One of the terms that have become extremely popular in recent years in discussions about the future of business is diversity. It is believed that nowadays, every organization has to include the concepts of inclusivity and diversity in its agenda in order to keep pace with the times. In its essence, according to Thompson (2017), diversity is variety and, therefore, is closely related to the notion of differences. However, diversity and differences are not interchangeable concepts, and especially not when it comes to workplace culture, although a more detailed look into the issue might be needed to comprehend this.
When companies speak about their culture encouraging diversity, it means that they seek to employ people with varying attributes. These attributes – or, alternatively, dimensions – are divided into primary and secondary ones (Ivancevich et al., 2018). Primary dimensions – stable ones – include gender, age, race, ethnicity, physical attributes, and sexual orientation. Secondary – and changeable ones – include religious beliefs, educational background, work experience, marital status, and health. It proves that people’s differences do not make anybody better or worse. The Holy Bible states, “There are doubtless many different languages in the world, and none is without meaning” (BibleGateway, n.d.).
However, having employees be diverse in accordance with these attributes does not automatically make a company diverse. Betances (2018) notes how in such cases, what gets promoted is merely differences. Granted, employees in organizations might be representatives of various social groups – but unless they hold positions of power and make important decisions, these organizations do not encourage diversity. A company whose janitors and maintenance staff are people of color of both genders and various ages but whose top management consists of white, middle-aged men is not a diverse one in any regard.
Diversity is reported to have a long-standing impact on the behavior and attitudes of employees. Additionally, according to Ivancevich (2018), a company’s commitment to diversity and will to create an inclusive culture can bring a number of important benefits, including improved decision quality, more creative innovation, and better customer connection. An interesting case to contemplate is the case of Primerica – a company providing financial services to middle-income families. Forbes included it in its 2021 list of America’s best insurance companies, which might be thought of as a measure of success (Bisnoff, 2021). Keeping that in mind, Primerica’s diverse culture is to be closely examined.
The company claims that diversity is of the utmost importance to them. As stated in Primerica’s (2018) Corporate Responsibility Report, an inclusive working environment is what they strive to build there. According to the report, almost two-thirds of the company’s employees are female – and almost half of the positions at or above the level of Vice President are held by them (Primerica, 2018). Primerica’s success in promoting gender equality was specifically recognized nationwide, as they were included in the 2021 Bloomberg’s Gender-Equality Index (BusinessWire, 2021). Moreover, the company adopted equal employment opportunities and anti-harassment policies in 2018 – and, as Primerica (2018) states that responsibility for oversight of these policies’ implementation was delegated to the Corporate Governance Committee. Additionally, the company’s sales forces use strategic market groups to promote professional and personal growth promotion – these include Women in Primerica, as well as the African-American and Hispanic Leadership Councils (Primerica, 2018). These groups give chances to participate in networking, as well as business training and learning opportunities.
In estimating whether Primerica is an example of a company fostering diversity or simply differences, one must conclude that it is the former. Primerica does not only speak about the importance of diversity – it implements various measures to make sure that these are not empty words. Primerica supports women and racial minorities and strives for the provision of equal opportunities for everyone. Therefore, it can rightfully be considered an organization that strives for diversity truly and not on paper.
References
Betances, S. (2013). Confusing differences with diversity [Video]. YouTube. Web.
BibleGateway. (n.d.). 1 Corinthians 14:10, English Standard Version. Web.
Bisnoff, J. (2021). America’s best insurance companies. Forbes. Web.
BusinessWire. (2021). Primerica was included in 2021 Bloomberg Gender-Equality Index. Web.
Ivancevich, J. M., Konopaske, R., Matteson, M. T. (2018). Organizational behavior and management (11th ed.). McGraw-Hill Education.
Primerica. (2018). Corporate responsibility report. Web.
Thompson, N. (2017). Promoting equality: Working with diversity and difference. Macmillan International Higher Education.