4. What did you learn from this experience? Do you know what it feels like to walk into a room where, because of your sex, race/ethnicity, religion, language, or some other dimension, you are intensely aware of being different from everyone else?166 Some of you do.

Most of you probably don’t. And, since most managers are white and male, it’s a good bet that they don’t know either. The experience can be unsettling, especially the fi rst time it happens.

Some companies have begun broadening perspectives and understanding by having their managers join groups or attend events where they are different from everyone else. As you read in Section 4.3, at Hoechst Celanese, the CEO, a white male, joined the board of Hampton University, a historically African American college, and Jobs for Progress, a Hispanic organization that helps people prepare for jobs.

For more than 30 years, UPS has required its top managers to participate in community service programs in inner cities or poor rural areas. James Casey, UPS’s founder, started the program in 1968 to expose his white male managers to diverse experiences, people, and communities.

Casey also hoped that the experience would increase empathy, break down stereotypes, and encourage volunteer and community service. Today, managers with 10 to 30 years of experience are assigned to community service tasks in inner cities or rural areas. Don Wofford, who directs the program, says, “We choose managers on the fast track, people who’ll be positioned to infl uence their work force and the community for years to come.”

The managers spend two weeks doing community service, followed by a weekend at home and then two more weeks of community service. Wofford says, “This format gives them a chance to digest the experience—they tend to come back renewed after the break, with a new focus, sometimes even more bewildered, but still ready to go for it.”