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1. Diversity & Equal Opportunity…Really?
OK – C’mon now – I can’t help myself! This article was inspired by a chapter in my book and I
really didn’t want to go there, but…I’m going there. The reason I’m going there is because I
need to provide a reality check. This isn’t a “whoa” moment, but just keeping it real.
Let’s look at Equal Opportunity. Are we serious when we talk about this or just trying to keep
the company line? OK – let’s look at this -we hire a Diversity Manager and create an Office of
Equal Opportunity. THEN, we publish our diversity initiatives – 15% minority goal spend!
EQUAL OPPORTUNITY??? I tend to say…NO! Equal, by definition, means 50/50. So what
have we created? An Office of Small Opportunity! Right? If it was Equal Opportunity, our goals
would be 50/50. WE SETTLE! WHY? I don’t have a definitive answer for this. We settle
because we are all for ONE! US??? or Me??? Again, I get it. We have to be all for me. That’s
OK…for now. We have to be how do we get ours because if we are not, who knows where we
are going?
So, if we are all about Small Opportunity, let’s keep it real and stay with small opportunity. If we
are about change, then get off the status quo and make it happen!
Are we interested in EQUAL OPPORTUNITY or SMALL OPPORTUNITY? I would tend to
lean toward the first. If we are going to impart change, then we need to be proactive! PLEASE,
let me know if you are on board? SMALL OPPORTUNITY or EQUAL
OPPORTUNITY……….Across the board!
Affirmative Reaction
When I step back at really look at the environment, social climate and culture of the world we
live in….check that….the cities and towns we live in, the equation for where we are at is pretty
obvious. After all, everything revolves around political agendas. Left or right, red or blue, the
GOP or the Dems. Diversity programs by large corporations are mostly initiated in communities
where the corporation’s customer base is primarily minorities. Studies clearly show (and
common sense even more so) that people of all races are more apt to purchase goods and
services from people who “look” like they do. So, where am I going with this. It’s obvious! Most
affluent, white people are moving out of large cities and the majority of the people in those cities
are minorities. Over the past 10 to 15 years, it became increasingly necessary for politicians to
“gear” their campaign agendas toward minorities if they wanted to get elected. There is no way
that this, at the root, can be called an Affirmative Action. It is nothing short of a Campaign
Reaction. Therefore, I am taking the liberty of naming it – Affirmative Reaction! When you
really look into the approach major corporations are taking to satisfy their money spending
customers, it screams short term vision. Do you really think someone took the time to
strategically implement a plan that creates, not just opportunities, but opportunities for growth of
minority hire candidates or minority goods and services providers (i.e. minority owned
businesses)? All you have to do to answer that question is ask the majority of minority small
business owners if they are growing and are comfortable with the prospects of long term
sustainability? Majority companies, as well as, white employees and white job candidates would
argue that question pertains to them as well. I will give them that today. The problem is that this
has been an issue for minorities and minority owned businesses for decades.

2. How ironic is it that most affirmative action plans were first written by white people trying to
create a culture of diversity so they could increase their revenues or increase their share of the
votes. Make no mistake, we’ll take it. I am here to say let’s shout it from the roof tops and
celebrate any of those wins. BUT…..they are only wins if those opportunities equal growth. If a
politically inspired or corporate agenda type program creates opportunity without personal, civic
or financial growth, we might as well be back in the 50′s and 60′s (and some cities are still
there). At least back then, minority voices were defining where our culture is at. Even today after
OEO officers are tasked with creating greater cultural diversity in the workplace and increasing
diversity spend, those OEO officers, and many are minorities, do not possess the experience to
understand the challenges faced by minority businesses. Small minority businesses make up the
life blood of our cities and their ability to grow is a direct correlation with the growth of our
communities – specifically the urban communities. Cities with a strong employment rate and a
strong small business base supplemented by a corporate hub are the most vibrant and thriving.
Oh yea, did I mention new schools? What this means is, that while education is the single most
important factor in all of this, our educated, young, up and coming future minority entrepreneurs
and stars in the business world, will be moving out of our cities that are in dyer need of a young
and educated population base.
Think it through people. Develop a plan for Affirmative Action where the ultimate goal and
mission is built around growth and sustainability. Don’t implement an Affirmative Reaction on
the basis of generating revenues or trying to get elected. How can we tell and how can we
foresee if these “Affirmative Action” plans will work or not? Evaluate one simple question…are
the people who are claiming to create opportunities and jobs for minorities the same people who
argue back and forth for years to get something done? If your political leaders are screaming
equality for all, but can’t get economic developments done because they are too busy arguing for
years over how to do it or who will get the credit for it – Affirmative Reaction. If you don’t
believe it, when you look back a year from now and you are still in the same place mentally and
financially, consider it Affirmative Insanity!
If you are an OEO officer looking to implement real change or if you are interested in Diversity
Consulting, get your copy of The Diversity Report Card. I created The Diversity Report Card to
help everyone from OEO professionals to business owners to those who want to become
diversity consultants understand the environment and challenges that face minorities and
minority owned businesses. To get more information, click here www.diversityconsultant.org.