How to Build More Inclusiveness: Valuing Diverse Expertise – Nu Leadership Series

“So run to win. Athletes work hard to win a crown that cannot last, but we do it for a crown that will last forever.”
Corinthian 9:24

As I watch the daily news and listen to various media experts. I wonder why I do not see many minority and women experts. This concerns me as America tries to be more inclusive of other. I wonder to myself if there were credible women or minorities on Earth.

Last year, I surfed the net and found the top 100 leadership consultants on a website. I didn’t see many minorities among this distinguished list. I contacted the editor to obtain his opinion. Of course, he finally responded in a good political language. This made me consider. I wondered, if minority leadership is any good by this exclusion.

In my humble opinion, minorities and women must be extraordinary in order to be recognized as experts in mainstream industries. First, most people view others from past interactions and experiences. Tsui and Gutek, demographic gurus, argue that simple demography explain how certain groups are likely to be treated. Therefore, it is difficult to accept a white rapper (Eminem) or a black golfer (Tiger).

On the contrary, we know that it is the individual, not the group or social class that must perform. We must run our own race. Corinthian 9:24 reads, “So run to win. Athletes work hard to win a crown that cannot last, but we do it for a crown that will last forever.”

Sadly, some individuals do not see this point and lock groups into a certain paradigm. How can I accept your opinion when I perceive you as inferior? These perceptions prevent outstanding people from sharing their expertise and leadership abilities. Therefore, there is a call for the extraordinary.

References:

Executive Excellence Publishing (2006). Received on July 15, 2006 from http://www.eep.com/merchant/newsite/excellence100.htm.

Tsui, A. & Gutek, B. (1999). Demographic Differences in Organizations. New York: Lexington Books.

© 2006 by Daryl D. Green