1. We're All Different, So What?
Building inclusive learning environments
Tom Verghese
5 May 2006

2. Diversity – Business Case Themes
Enabling us to Helps us connect with our compete for the best customer base in a talent in both new world that is global, and mature markets fast - moving, complex and competitive Unleashes talent, energy Diverse teams create and creativity by higher quality and more encouraging people innovative solutions than to “bring all of homogenous ones themselves to work” Gives us stakeholder credibility in an increasingly “show me” world
Diversity

3. Diversity Inclusion Definitions All the ways we differ.
Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organisations with which they interact.
Inclusion
Recognising, respecting and accommodating human differences to create and sustain an environment where everyone can achieve his or her full potential.

4. Diversity Primary Dimensions Age Gender Race Ethnicity
Physical qualities
Sexual orientation
Secondary Dimensions
Work background
Income
Parental status
Education
Religious beliefs
Marital status
Geographical location
Political beliefs

5. Four Layers of Diversity
Personality
Age
Location
Level
Ability
Education
Race
Gender
Culture
Sexual
Orientation
Work
Experience
Appearance
Parental
Status
Marital
Income
Habits
Interest
Religion
Union
Affiliation
Management
Role
Division/
Group
Seniority
Family
Structure
Source: Gardenswartz & Rowe (Irwin, 1995)

6. The Iceberg of Culture

7. The Iceberg

8. Eight Aspects of Diversity
Age
Culture
Gender
Mental/Physical Ability
Organisational Role
Race
Religion
Sexual Orientation

9. Ladder of Inference actions beliefs conclusions assumptions meanings
“selected” data
“observable” data
Senge et al, 1994

10. Inclusion/Exclusion Exercise
Reflect on 2 separate occasions where you experienced exclusion and inclusion
What happened?
What was the impact?
How did you feel?

11. Five Steps towards an Inclusive Learning Environment
Assess the needs of current and potential students and staff.
Recruit a workforce that reflects the local community and the international nature of the organisation.
Support flexible working practices
Provide ongoing training and development
Seek feedback. Are you perceived as being inclusive?

12. Getting Started
Awareness Head
Understanding Heart
Skills Hand

13. The Diversity Adoption Process
Innovator
Change agent
Pragmatist
Skeptic
Traditionalist
2.5%
13.5%
34%
34%
16%
Increased perceived opportunity
Decreased perceived opportunity
Decreased perceived risk
Increased perceived risk

14. I nitiate dialogue about diversity V alue similarities and differences
Strategies for Managing Diversity
D evelop awareness
I nitiate dialogue about diversity
V alue similarities and differences
E mbrace role modelling behaviour
R espect diversity to create synergy
S eek first to understand
I nstigate diversity practices
T hink the talk. Talk the talk. Walk the talk.
Y ou make a difference!