The c-store industry has evolved into one of the most diverse industries in the country, if not the world. Behind the counter may be a college student, recent retiree, single mom, career entrepreneur-turned--store manager, second-job seeker or new American. Just about anyone with an affinity for retail and customer service can succeed, and feel comfortable, working in a c-store.
Still, at many chain headquarters and in the offices of large consumer goods companies, whose products define each retailer, diversity and inclusion don't come quite as naturally, according to "White Men: Enrolling the Dominant Culture in Diversity and Inclusion," a report by the Network of Executive Women, Consumer Products and Retail Industry, whose members include representatives of the c-store industry, as well as other retail channels and the nation's largest consumer products makers.
An online survey last August of 635 NEW members and supporters revealed nearly 80 percent believe white men have an advantage in hiring and promotions. Thirty-seven percent believe white men have a clear advantage, while another 40 percent believe white men have "somewhat" of an advantage. The remaining 23 percent believe "the playing field is level."
The majority of those polled -- 70 percent -- were white women. (Sixteen percent were nonwhite or Latina women, 12 percent were white males and 1 percent of respondents were nonwhite or Latino males.)
When I saw the results of this poll, I thought about my first years covering the c-store industry, 20-plus years ago. While attending petroleum industry meetings, especially, I was often one of a handful of women, the others often members of the supplier community, in a workshop.
Once, a woman working the meeting's registration area handed me a badge and asked me what spouse program I wanted to attend.
Even the old boy's club of the petroleum industry is much more diverse now. Still, nearly half of the NEW survey respondents said the performance of white men in their organization on diversity and inclusion issues "needs improvement."
Not to say white males are a problem that needs to be fixed. While many white men may not recognize some of the inherent benefits they receive simply by being white and male, they are often misunderstood, misinformed, underestimated or stereotyped when it comes to diversity and inclusion efforts, the report noted.
One way to help white men better identify with their diverse colleagues, the report said, is to educate them about their own diverse characteristics, such as ethnic heritage, age, religion, veteran status or political views. This approach moves their perspective from white/black and male/female and encourages a better understanding of the multicultural and multigenerational workplace, which leads to more open communication, stronger teamwork, more creative solutions to business issues and greater input from diverse perspectives.
"Successful diversity and inclusion efforts have real bottom-line advantages for every business person," noted Alison Kenney Paul, president of the Network of Executive Women (NEW) and a Principal at Deloitte LLP. "But not enough white men are given the opportunity to both understand their role in diversity as well as participate as partner in the solution. -- Barbara Grondin Francella
