Forcing Diversity Sustains Racist & Discrimination Stigmas

The last published story about this topic was for diversity trainers, this story is for diversity directors or operation directors

The Problem

The problem with forcing diversity is no one in the office knows the quality of the others. When someone who falls under “diversity” (anyone not a white male according to BuzzFeed— even if the white male has a mental disorder…), they will be looked at as a diversity hire. A coworker doesn’t want to reach out to anyone else for assistance because they:

• don’t want anyone to feel bad by exposing their diversity hire status, but they cannot do the work
• don’t want to feel obligated to keep the diversity hire on board a project when they really want to find someone else who knows what they are doing, for that can be seen as “discrimination”
• want to feel pride in their office’s industrial power and quality of performance

If your company promotes the idea of diversity for the sake of:

• people who focus on negativity
• people who have no skills
• people who hate those who live equality of merit principles
• people who focus on other people’s skin color and sex instead of working
• avoiding “negative” company gossip

Then your company is just that, a diversity hire company. Probably has no company awards from any commending company with any professional national association.

I hope you have great trainers, because I have not seen many companies in which their trainers are high quality.

The Diversification Concept

There are only three types of diversities that promote a great company. Those are cognitive, physical, and cultural diversity. If a company passes on these, they discriminate.

If your company has a reputation for cognitive, physical, and cultural diversity hiring, then we know that your company has a great and impeccable management.

With having a good rating for this type of diversity:

• Your company has great trainers
• Trainers are available at request and need (company is successful if they have trainers on standby)
• Trainers have very limited barriers to communication
• Your company has a good rating for foreign employment, meaning your HR department is hot shit
• Your company embraces different cultures in a professional manner

Cultural Diversity

A good rating for cultural diversity is someone who does not feel like they stick out like a leper. People can go to their office and not pretend to be interested in their culture or gender. If someone is interested in culture they would know names of their cultural items in the office.

In a professional environment, people care more about the university the person went to and the systems they had in place for the specific industry, such as engineering. A chemical engineer would ask “how did your university integrate research” or “how did your university in Sudan develop polymerization?” In a professional environment people will treat the cultural person like they will treat them everyday in a workplace. No higher and no less than anyone else.

There will be a person who is in the office who fought to be there and who had no parents in their life to establish a tradition. To put culture on a pedestal, you will demean people who had no family, but might be from the same country of the cultural coworker. Might not seem that way, but you do.

Apparently the reason you don’t know is no one is waving banners for them. Which tells me how you obtained your policies. And your company cannot handle real diversity.

Discrimination

Examples of discrimination:

• Someone goes into the office of a female supervisor and is proud of her — because evidently women have to fight to be good supervisors in this person’s mind. She will respond, “Are you surprised to see me? You must be thinking about yourself; you have a low picture of your skillset, right? I’ve always known I would be a supervisor… But, there is coworker of yours with a speech impediment, have you talked to him yet? Have you said you are proud of him for working at interview skills and facing his fears everyday, when I ran from my relationship because I had fear?”
• A coworker looking at a Muslim and saying “Wow! So, are you Muslim? How is it over there?” The Muslim will think, “Wow, you must really be well-versed in foreign relations enough to be fucking surprised to see me here. So, you have never gone out of your way to learn about Muslims, you waited for one to sit next to you at lunch. Now, all of a sudden, you’re interested in Islam.”

Additionally

I did grow up with a speech impediment. The last thing I wanted is for anyone to see it. I wanted to be part of the group, I wanted to focus on the task at hand, I wanted people to step in to help me when they see that I was overwhelmed (but not assume I did not want a speaking role or not pick me because of discrimination), and I did not want to answer any questions about my limitation while at work when we have no rapport built.

I did not want a handicap. I wanted to be hired based on merit, with reasonable accommodations if needed. When people saw me I wanted people to see me and see my experience and qualifications; we are not friends and I am not a company attraction. Go find a friend like me if you are that interested. If people think I pulled any card out of my pocket for the job, I lose all self-respect and professional/industry respect.

The cover image

So, the cover image of this story was the first image to pop up when I typed “diversity” into the Pexels website.

If you don’t understand the problem with that, if you can’t see it right off the bat, you are a discriminator. That is textbook definition. Maybe not by intention, but 2 + 2 = 4, nonetheless.

Your intention matters very little in the workplace, especially when you preach diversity, but only push for sex-in-public advocates, gender, and skin color (with minimal cultural factor). I work with a woman who is 100% to her knowledge Native American (of course she says “Native American” because that’s what it is) — guess her skin color? Skin color has no significance aside from mere color. If skin color matters for merit, than people who are colorblind, by your own words, cannot meet the standards of diversity champions. Sustaining my point about you.

Conclusion

I enjoy diversity. But, I will not put diversity as a principle or pillar of my company. That is only an American thing. No other country, aside from mainly Caucasian countries and continents (Australia, Canada, the US, Southern islands where US soldiers have been based, Russia, and Europe) really will have any care in the world about hiring based on gender or skin color.

The only question is “Can you do the work?”

Do you want your brain surgeon to be a diversity hire?

Honestly.

How you want your brain surgeon is how every office should be — merit qualified. I don’t care their skin color, religion, disability, or gender. I just want to know they can work on brains.

To be aware and be a “fan” of skin color, that means you have no friends of that skin color. You’re like a kid eating candy for the first time. To be aware and be a “fan” of a certain religion means you have no friends of that religion. To be aware and be a “fan” of gender means you need more friends. Does this sound like a certain community? It’s not my community. My community are people like me, who have been commended by someone of another religion, gender, and skin color. Damn!! I hit all your diversity flavors in one commendation.

Again, I should be your diversity trainer. Because I’m hot shit by and can work with women, other skin colors, and culture without making them feel weird. Because I know what they want… Because I’m not racist, sexist, etc. Only racists have to learn about races after the age of 12. Treat them NORMAL!

Dictionary Diversity

Your company’s diversity is based on real diversity, but merit should all be the same. That new person better be just as qualified as I am or they better be less ranked and get paid less, just like the military.