizations that are contemplating how to stimulate creativity and foster a pool of talented leaders. The DiverseCity Fellows program demonstrates that it is possible to pursue diversity and excellence in performance at the same time. The ultimate aim of any such program should be not only to hire individuals from diverse backgrounds, but more importantly to ensure that their skills and unique perspectives are effectively utilized. Through such an approach, employers can better realize the substantial returns that come with an investment in diversity.

Sharaf Sultan