White males should be included in workplace diversity decisions

A diversity consultant out of Oregon recently delivered what may seem to some as an outrageous proposal: that white men should be involved in workplace diversity decisions.

As companies scramble to find ways to increase workplace diversity, they frequently seek out the most qualified minorities to fill the workplace diversity decision-making roles. White men are frequently shut out of the debate on workplace diversity, oddly enough, for being white.

The stereotype behind their being shut out form the workplace diversity debate is that because they are white men, they likely know nothing about promoting diversity in the workplace.

In reality, white men can be a major force for making positive changes and increasing workplace diversity, says Tim McNichol of White Men as Full Diversity Partners LLC, a Portland, Ore.-based company that helps businesses enact diversity programs. White men make up the vast majority of corporate decision makers, and not only does it make sense to include them in plans and discussions on how to make their workplaces more diversity friendly, but it also would be rather discriminatory to not include white men in such discussions.

If the basis of their exclusion from workplace diversity projects is the stereotypical assumption that because they are white they have no idea how to help women and minorities feel more appreciated and accepted at work, it is nearly the same as excluding someone from a project because they are a minority. The supposition that a white individual knows nothing about building workplace diversity because of his race is unfounded and ridiculous. Granted, most white individuals don’t experience many of the same challenges that diverse individuals do, but that doesn’t necessarily make them clueless about diversity.

By not including white men in diversity decisions, companies are ignoring the simple and true notion that white men, like Blacks, Hispanics, Asians, Women, LGBT, and disabled individuals, form part of the diverse fabric of our nation. They are not a separate entity from diversity because they are the majority, rather they are a key component that should not be ignored or excluded in diversity decision-making.

One compelling reason to include white men in diversity decision-making is because of the influence they wield at the corporate decision-making levels. In order for workplace diversity programs to succeed, support must come first and foremost from the top. And who’s at the top (in most cases)? White men.

In my opinion, most white men probably support the inclusion of women and minorities in the workplace. The reason they are not as vocal as they should be about addressing the issue is because they fear offending the diversity individuals in their organizations. Purposely excluding them will only reinforce this fear and keep white males from actively and vocally promoting workplace diversity.

White men need to become more actively engaged in building and supporting a diverse workforce, but unless they are included in diversity decision-making, the growth of workplace diversity will continue to be slow.