Post on 06-Aug-2015
Diversity At WorkPresented by:
Ebony Johnson, Neha Choudhary, Kenneth Moody, Toyin Oladosu & Keilah Murray
Objectives of this TrainingTo deliver a rich understanding of
what diversity is and what it isn’t.To increase a better awareness and
understanding to Diversity concerns that go well beyond the supposed categories.
To recommend behavioral instrument for developing a more unified workplace.
Diversity Questionnaire Data
41%
59%
Position TitleManagementNon-Management
3% 3%
90%
3%
Race
White
Hispanic
Black/AA
Native American
Asian/Pacific Is-lander
Other
3%3%
48%
45% Education LevelGED/HSSome CollegeAssociates B.A.M.A.
69%
17%
10% 3%
Years With Company
One to Three
Four to Six
Seven to Nine
Ten to Twelve
Thirteen +
34%
66%
GenderFemaleMale
7%
38%
21%
10%
24%
Age
Eighteen- Twenty-Five
Twenty Six- Thirty Three
Thirty Four-Fourty One
Fourty Two- Fourty Nine
Fifty +
Diversity Defined
The condition of having or being composed of different elements: variety; especially: the inclusion of different types of people ( as people of different races or cultures) in a group or organization.
Distinction Between EEO, Affirmative Action and Diversity
Equal Employment Opportunity
Affirmative Action
Diversity
The enforcement of statues to prevent employment discrimination
The effort to achieve parity in the workplace through outreach and eliminating barriers in hiring
Leveraging differences in the workforce to achieve better results.
Cultural Perspective of Communication Viewed by Individuals
AgeGenderDisabilityPersonalityNational OriginSexual OrientationReligionEducationWork role/experienceCustoms
ValuesWork StyleFamily SituationCommunication
StyleLanguages UsedLearning StyleEconomic StatusMilitary ExperienceGeographic locationPhilosophical
perspective
Blair-Loy, M. (2005). Work and Life Integration: Organizational, Cultural, and Individual Perspectives. Administrative Science Quarterly, 50(4), 642-644.
Benefits of Workplace Diversity
Improved understanding of those you work for, with, and around
Creates a work environment that allows everyone to reach their full potential
Provides multiple perspectives on problem solving Better performance outcomesIncrease employee productivityBoots employee morale
THE DIVERSE BENEFITS OF DIVERSITY. (2012). New Zealand Management, 59(10), 9.
The Business ImperativeWhat does research show us?
Workforce diversity is positively associated with higher business performance outcome measures.
Racial diversity is positively associated with higher performance in organizations that integrate and leverage diverse perspectives as resources for product delivery.
Gender diversity is positively associated with more effective group process.
Diverse teams are more creative and perform better in problem solving.
Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic Management Journal, 34(3), 373-382. doi:10.1002/smj.2021
Organizational Culture
The values and behaviors that contribute to the unique social and psychological environment of an organization
Key Questions to Think About
What's wrong with being “color- blind” or gender-blind or any kind of blind in the work place?
Does the “way we’ve always done it” close out thinking as well as staff, program participants and community based partners?
Is there some way you “ought to be in order to fit in the company?
http://www.businessdictionary.com/definition/organizational-culture.html
Cultural CompetenceCultural Competence is a set of behaviors, policies, and attitudes which form a system or agency which allows cross-cultural groups to effectively work professionally in situations. This includes human behaviors, languages, communications, actions, values, religious beliefs, social groups, and ethic perceptions.
Accept differences in cognitive, behavioral, philosophical, social, and communicative styles that are from different cultural generational contexts.
Seek to understand; ask for clarification or reasons for the behavior
Communicates policies, procedures clearly to employees if you are manager
http://www.businessdictionary.com/definition/cultural-competency.html
Cultural Competence
Be open to learning about other culture and ideas.
Respect others’ opinions.Give others the benefit of the
doubt in a dispute.Seek first to understand
others points of view; then to be understood.
Don’t stereotypeDon’t assume your
culture way is the only way
Don’t judge others by your own cultural standards
How Can Company’s Promote Diversity?
Lead employees by example; respect people and differences in the workplace
Create a welcoming, inclusive environment in in which to conduct business
Incorporate diversity in policies, strategic plans, operational procedures
Practice regular, effective, an open communication; empower employees; requires trust.
Demonstrate executive commitment to diversity on an ongoing and regular basis.
How Can Employees Promote Diversity?
Practice positive, constructive work habits in the workplace; work cooperatively towards a common goal.
Recognize and respect others and their individuality.Think before you speak and be sensitive to othersTalk about your differences and ask tactful questions about how
people want to be treated.Eliminate stereotypes and generalizations
Small Group Case Study Discussion
Case Study
An employee who works for a division that that is very diverse is troubled by the fact that many of the employees who are of the same cultural background tend to socialize with each other almost exclusively, even though most of the employees regardless of their culture seem to work well together. The employee believes that if everyone socialized more cross culturally this might help to improve the work environment. Should the employee take it upon himself to try and promote more cross cultural socializing during lunch or after work? Is he right in his assumption?
Final Words
“I have a self-made quote: Celebrate diversity, practice acceptance and may we all choose peaceful options to conflict.” ― Donzella Michele Malone