What if? Network for Diversity and Inclusion
An open mind is a terrible thing to close.
Lessons from an Apple
One thing that has shaped my generation is technology. The ubiquitous computer and iPod have instilled us with a sense of electronic entitlement and we neglect to make the most our hardware’s potential. Take my computer for example. It’s a sturdy though older Apple notebook that was given to me by a friend who dropped out of college. At the moment, I use three functions on this computer:
Microsoft Word
Firefox Web Browser
and iTunes.
With this triple entente of applications, I can work, study, translate, and listen to music. A quick look at my Activity Monitor, a useful program I had never used before I wrote this entry, shows that I currently use an average of 20-35% of my computer’s power. I suppose I could use the other 65-80% if I engaged my computer’s potential to create art, to code computer programs, or record music. Oh, I bet I could even replace my alarm clock, use Skype instead of my cellphone, and order groceries online. But I’ve already placed my computer in a very specific slot. Reshaping its role would take an investment of time and effort that hardly seems possible right now.
“It takes time and patience to transform traditional culture into cultures that can take advantage of existing and potential talent.”
Limiting a coworker, an instrument, or an entire department to a single task neglects ideas and solutions that can apply to all sectors. Unfortunately, reshaping of structures and methods is a much more laborious task than installing new programs on my laptop. Only the organizations willing to suffer the pains of transformation will be able to reap the full benefits innovation and diversity.
What if you are missing opportunities by underutilizing the talents of your homosexual employees, your black female employees, or others because you’ve pegged them for something else?
Considering how we already under-utilize our tools and instruments, how similar is our use of our organization’s members? Where can employees best use their talents? Are there attempts to recognize employees talents beyond their basic competence? Can those talents be better acknowledged and fostered?
Microsoft Word
Firefox Web Browser
and iTunes.
With this triple entente of applications, I can work, study, translate, and listen to music. A quick look at my Activity Monitor, a useful program I had never used before I wrote this entry, shows that I currently use an average of 20-35% of my computer’s power. I suppose I could use the other 65-80% if I engaged my computer’s potential to create art, to code computer programs, or record music. Oh, I bet I could even replace my alarm clock, use Skype instead of my cellphone, and order groceries online. But I’ve already placed my computer in a very specific slot. Reshaping its role would take an investment of time and effort that hardly seems possible right now.
“It takes time and patience to transform traditional culture into cultures that can take advantage of existing and potential talent.”
Limiting a coworker, an instrument, or an entire department to a single task neglects ideas and solutions that can apply to all sectors. Unfortunately, reshaping of structures and methods is a much more laborious task than installing new programs on my laptop. Only the organizations willing to suffer the pains of transformation will be able to reap the full benefits innovation and diversity.
What if you are missing opportunities by underutilizing the talents of your homosexual employees, your black female employees, or others because you’ve pegged them for something else?
Considering how we already under-utilize our tools and instruments, how similar is our use of our organization’s members? Where can employees best use their talents? Are there attempts to recognize employees talents beyond their basic competence? Can those talents be better acknowledged and fostered?
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