Skip to comments.The Evolution of Language in Diversity Management
Posted on 02/21/2010 5:47:16 AM PST by flowerplough
...Diversity is about understanding and leveraging the diverse triggers that motivate different groups to create increased value for employees and their companies. It is about understanding the intrinsic value that a diverse set of individuals bring to our organizations so everyone is included. This inclusive approach is best demonstrated by the richness and depth of employee-resource groups (ERGs) being leveraged across corporate America.
If language is to catch up with todays broader focus of diversity, we should use terms that are clear and precise. The term traditionally underrepresented minority (TUM) can be used when referring to African Americans, Latinos, Asian Americans and Native Americans. An alternative for people who object to minority or people of color is the acronym formed from the groups aboveALANA, used by some in higher education. Another appropriate term, which is broader in scope, is traditionally underrepresented group (TUG). TUG includes ethnic/racial groups, women, lesbian/gay/bisexual/transgender people, individuals with disabilities and veterans. Many organizations diversity efforts are focused on TUG.
To capture the broader and fully inclusive meaning of diversity that does not exist today, you can use a phrase created by marketing consultant Ernie Mills, which is Person with Intrinsic Cultural Knowledge, or PICK.
(Excerpt) Read more at diversityinc.com ...
This guy from The Onion?
Someone bring da amberlamps!
TUG my finger.
PICK = when a Muzzie refuses to work with women unless they are wearing the hajib.
When diversity becomes the criteria for hiring, performance and running companies, rather than profit and competence to do the job our society is headed nowhere else but down. We are feeding our own mediocrity, incompetence and societal suicide.
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