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Diversity in the workplace

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Presentation on theme: "Diversity in the workplace"— Presentation transcript:

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

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 Learning Objectives 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.

4 What is Diversity? Inclusive of all groups Eliminates discrimination
EEO Affirmative Action Inclusive of all groups Eliminates 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 mandated Legally mandated Grounded in individuality Grounded in assimilation Change the system or operation Change the mix of people Equality Preference Focuses on all elements of diversity Focuses on race, gender, and ethnicity Diversity is broader than affirmative action and is voluntary (i.e., it is not "strictly necessary" to incorporate diversity concepts in order to meet federal requirements Table 1: Differences between Diversity, EEO, and Affirmative Action

5 Something to think about…
57 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. 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 Globalization has come to stay and with it its advantages and disadvantages. Domestic and International

6 The Changing Market Women African-American market
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 2010. 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. Our clients and colleagues Contracts?

7 Drivers for diversity and equality in the workplace
1 2 3 4 5 THINK THEY ARE A FIVE THEY HAVE TO DO GOODERS EQUITABLE SYSTEMS BUSINESS REASONS TRANSITION A closer luck at who we are and where we are going 0 = clueless/homogenous-group thinking 1 = affirmative action eeo stuff / diversity is all the same (it’s a bad word that’s not about me) 2 = understand and celebrate THE VALUE diversity 3 = created a statement of diversity/TEAM – 4 = realize there's more to diversity and it makes business sense EDUCATE STAFF/MANAGING DIFFERENCE 5 = cashing in Level Playing Field No problem Here! Legislated fairness Good Corporate Citizens Vision of Becoming a 5 Ultimate Goal

8 The bottom line… 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. 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.” ©SHRM 2008

9 Dimensions of Diversity
Are we getting Diversity wrong? Assumptions? But lets truly understand diversity before we can celebrate differences why is culture important.

10 Diversity off Thought All parts that influence a culture
"Personality", the dimension which constitutes the core of this model, covers all aspects of a person that may be classified as “personal style”. "Internal dimensions " or "core dimensions" are considered to be dimensions that may not be easily changed by individuals and are thus taken into account by the relevant equal treatment acts. "External dimensions" are characterized by their variableness. "Religion" or "worldview" are exceptions, which is why they are highlighted. They could be regarded as “internal dimensions“ for two reasons: Firstly, religion and worldview cannot always be chosen freely and secondly, discrimination as a result thereof is legally forbidden. "Organizational dimensions" are defined by corporate or institutional affiliation. Diversity off Thought

11 Diversity awareness is NOT about changing who you are
Self Awareness Knowing who you are, your own cultural assumptions, and perspectives 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

12 Self Awareness ABC’s of Thinking


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. “People don’t get along because they fear each other. People fear each other because they don’t know each other. They don’t know each other because they have not properly communicated with each other” Martin Luther King. Jr When you respond to a call from one of your clients that you have been asked to see, he says "You are too young to help me. Get me someone who knows something." 1. What is your reaction? 2. What do you say? (A.T.) 3. What do you do? 4. Discuss the effects of age in our culture. Is it an advantage to be older/younger? How about in other professions? 5. What if the client had said “I want a woman (man) to handle my account?” Examples

18 Strengths Perspective

EXTERNAL One Dimensional approach What beneath the surface: More important talents, passions, perspectives, strengths = DIVERSITY OF THOUGHTS Think about your secondary characteristics? CULTURE!!!! INTERNAL

WARM SPIRITUAL BOTTOM LINE FOCUS DRIVEN OPTIMISTIC One Dimensional approach What beneath the surface: More important talents, passions, perspectives, strengths = DIVERSITY OF THOUGHTS Think about your secondary characteristics? CULTURE!!!! SENSE OF HUMOR CALMING PRESENCES CONCEPTUALIZE “BIG PICTURE” INTELLIGENCE LOGICAL

21 Diversity of Thought willingness, Readiness Opportunity.
TOTAL WORKFORCE Pre-Boomers & Boomers: 61% Gen X & Gen Y: 39% NEW HIRES Pre-Boomers & Boomers: 30% Gen X & Gen Y: 70% MANAGERS Pre-Boomers & Boomers: 74% Gen X & Gen Y: 26% EXECUTIVES Pre-Boomers & Boomers: 99% Gen X & Gen Y: 1%

22 I know what I know I know what I don’t know I don’t know what I think I know I don’t know what I don’t know I suspect that too often our knowledge of diversity of thought falls in this last section, unrecognized and unknown.

23 “Diversity of thought”
Example of a board room meeting when ED COMES IN MARY,

24 To be successful, we must harness diversity of
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, Diversity of ideas. Diversity of inventiveness. Knowing.” There are four sections in the window— I know what I know I know what I don’t know I don’t know what I think I know I don’t know what I don’t know. I suspect that too often our knowledge of diversity of thought falls in this last section, unrecognized and unknown.

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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