tailieunhanh - Harvard Business Review on Managing Diversity phần 4

thuộc trực tiếp của họ với thị trường thích hợp. Nhưng chỉ khi công ty bắt đầu suy nghĩ về sự đa dạng một cách toàn diện hơn như cung cấp các cách tiếp cận mới mẻ và có ý nghĩa để làm việc và ngăn chặn giả định rằng sự đa dạng liên quan chỉ đơn giản là một người trông như thế nào hoặc nơi họ đến từ, | 60 Thomas and Ely background cultural experience and the pools of knowledge gained outside the organization to inform and enhance their work. Individuals often do use their cultural competencies at work but in a closeted almost embarrassed way. The unfortunate result is that the opportunity for collective and organizationdlearning and improvement is lost. The case of a Chinese woman whoworkedasa chemist at Torinno Food Company illustrates rhispoint. Linda was part of a product devefoemtmOgrtup at Torinno when a problem arose witkthePavosmeoSa new soup. After the group had madaanombes oAthien-tific attempts to correct the problrm Linkatamo op with the solution by setting asidemy I drawing on my understanding of Chmnsecosking. the did not however share with her collsagaet-nii oetPem white males the real source of hertnspiagtfog for tho solution for fear that it would set lieropertansmatthpa might consider her unprofessionatSWtarlk doiiShinc it tural issue of course was a gendet isoue wamencopk-ing as well as a work-family issue wnmnndoingetbhe cooking in a chemistry lab . All of sOgsethemeshkt erected unspoken boundaries thatoindaknrwcsoiabe career-damaging for her to cross. Atersalving tìinprsbt lem she simply went back to the so-callot spisstific way of doing things. . . i Senior managers at Torinno Foodti ntkct PsOmade a substantial commitment to diversifymgtAswgrgforce through a program designed to teopPemhfoygesSo valoh the contributions of all its r perceptions indicate that in the actual dog-Ss-dygsghOthtpr work the program had failed-andinptectosSoonsot those areas where it would have brsnimportans for it to have worked. It had failed to affirm somepo a Sidgntity-group experiences as a legitimate tkarctoOmoigns into Making Differences Matter 61 her work. It is likely that this organization will miss future opportunities to take full advantage of the talent of employees such as Linda when people believe that they must suggest and .