Women in the workplace: halfway there with many miles to go.

• Author: Bullinger, Cara M.
• Position: Integrating ethnic and gender diversity into the workplace

WOMEN IN THE WORKPLACE

Halfway There with Many Miles to Go

An international company based in New York comes out to Utah and buys a small company of about 40 people. This small company is doing well, and its employees know the product, the market, and the technology. The employees are from diverse backgrounds, but they are predominantly young, educated people from the West. They are enthusiastic about their work. Just a year and a half later, it's all falling apart. The women aren't the only ones who feel the weight of discrimination. The men are disheartened and angry as well, feeling the discrimination of "ageism" and regionalism. Every other week, resignations come in. Sales are down. Customers are unhappy with the "new way." Management back in New York looks down upon their Utah employees, feeling they don't know how to really do business. The problem: the employees are used to a style of friendship, teamwork, and cooperation. The New York company's corporate culture is suspicious of such behavior--it calls for subtle powerplays and aggression. Both groups feel they're doing things the right way; neither can understand the other.

This is a true story, a scenario that is repeated in a thousand variations. Varying styles of management and communication often generate subtle discriminatory behavior that even the most well-intentioned and progressive-thinking person may not be aware of. Differences in communication and management style are often responsible for the judgments people make about competency.

How will this affect the business world? According to Pat Freston, vice president of human resources at Questar Corp., the above scenario will become the norm unless business learns to integrate women and minorities. Workforce 2000, a government report, projects that by the start of the 21st century, women and minorities will make up the bulk of those entering the workplace.

Business will have a problem retaining skilled employees unless those employees feel that what they have to offer is of value and they are confident they can achieve their goals. And if business cannot adapt to the changing demographics of its employees, it will be unable to adapt to the similar demographics of its customers--not only in the domestic market but even in the more highly diversified global market.

Stating the Obvious

It is a fact that whether they enter the workplace for personal and/or economic reasons, women are enjoying more access to the workplace and to education.

We've heard about affirmative action programs, anti-discrimination bills, and progressive corporate policies. But before any of these things can work, there is a very subtle cultural layer that must change: that subconcious level where cultural differences in communication and management style seem to create misjudgments about the competency of those different from us.

Current research into cultural differences between the sexes and minorities postulates that discriminatory behavior may have its basis in miscommunication between these groups. In simpler terms: there are many times when we just don't understand each other--not in the home and not in the workplace.

Just What Does "Integration" Mean?

Faye Wine, community relations specialist for Utah Power and Light, has been very active in these issues for women and African-Americans. She says, "Full acceptance means first of all equal pay for equal work."

Wine also comments that acceptance means hiring a person solely on his or her...