Answering Tough Questions
In your role as a diversity council member, you are likely to be asked to explain various aspects of diversity. Questions about diversity may be asked of you when you're in meetings, in the break room, in the cafeteria, or when you're walking down the hall. The ADC Tough Questions are sure to enhance your skills and confidence in responding to diversity questions. This page will help prepare you to articulate meaningful answers to expected or unexpected questions.
Here are a list of real questions with a few answers activated for non-members. Click the question with a link to jump to that question:
Do I have to change myself or my beliefs to value diversity?
Will these diversity training sessions make a difference?” Can people really change?
The company isn’t serious about this diversity program. Next month we will be off on another tangent
We have defined diversity so broadly that it takes focus away from the real issues that are still here… that is race and gender. What can be done about that?
What about reverse discrimination?
Why can't we just treat people like we want to be treated?
Why do we have to talk about diversity? It is so divisive when we talk about differences. We are all pretty much alike anyway. Can't we just focus on our similarities and all get along?
Isn't this really just all about being politically correct?
Why is non-verbal communication important when working with co-workers or customers?
Isn't there some truth in stereotypes?
Isn't valuing diversity just another name for Affirmative Action?
When people from other countries come to America to live, shouldn't they learn to speak English and learn our ways?
You say that diversity is a "business issue". What do you mean by that?
You discount me when you refer to me as a minority. Why do you use this negative term?
Q: "Do I have to change myself or my beliefs to value diversity?"
A: Your attitudes, values and beliefs are for you to decide. Not only do you decide what they are, you decide when and if they will ever change. There are times, however, when we may want to adapt behaviors to demonstrate inclusion and the value that diversity brings. Often when we interact with one another, there is mutual adaptation. That is, we may choose to adapt our behavior in order to be more effective in building relationships and accomplishing objectives.
Q: "What about reverse discrimination?"
A: When you use that term "reverse discrimination," what does it mean to you? The term was actually invented by the media during a landmark affirmative action case in California in the late 1970's (Bakke v. University of California Davis), to mean preferential treatment for minorities and women at the expense of white males. If minorities and women are getting preferential treatment at the expense of white males, that is discrimination. It is no more or less harmful because of who is the perpetrator or the victim of the discrimination. The term "reverse discrimination" is not a legally recognized term, because it is simply discrimination.
Q: "When people from other countries come to America to live, shouldn't they learn to speak English and learn our ways?"
A: Research actually indicates that is exactly what most people that immigrate to the United States do. Have you tried to learn another language or adapt to another national culture as an adult (after age 25)? What was that like for you? Mastery of another language as an adult is very hard for most people. Linguist's say that on average it takes 3-5 years to get to what they call a "basic interpersonal communication skill" level (able to carry on basic conversations), and 7-10 years to get to what they call "cognitive analytical language proficiency." This is with full immersion. That is why it is helpful to employ some strategies to communicate effectively across language differences: speak slowly, enunciate clearly, keep communication simply, BE PATIENT, use pictures, written words and demonstrations, etc.
