Tip of the Month for June 2004
Diversity in the Workplace

Are we as global as we say we are?

Culture diversity and courtesies for the disabled are issues company leaders need to address. I’m not trained in helping companies with culture diversity but I know that consultants on this topic exist. However, not addressing this issue is a form of poor etiquette.

Courtesies for the Disabled

Disabled persons are the largest minority group in the United States. It is important to remember that they are human beings first, and that they have special needs second. No need to put too much stress into whether or not you are saying the right thing. Be yourself. Treat a disabled person just as you would anyone else. If the subject of them being disabled comes up, it should be the disabled person who brings it up, not you. The words “deaf” and “blind” have not yet been banished from the vocabulary, but “handicapped” is on its way out. No need to tiptoe around, it’s perfectly acceptable to ask a blind person “see what I mean?” Just as it’s acceptable to invite a person in a wheelchair to “go for a walk.” Trying to discard such vocabulary might imply a person with disabilities should be treated differently. It is always courteous to offer help, just as you would any other person, but remember, don’t automatically provide unwanted assistance. Follow their lead and don’t be offended if your assistance is rejected. Whenever in doubt, simply ask the person with a disability what he or she wants.

When communicating with a person who is hard of hearing, face the person. Maintaining eye contact throughout the conversation helps the hearing challenged obtain more information by listening and reading your lips. If you are in a situation where you are dealing with a deaf person who is accompanied by an interpreter, speak to the person, not the interpreter. There is no need to worry if you feel you are ignoring the interpreter, trained professionals won’t expect to participate.

When you greet a person in a wheelchair offer a handshake as you would any person. If you notice they are in a tight situation, offer assistance.

When you greet a blind coworker and this person is fairly new to the company, offer your name. Over time they will recognize your voice and make the association. Whenever necessary offer to read written information. It is appropriate to offer your assistance in a food line, getting coffee at a conference table or gathering. Be observant and follow their lead, that will tell you how far to take your assistance.

If you are working with a person with a speech impediment, listen patiently. Your understanding of his or her speech (or device) will improve with practice. The same applies when dealing with an international counterpart whose English is difficult to understand. Be sure to never finish another person’s thoughts or sentences. If you don’t understand, ask them to repeat what they said.

Cultural Diversity

The subject of cultural diversity has come up in almost every seminar and speaking engagement I’ve given. That tells me it’s a topic that needs to be addressed. Although I research every day, and make sure I’m teaching the new trends in business etiquette, this subject is one I want to pay particular attention to. It’s a subject that can often mislead and cause discomfort for others. It strays into the area of ethics, morals and where we as a society are headed in terms of developing a more cohesive workplace when working with ethnic diversity.

One very important theme I learned during my certification process: Etiquette Intelligence builds teamwork. Through learning proper business etiquette we overcome obstacles and learn to treat coworkers, subordinates and superiors with proper conduct. That’s teamwork.

I’m not going to get into the ethical side of this coin. I’m going to point out appropriate ways to conduct yourself to individuals of any group based on gender, pigmentation, nationality, age, religion, occupation or disability.

We are living in a global economy; prejudice against other nationalities is more unacceptable than ever. Did you know, by the time many of our children graduate from college over 70% of them will be working in the global marketplace? Are we preparing them for this type of diversity? In school the teachers often used the term “melting pot.” Because we are a nation of cultural diversity it’s time we practice proper etiquette, starting with respect for those different from us. Ignoring that respect will hinder our prospects of being a leader in the global marketplace.

People have different preferences in how they wish to be referred. It is important to respect these wishes.

Although “whites” is still an accepted term, many people will say it’s politically correct to say “Caucasian.” Indians often prefer “Indian-Americans” rather than “Native Americans,” likewise many prefer “Latin Americans” to “Hispanics,” and “Asian-Americans” to “Orientals.” However, when traveling to Asian countries I’ve been told it is wise to know the country to which you are referring. It is incorrect to say “my Asian counterpart.” If you must refer to someone from that region in such general terms you might want to say, “My counterpart from the Pacific hemisphere.”

Rather than call someone black or colored you may want to change the term. I was recently at a conference and told by a female executive that she would like to be referred to as “a woman of color” when speaking of a group or “African American” if referring to an individual. If you feel confused as to which term to use, ask your coworker their preference. As I tell my clients when they forget a name, ask that person. People appreciate your kindness in wanting to call them by the correct name rather than skipping over them entirely. This also applies to ethnic origin labels. You may even circulate a memo to the employees, listing the various options, entitled, “my preferences as to how I wish to be identified.” The company can follow the majority opinion for the names to be used on their personnel forms. Having said all this I feel trite in reminding you that any critical or snide references are out of the question. Managers will need to change a biased person who makes constant abusive statements about other groups.

Apologizing for a racial slur should be swift and sure. If you made a slur while giving a speech, apologize first to your audience. Example: “I realize that I made a very unfair, unnecessary, and ugly remark a few minutes ago. I apologize to everyone here for having said it.” Next, apologize privately to the person you offended. If they are not present, write a letter. Promise to never make such a slur again.

Apologies are always acceptable when you feel you have misspoken. Often times, great relationships develop from a good apology. We all make mistakes, and let’s hope these mistakes are unintentional.

It’s no secret that manners, moral, and ethics are closely interrelated. The bottom line and the moral of this tip, “treat others with respect, the same respect we wish in return.” We are not taught sensitivities for everyone, it never hurts to ask.

Mind Your Manners specializes in seminars and consulting services in business etiquette and international protocol. For more information, please contact Amy Palec at (262) 376-0515 or visit her web site www.amypalec.com.
 

© 2004 Amy L. Palec