Diversity Impact on Future Public Administration

By Loretta Simpson

The economic vitality driven by the increase of racial and ethnic minorities in the United States has created a base for a discussion about diversity. According to, Rice, M. F. (2015). Diversity and public administration: Theory, issues, and perspectives, states, “Immigration and globalization have added a new dimension of difference in economics, social, and political boundaries. The contributing factors of these change the demographics that will decrease the white population by 2020. The predictors are growth in persons of color, an increase in immigration, and the birth rate. The demographic changes according to Rice will lead to more conflict among the groups.” The benefits of diversity include shared power and mutual advantages. The integration of culture and societies brings with it, its constructs that provide for economic, social, and political change. The influx of immigrants and birth rates is changing the scope of diversity in the United States.

I certainly agree that globalism has fundamentally shifted the ideas about the need for diversity in the workforce. Labor demands have changed to meet the current workforce needs. The requirements placed on non-whites have now shifted to immigrants based on education, skill-set, and class. Globalization brings with it a set of problems that the United States may not be ready to manage based on cultural norms. There is a need to expand the knowledge base on how to handle the current immigration changes. The United States will need to accept the demographic shift and seek opportunities that will provide a platform for learning to navigate the globalization change to manage a diverse population.

The author states, Diversity is not limited to matters of race and gender, nor is it restricted to the workplace. Diversity refers to similarities, differences, and other considerations that subsist in any combination.

In my opinion, the lack of inclusion and the changing demographics created the need for diversity and inclusion initiatives. However, diversity without inclusion is exclusion. Organizations that capitalize off of diversity and inclusion add weight to the illusion of inclusion. It is more profitable for organizations to say, "We are a Diverse and Inclusive Organization." When it is actually the ratio of races to the number of persons within the organization that is an indicator of workplace balance. If we look at the ratio of employees, per race, you will see a disturbing trend of exclusion. Not only has diversity and inclusion become the next best corporate (global) strategy to ensure that exclusion remains embedded into the culture. The very act of exclusion creates long-term psychological trauma, be it institutional or systemic.

Historically, African descendants have been traumatized throughout European rule. Africans have learned to adapt to hostile environments. The environment may have policies in place, which appear to promote diversity and inclusion. However, equity and access speak volumes about inclusion. If you do not feel like you can be your authentic self then it is impossible for you to flourish or contribute to the environment in a meaningful and sustainable way. Allow me to use this analogy: You are invited to your corporate party, you get to the party, everyone is dancing, but you are never asked to dance or a place to sit for a meal. Here is the reality: You were invited and attended the corporate party, therefore it meets the criteria of diversity and inclusion. It does not mean you danced or had a seat at the table. Instead of asking for permission or approval to take your seat at the table; we must create our own table.

I was speaking to a good friend a few nights back, who is a psychologist. She brought many perspectives to the table, as we discussed the psychological effects of racial trauma, both the short-term and long-term effects of racial post-traumatic stress. Racial trauma, which is also known as race-based traumatic stress, is the set of consequences that occur when a person of color deals with racism and discrimination. It encapsulates the varied psychological, mental, and emotional harm that is caused by witnessing racism and discrimination and by experiencing it firsthand. What is the impact of diversity and inclusion initiatives for future public administration initiatives?

The term "race-based traumatic stress" was first used by Robert T. Carter in his 2007 paper titled," Racism and Psychological and Emotional Injury: Recognizing and Assessing Race-Based Traumatic Stress," which was published on behalf of the Division of Counseling Psychology of the American Psychological Association. (Carter, RT)

Carter RT. Racism and Psychological and Emotional Injury: Recognizing and Assessing Race-Based Traumatic Stress. The Counseling Psychologist. 2007;35(1):13-105. doi:10.1177/0011000006292033

Rice, M. F. (2015). Diversity and public administration: Theory, issues, and perspectives. London: Routledge.


#bwIiseafricam #equityandaccess

Loretta Simpson has spent her life using her personal and career experiences to help individuals, overcome disadvantages in public policy and public practices. Teaching individuals to recognize their strengths and innate learned abilities are her greatest strengths. She believes that Africans have a right to education, equity, and access. She knows how to effectively help others in education development, personal development, program implementation, community planning, and family/community engagement. She is a social justice champion and an encourager to those who need a word of encouragement. Her work is a labor of love. She knows there is no single approach that works for everyone, so she continues to educate herself on emerging learning modalities and tools to provide the most comprehensive programs and services that empower individuals, students, families, and the community. She has over twenty years of experience in community counseling, organizational psychology, and effectively providing person-centered and need-based services. She is committed to cultural awareness, understands the importance of cultural identity, and values cross-cultural differences.

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