I’ve recently come across a few articles about age discrimination in the workplace.  They focused on either older workers (specifically 50 or older) or on younger workers (e.g. high schoolers).  But there is another group that often faces discrimination that is not often addressed: recent graduates entering the work world.

I know that may sound strange – people graduate college and go to work, at least that is the goal for many college students.  Yet, in many environments these new employees may not be taken seriously.  Fresh out of school, these workers are often assumed to not have the experience to make decisions or contribute effectively when other employees have more years of experience.  Yet, that is exactly why recent graduates should be and are hired – excitement, energy, fresh thoughts.

One day this week I was in a meeting and was told that I looked like I should be in high school.  To be fair, I haven’t heard that for a long time until this week.  But does age affect our ability to be effective in our roles?  What can be done to change that perception if it is the case?

We often hear about age discrimination being an issue for older workers – but what about the other end of the spectrum?  I don’t have the answer.  Just food for thought.

I recently had the opportunity to have a conversation with Joe Santana, Senior Director of Diversity for Siemens USA.  We discussed how to develop a diversity and inclusion strategy and key success measures.  He also shared several articles he had written with me.  One of them had a quote that I thought was particularly applicable for the approach taken by many companies to developing a diversity and inclusion strategy:

"Being an Equal Opportunity Employer is as much evidence of having a competitive diversity advantage as having email is evidence of having a competitive communications advantage."

- Joe Santana, "Generating Effective Diversity and Inclusion Practices for Your Business-to-Business Environment" in Diversity Best Practices CDO Insights

What do you think?

Marketing sends messages.  We all know that.  Sometimes, marketers and graphic designers create material that send implicit (or explicit) messages.  When that happens, as it inevitably will, it is up to designers, editors, and managers to catch the meaning of the marketing collateral before it is used.  Someone recently shared an ad with me that appeared in O Magazine from Dove:

I imagine that some of you who are reading this are like me: a white person doing diversity work.  We are often challenged by other people who want to know why we have to “fix other peoples’ problems,” “help other people,” or whatever other question that people say that implies that those in positions of privilege have no part in changing our society, institutions, systems, etc.  Yet, that is a key reason for taking such action.

Someone I used to work for (who was white) would begin training programs by saying “you probably didn’t expect to see me today when you came to a diversity training.”  This is often true.  Yet we also have our own identity development that is happening concurrently.  A little over a month ago, I ran a diversity retreat.  Afterwards, I reflected as follows:

“We spent some time talking about identity development models – how each of our social identities develops/transforms overtime, at different levels, and at the same time as our other identities.  We had an incredibly diverse group of participants (and not just in the “usual” dimensions of the term).  This morning when I was standing in the middle of the circle of participants, I reflected on my whiteness.  I’m not entirely sure what it was that made me think this way, but almost as if someone hit a button, I was instantly aware that I was a white person leading the Retreat.  Would it be seen as though the majority person was trying to tell the minority people what “they” needed to do?  I hope not.

I certainly do not have all of the answers.  I just try to do my part to make the world a better place.  Hopefully I am able to impart some wisdom on other people, just as other people constantly teach me and challenge me.  In that process, I think it is important for each of us to recognize and own our own identities and engage ourselves as we try to discover who we are and how we interact with others.”

The founder of DiversityInc recently published a post titled “Can a White Man Speak With Authority on Diversity?” I suggest reading it.  He provides an interesting perspective. 

Welcome to the Global Diversity and Inclusion Foundation blog!

The Global Diversity and Inclusion Foundation (GDIF) is a a global non-profit that addresses diversity and inclusion in businesses worldwide by utilizing Business Cultural Intelligence.  We engage people and culture as we work to understand diversity and move to inclusion.  Our growing organization is making major headway in the field and we are excited you are joining us in this conversation.

We will be blogging approximately weekly about work GDIF is engaged in and relevant topics.  Do check out the blog frequently.

GDIF is growing its online presence!

We invite you to “like” our Facebook page, join our LinkedIn group, and follow us on Twitter.  We are always interested in communicating and facilitating communication between other diversity and inclusion practitioners.

About the person blogging:

My name is Joel Portman.  I will be leading much of GDIF’s blogging.  I am a member of GDIF’s Board of Directors.  I am a MBA student at the University of Denver and work at the Center for Multicultural Excellence as Coordinator for Intergroup Relations.  Feel free to find me on any of the networks listed above or engage me on my personal blog.