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Building capacity: Navigating organizational opportunities as if they were a subway system

8th Annual NW Diversity Learning Series (2006)

The NW Diversity Learning Series has sucessfully concluded all sessions for 2006

Impacts of organizational (white male) culture:
Results from Caucus Groups

As part of the first session of the NW Diversity Learning Series February 17, 2006), the presenters divided the session's participants into four groups: women of color, white women, men of color, and white men. Participants were asked to answer and report on the following question:

What are the upside and down side impacts of organizational a.k.a. white male) culture values and behaviors) on people in your group as it relates to career development and access to opportunity in the workplace?

The four groups answered as follows:

Women of Color

White Women

Men of Color

White Men

Upside

It helps to fill the quota

Down side

Organization misses out on talents and contributions of women of color
Limited access
White males can be mediocre but women of color must excel and be the best
Work harder and not getting too far
Motives are sometimes misinterpreted
Men seen as leaders while women perceived as aggressive
Men who mentor women are not able to move up in the organization
Access to opportunities is hidden

Upside & Down side

Resemblance to wife, mother, and daughter is positive and negative at the same time

Upside

We bring skills such as collaboration, communication, multi-tasking, and intuition
Emotional Intelligence - reading people, being able to discuss uncomfortable subjects
Proactive and intuitive behaviors
Connections and partnerships are created at all levels

Down side

Women feel judged by appearance, age, credibility

Upside & Down side

Corporate Language - the degree of assimilation to corporate language impacts success. Differences in language abilities (English as a second language) and differences in communication styles can negatively impact people of color.
Verbal & non-verbal communication (expressions, tone of voice, etc.) - differences may be misinterpreted and can impact how peers perceive people of color. The degree of assimilation into dominant communication style can positively and/or negatively impact success.
Dress code, social activities, sports - the degree of engagement in social activities, the differences and similarities in dress code can impact people's perception

Upside

Until recently the white male culture has increased my opportunities
Know the rules (norms)

Down side

Immediately judged as not understanding diversity
Sense of being recognized based on being white men instead than based on performance
White men differences e.g., size) are not included
Accused of not "getting it because" because being white men
Comfort can cause "blindness' to cultural changes
Can resist change afraid of losing advantage)

Women of Color

White Women

Men of Color

White Men

Down side (continued)

Credibility must be earned
Women of color are perceived as a risk in leadership positions
Succession planning criteria are exclusive and not inclusive of women of color
White men's culture is serving itself and not those who are different

Down side (continued)

Passionate displays are perceived as weakness
Women feel they must work harder to compete and to be accepted
Personal lives are not embraced
Women are seen as supportive nurtures not as leaders
Women are not recognized and are underutilized as resources
Women with "white male" characteristics are not perceived positively by male and female co-workers
Non-assimilated women are not heard in comparison to non-assimilated white men
Women put relationships before task, delays promotions but supports good leadership

Upside & Down side (continued)

Peer pressure - pressure to assimilate and to fit in - it can become uncomfortable.
Limited opportunities
Self-promotion vs. work speaks for itself - the assumption that work speaks for itself may not held true - the ability to self-promote one's
own work impacts visibility thus success.

Down side (continued)

Feelings of exclusion and guilt within the diversity discussion
As business grows with respect to geography, the dynamics have changed (e.g. demographics)
Male communication style
i.e. sports analogies) exploits others

The first session of the NW Diversity Learning Series (February 17, 2006) focused on understanding how white men's values (culture) influence organizational culture and impact access to opportunities. Read more about this session

Our assumption was that white men, whose culture more closely aligns with organizational culture, might have a different experience accessing opportunities than white women and people of color. Our assumption seems to be supported by this preliminary data from the Caucus Groups. We will continue to build on this data with the Series attendees.

The 2006 NW Diversity Learning Series (now in its 9th year) focused on the theme, Building Capacity: Navigating organizational opportunities as if they were a subway system.

Using the metaphor of a subway system, each of the six-bi-monthly morning seminars explored some of the ways that access to organizational opportunities and career development are hidden and therefore more difficult for women and people of color, as well as people who speak English as a second language, to utilize. The purpose of this Series was for everyone to become more aware of organizational culture and how it impacts building people's capacity, and for everyone, managers and employees, to become better at navigating these cultural obstacles along career paths.

For more information about the NW Diversity Learning Series, please visit the Series section of our website.