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Work Effectively With Diversity

The document discusses diversity and inclusion in the workplace. It defines diversity as having people from different backgrounds working together, while inclusion involves creating an environment where all people feel respected and able to fully participate. The key difference between diversity and inclusion is that diversity is about having a mix of people, while inclusion is about making that mix work well together through respect and connection. The document provides several strategies for promoting inclusion, such as showing flexibility, examining assumptions, and respecting different ideas. It emphasizes that inclusion creates business value by harnessing diverse perspectives.

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272 views31 pages

Work Effectively With Diversity

The document discusses diversity and inclusion in the workplace. It defines diversity as having people from different backgrounds working together, while inclusion involves creating an environment where all people feel respected and able to fully participate. The key difference between diversity and inclusion is that diversity is about having a mix of people, while inclusion is about making that mix work well together through respect and connection. The document provides several strategies for promoting inclusion, such as showing flexibility, examining assumptions, and respecting different ideas. It emphasizes that inclusion creates business value by harnessing diverse perspectives.

Uploaded by

etthar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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WORK EFFECTIVELY WITH DIVERSITY

◦ Diversity is the positive result of people in different


racial, ethic, and cultural backgrounds working together.
◦ The term DIVERSITY refers to the many factors that
make people different.
◦ Diversity involves respecting people’s differences. When
diversity is supported, everyone is allowed to maintain
his/her individuality.
◦ People are not forced to change how they live, speak,
look, or think so as to be more like the majority.”
WHAT IS INCLUSION?
Inclusion puts the concept and practice of diversity into
action by creating an environment of involvement,
respect, and connection, where the richness of ideas,
backgrounds, and perspectives are harnessed to create
business value and overall success. inclusion involves
bringing together and harnessing diversity.

Inclusion: “Making the Mix Work”


DIFFERENCE BETWEEN DIVERSITY
AND INCLUSION?

Diversity is simply a representation of many different types of people
(gender, race, ability, religion, etc.)

Diversity often focuses on the differences, and is referred to as "the mix.“

Inclusion is the deliberate act of welcoming diversity and creating an environment
where all different kinds of people can thrive and succeed.

Inclusion is the act of "making the mix work."


Diversity is what you have. Inclusion is what you do.

Simply having a diverse group, team, workforce, classroom, etc., is not enough.

Everyone should feel safe and encouraged to fully participate and share and be on
equal footing
as everyone else.
Culture
◦ It is not necessary to learn all there is to know about another
person’s culture before you can interact effectively with them.
Acknowledging differences and acting on issues as they arise will
show that you respect their culture and their individuality.
Assuming that people will conform to cultural stereotypes
undermines their individuality and can ignore individual attributes
that may be beneficial to the workplace.
Language

◦ Language diversity often causes employees, employers and


customers to misunderstand one another.
◦ Different languages in the workplace are a growing issue.

◦ Organizations can provide language classes for their employees on


the basic language requirements for their organization. Teach
workers words, phrases, warnings, and other critical
communication elements that are necessary for them to perform at
the expected standards.
Religion

◦ Providing flexibility for employees to meet required


religious observances is an example of embracing
diversity. Refusing a request, for example, to attend
Friday afternoon devotion at a local mosque in lieu of
taking a lunch break at the middle of the day can be
discriminatory, particularly where lunch hours are not
mandated.
Gender
Hiring and promotion must be based on the best person
for the job, not whether they are male or female. Treating
a person differently to others because of their gender is
discriminator.
Sexuality
Organizations must not make an issue of a person’s sexual
preference. Dismissing a person because of their sexuality is
illegal.
Marital Status/Family Arrangements

◦ Addressing women by generic titles such as Ms is one


way to be compliant. Embracing diversity may involve
offering staff with children later starting hours to
accommodate taking children to school and flexible
hours during school holidays. Refusing reasonable and
timely requests for leave from parents of school-age
children during school holidays can be a form of
discrimination.
Disability
◦ Eight percent of the population is affected by a
disability.
◦ More disabled workers than ever are providing
valuable services to employers/businesses due to
changing attitudes and laws.
BENEFITS OF DIVERSITY

◦ There are fewer lawsuits


◦ Morale is high.
◦ Creativity increases
◦ Productivity increases
◦ Quality workers are attracted to the organization
◦ The decision-making process improves
◦ Decision-making speed improves
◦ More customers are reached
◦ Goodwill and positive ties are formed with
businesses and government groups.
PROMOTING DIVERSITY IN THE
WORKPLACE

◦ Show flexibility.
◦ Examine your assumptions, prejudices and stereotypes.
◦ Explore different cultures.
◦ Show patience in communicating and understanding.
◦ Admit unfamiliarity of diverse customs along with a
willingness to learn more about them.
◦ Show respect for ideas different from your own.
◦ Avoid stereotypical jokes/humor.
◦ See the humanity in every person.
DIVERSITY BEST PRACTICES
◦ Leadership commitment
◦ Effective communication and transparency
◦ Equitable employment practices
◦ Recruitment outreach
◦ Continuous learning and career development
◦ Coaching and mentoring
◦ Early conflict resolution
◦ Flexible work culture

14
TYPES OF DISCRIMINATION
◦ Gender
◦ Racial
◦ Color
◦ National Origin
◦ Language
◦ Religious
◦ Disabilities
◦ Age
◦ Height and Weight
◦ Sexual Orientation
◦ Sexual Harassment
DIVERSITY RECRUITMENT
PLAN
◦ To reap the benefits of a diverse workforce
employers must ensure that recruitment
strategies reach candidates regardless of
gender, ethnicity, sexual orientation, disability
or socioeconomic background.

◦ Sourcing candidates means recruiters are


looking for candidates who have the skills and
qualifications the company needs for a specific
job or category of positions.
◦A diversity recruitment policy for sourcing
candidates might mean a recruiter uses
unconventional methods to source candidates.
For example, a recruiter intent on increasing
the number of women in management roles
may join a women's career network and
develop contacts within that network to find
job seekers.
REDUCING UNCONSCIOUS BIAS
◦ Employers may need to address unconscious bias among
their own staff; assumptions
◦ which they make about the suitability of a candidate during
the recruitment process
◦ based on factors which are not related to the role such as age,
gender or background.
◦ Given the significant impact these biases can have on how
hiring managers will assess
◦ candidates, countering them should be considered a priority.
◦ 81% of employers recognise the potential that unconscious
bias has to impact
◦ decisions, potentially leading them to miss out on top calibre
professionals.
STRATEGIES USED BY MANAGERS TO
CREATE INCLUSION WITHIN THE
WORKPLACE
CHECKLIST TO EMBRACING
DIVERSITY
◦ Develop the skills you need to work effectively with diverse co-workers
and customers
◦ Recognize that cultures communicate differently and that no one way is
the “right way”
◦ Show your co-workers that you value them.
◦ Deal with intercultural conflict immediately.
◦ Ease cultural shock by becoming actively involved in the host country’s
culture.
◦ Build on your co-worker’s strengths and try to less their issues
◦ Understand the strengths members of both genders bring to workplace.
◦ Join a networking group composed of people from different culture.
◦ Use active listening, empathy and speaking sensitively to learn about
others’ ways of communicating.
LAST WORDS TO PONDER

“When we feel a sense of


belonging it is not because
we are the same as everyone
else, but because we have
been accepted as we are.”
REVIEW QUESTIONS

1 2
3
4 5

Complete Quiz
1. Valuing diversity in the workplace is
a good thing and helps employees
feel included, but it does not have a
significant positive effect on the
bottom line of an organization.
True
False
2. Diversity in the workplace is the
mixing of differences in race and
gender. Other differences are
generally not a concern and not
part of valuing diverse workplace.
True
False
3. When a work culture is dominated
by one single profile of worker to the
exclusion of others, it can be said that
diversity is not valued.
True
False
4. When we speak of accepting
diversity in the workplace, we are
referring to the fair distribution of
jobs of specific types among all
represented groups of employees
within the workforce.
True
False
5. Tolerance among employees for coworkers' differences is the foundation of a
workplace that values diversity.
True
False
The End

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