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“Harnessing the diversity of thought” Rob Estell LSCSW The University of Kansas for Diversity in the workplace.

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Presentation on theme: "“Harnessing the diversity of thought” Rob Estell LSCSW The University of Kansas for Diversity in the workplace."— Presentation transcript:

1 “Harnessing the diversity of thought” Rob Estell LSCSW The University of Kansas for Diversity in the workplace

2 Today’s Agenda What is Diversity Why Diversity? (Best Practice) Macro to Micro (global) Dimensions of Diversity ABC’s OF Self Awareness Strength Perspective Harnessing the Diversity of Thought

3 After this class you will: Understand and be able to articulate the business case for diversity Be able to use a variety of tools/methods to work effectively with a diverse workforce. Learning Objectives

4 Table 1: Differences between Diversity, EEO, and Affirmative Action DiversityEEOAffirmative Action Inclusive of all groupsEliminates discrimination Targets underutilized groups Maximizes the potential of all employees Provides equal access opportunity Measures good faith efforts for minorities and women Broader than ethnicity, race, and gender No one is excluded from participation. Helps to prevent discrimination Not legally mandatedLegally mandated Grounded in individualityGrounded in assimilation Change the system or operation Change the mix of people EqualityPreference Focuses on all elements of diversity Focuses on race, gender, and ethnicity What is Diversity?

5 If we could shrink the earth’s population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look something like this Asians, 21 Europeans, 14 people from the Western Hemisphere (north and south,) 8 Africans. 52 would be female 48 would be male 70 would be non-white and 30 white 70 would be non-Christian, 30 would be Christian 89 would be heterosexual, 11 homosexual 59% of the entire world’s wealth would be in the hands of only 6 people and all 6 would be citizens of the United States. 80 would live in substandard housing 70 would be unable to read 50 would suffer from malnutrition One would be near death; one would be near birth Only one would have a college education One would own a computer. When one considers our world from such a compressed perspective, the need for both acceptance and understanding becomes very evident. Something to think about…

6 The Changing Market Women > By 2010, women are expected to control $1 trillion, or 60% of the country’s wealth. African-American market > Estimated $723 billion in purchasing power, growing by 127% between 1990 and 2003 Hispanic/Latino market > Purchasing power in the U.S. is $686 billion and projected to reach $1 trillion by Asian American market > Buying power is estimated at $400 billion Native American market > $48 billion in discretionary spending power People with Disabilities > $220 billion in discretionary spending power GLBT market > Total buying power of the U.S. gay, lesbian, bisexual and transgender adult population is estimated to be $641 billion. Traditionalist/Baby Boomer market > $1.7 trillion in buying power; accounts for 50% of all discretionary income.

7 THINK THEY ARE A FIVE THEY HAVE TO BUSINESS REASONS 5 DO GOODERS TRANSITION EQUITABLE SYSTEMS No problem Here! Legislated fairness Good Corporate Citizens Vision of Becoming a 5 Level Playing Field Ultimate Goal Drivers for diversity and equality in the workplace

8 As shown on the previous screen, there are many reasons why an organization might/ should focus on Diversity. Usually, these fall under two broad themes: the Values Case and the Business Case. Both the Values Case and the Business Case are important and necessary; they do not contradict each other, but rather complement each other. ©SHRM 2008 Values Case Business Case “It’s the right thing to do, and will make our people happier.” “It’s the smart thing to do, and will improve our bottom line.” The bottom line…

9 Dimensions of Diversity Are we getting Diversity wrong?

10 Diversity off Thought

11 NOT Diversity awareness is NOT about changing who you are Self Awareness Knowing who you are, your own cultural assumptions, and perspectives Self Awareness Knowing who you are, your own cultural assumptions, and perspectives Awareness of Others Learning about others, recognizing similarities and differences Awareness of Others Learning about others, recognizing similarities and differences Interpersonal Dynamics Interacting with and managing those who are like you and those who are different in ways that are effective and respectful Interpersonal Dynamics Interacting with and managing those who are like you and those who are different in ways that are effective and respectful

12 Self Awareness ABC’s of Thinking

13 Triggers Automatic Reaction Thought ATTITUDES or CONDITIONAL BELIEF “BLANKET STATEMENT” GENERALIZATIONS

14 Self awareness questions How much do I know about the beliefs and values of my co workers? What do I need to know to understand the behaviors of clients who are totally different from my expression of diversity?

15 Organizational Questions How can my beliefs and strengths help me to work better in my organization/practice? How does my diversity profile add value to the overall vision and mission of my organization or practice? What should I do to create an inclusive work environment that acknowledges and maximizes the positive aspect of all diversity?

16 Self-Awareness Negative Outcomes?

17 People avoid discomfort Denial is a common method of defending one's self from uncomfortable information, and used behavioral responses tend to stay intact. Examples

18 Strengths Perspective

19 STRENGTHS CHARATERISTICS INTERNAL EXTERNAL

20 CONCEPTUALIZE “BIG PICTURE” LOGICAL COMUNICATION SKILLS DRIVEN OPTIMISTIC SENSE OF HUMOR BOTTOM LINE FOCUS SPIRITUAL WARM OVER WEIGHT MALE AFRICAN AMERICAN MIDDLE -AGED CALMING PRESENCES INTELLIGENCE

21 Diversity of Thought

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23 “Diversity of thought” Diversity?

24 Diversity of Thought To be successful, we must harness diversity of thought. – Diversity of people, – Diversity of background, – Diversity of experience, – Diversity of skills and strengths. But most important, 1.Diversity of ideas. 2.Diversity of inventiveness.

25 In closing…… If we are doing our job as corporate leaders, we must think beyond the current stock price. Where will new ideas come from? Where will new business models come from? Where will talent come from? Where will our customers come from? We’re living in an era that’s defined by the power of ideas, the power of connections to knowledge, to information. Smart people reside everywhere in the world - all kinds of people and smart people brimming with ideas that have yet to be heard.


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