progroupinc.com: Article: Learning about diversity

Learning about diversity

Five insights from the iceberg diversity training model
Diversity and Inclusion Newsletter: September, 2007 Part 2 of 2

Real insights occur when we return to the iceberg figure and ask what dimensions of diversity are below the surface. It takes very little time for a long list to be put under the watermark. When asked which of these invisible dimensions could have either a positive or negative difference on a person's experience in the workplace, the conversation deepens. It takes a few quiet moments before people begin to share, but generally consensus around several items occurs fairly easily. This is when we hear about how marital status (an invisible difference) plays out in the workplace when a single person explains that if you are not married and have no kids, then you are frequently asked to work late or on the weekends. Repeatedly we hear about style issues and how people feel like a round peg being forced into a square hole. We hear how cultural norms and values, often unknown to others, can be perceived as a weakness in terms of promotions. In cases where there have been mergers or acquisitions, we hear about "heritage" employees and "nonheritage" employees and the judgments that result from this dynamic.

The iceberg opens the conversation, providing "aha" moments for individuals and causing them to think about how we are all touched by the concepts of diversity and inclusion. Often, by the dimensions that are not above the surface. It reminds us that within a workplace there are many differences, but it's how those differences are appreciated and accepted that requires attention. Seeing only the "tip" of the iceberg may keep us from really understanding the skills and talents others have to offer or from seeking out their unique perspectives, which may be deep below the watermark.

Finally, while some icebergs are immense, others are small and graceful. Some are intimidating and others friendly looking. Icebergs can look fragile or strong, or smooth or jagged. Some are ethereal or majestic. Most are fascinating and unusual. Not unlike learning about people, to really appreciate them requires going beyond what is immediately observed, and considering what is below the surface that the mind cannot comprehend without more information.

I have begun to see the iceberg training model in a new light. It truly is a great metaphor for learning about diversity. Here are additional thoughts for your consideration:

1. Icebergs are random chunks of ice that break away from immense glaciers. The glaciers are often thousands of years old. Metaphor: Each iceberg can represent a work group, team, or division within a larger organization with its own dimensions of diversity above and below the surface.

2. As icebergs melt they may get unbalanced—some may lean or even roll. Metaphor: Sometimes as pressure intensifies organizations become more exclusive and pay less attention to diversity. The organization becomes unbalanced, with one profile of success dominating.

3. Icebergs change their appearance as light shines and reflects from different angles. Metaphor: People are impacted by whether they receive positive or negative energy from their managers and peers.

4. As icebergs break off they float away from the big glacier, sometimes bumping into smaller icebergs and creating new formations. Metaphor: (a) There is great possibility for creativity and innovation if the dimensions of an iceberg are appreciated. (b) Talent can be lost to other companies if a workplace merely tolerates differences.

5. Icebergs are crawling slowly, but always moving. Metaphor: We must constantly be monitoring today's dynamic, and in some cases dramatic, changes in the workforce to make sure that inclusion is valued, practiced, and rewarded.