MEMES & DIVERSITY MANAGEMENT
I would like to start a discussion on MEMES and their relevance to Diversity Management.
A “meme” is a psychological property. Like a virus it seeks to survive by drawing sustenance from other memes that confirm and reinforces its existence, it will replicate itself horizontally and vertically to guarantee it has future sustenance and reinforcement and survival. To tell it to go away or to stop working is a futile nonsense, it will simply mutate and disguise itself under any spotlight. This is why “awareness training” and the like will “always fail to deliver equality of opportunity.”
An article I read recently discussing diversity quoted some unfortunate and familiar stats relating to minority CEOs and boardmembers in the US corporate environment in particular. ( We know they are similar and even worse in Europe in general.)
Is it realistic to expect any positive changes to these tired old statistics in the absence of genuine structural and systemic improvement in our social institutions?
Do senior management and other “members of the “Overrepresented” groups in our corporations and institutions have any intention of enabling positive change?
What are the limiting factors to positive change in this context?
Please lets have your feedback to all three questions.
Further information and education on the role of MEMES and Diversity Management can be found at;
http://www.campbellconsent.com
And in other articles and links on this site
Floyd Campbell is Principal of
CAMPBELLCONSENT DIVERSITY
Specialist in Diversity Management
Consulting, Training, Research & Marketing
http://www.campbellconsent.com
