Supporting a Diverse Staff

Supporting a Diverse Staff

By Kelly J. Graham

Upon hearing the word diversity, many people automatically consider race and assume that a reference to a diverse group is a reference to a racially balanced group. But diversity stretches far beyond that simple definition to incorporate things like age, gender and physical abilities, even marital or parental status, education and work experience.

As all places of employment must, the laboratory should provide an environment that is supportive of all types of people. This includes physical considerations that provide accessibility and comfort to all staff members as well as an open-minded and understanding administration and staff that nurtures a feeling of acceptance and peace of mind in the workplace.

Physical Allowances

In the clinical lab, one area with a particularly noticeable need for diversity awareness is age. The aging laboratorian workforce has needs that vary from those of their younger counterparts. Lab directors must provide accommodations for older workers and show the same level of respect to employees of all ages.

Physically, staff members who are getting closer to retirement age may have unique needs. Uncomfortable positions such as being hunched over a microscope can have a serious impact on their health and work performance. And while recent graduates may have few problems with spending a significant portion of the day on their feet, that may not be the case for older members of the staff.

Having adjustable, ergonomically friendly workspaces can minimize issues that may arise from having laboratorians of different physical abilities.

In general, doorways and aisles should be wide enough for wheelchair access as specified by the Americans with Disabilities Act, and safety showers and eyewash sinks must also be easily accessible to anyone in the lab who may have special needs. If you have an employee with a disability, reasonable accommodations should be made to meet his specific needs.

Mindset Matters

Of course, supporting diversity among varying age groups goes beyond meeting physical requirements. If you have employees with a 40-year age difference, you will inevitably face different working styles and approaches to problem management among staff.

Support the unique benefits that can be brought by different age groups. Make use of the enthusiasm and eagerness to learn new things that your youngest employees bring to the table. Appreciate the value of the years of experience offered by older staff members.

You may even consider bringing both ends of the spectrum together by having a formal or informal mentoring program. Both parties benefit as the younger worker can learn from the wealth of knowledge of the older worker, while the elder feels like his experience is valued.

A mentoring system and equal respect for all workers can contribute to a healthy work environment in which each employee feels like a valuable member of a team. And content employees that feel like they're part of a united effort are often apt to work hard to ensure their job is done to the best of their abilities.

Acknowledge Cultural Differences

In a country where the immigrant population is constantly growing, supervisors are likely to manage employees of different backgrounds and nationalities. Recognizing diverse lifestyles, beliefs and practices is necessary to achieve and maintain a fair and equal organization.

To promote awareness of different religions and ethnicities, offer flexibility when it comes to paid holidays. Consider offering floating holidays that allow employees to have paid time off for holidays they may celebrate that aren't included as one of the United States federal holidays recognized by most organizations.

This practice helps display cultural sensitivity, which is a vital element in making employees feel equal and respected. An open mind, clear lines of two-way communication and flexibility are simple methods that promote cultural sensitivity.

Appreciating Individuality

Take advantage of opportunities to get to know your staff as individuals. Of course, you want to avoid asking too-personal questions or overstepping boundaries, but pay attention to your employees and look for chances to learn a bit about their lives outside of the lab. Putting forth an effort to get to know staff members contributes to making them feel valuable.

Additionally, encourage staff to get to know one another. They'll make a stronger team and be comfortable in working together and learning from each other. Employees will learn one another's strengths and can use that knowledge for operational efficiency.

While paying attention to the needs of different groups of people as a way of supporting workplace diversity, also remember that despite what various social, ethnic or physical groups they may fit in, each must be treated as an individual. Don't let your efforts to support the range of diverse groups backfire by making assumptions about someone's beliefs, work style or abilities. Give each person an opportunity to prove himself on an individual basis and allow your organization to reap the benefits a diverse workforce can offer.

Kelly J. Graham is assistant editor.