Presentation on theme: "Diversity in the workplace"— Presentation transcript:
1 Diversity in the workplace “Harnessing the diversity of thought”Rob Estell LSCSWThe University of Kansas for
2 Today’s Agenda What is Diversity Why Diversity? (Best Practice) Macro to Micro (global)Dimensions of DiversityABC’s OF Self AwarenessStrength PerspectiveHarnessing the Diversity of Thought
3 Learning Objectives After this class you will: Understand and be able to articulate the business case for diversityBe 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 EEOAffirmative ActionInclusive of all groupsEliminates discriminationTargets underutilized groupsMaximizes the potential of all employeesProvides equal access opportunityMeasures good faith efforts for minorities and womenBroader than ethnicity, race, and genderNo one is excluded from participation.Helps to prevent discriminationNot legally mandatedLegally mandatedGrounded in individualityGrounded in assimilationChange the system or operationChange the mix of peopleEqualityPreferenceFocuses on all elements of diversityFocuses on race, gender, and ethnicityDiversity is broader than affirmative action and is voluntary (i.e., it is not "strictly necessary" to incorporate diversity concepts in order to meet federal requirementsTable 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 female48 would be male70 would be non-white and 30 white70 would be non-Christian, 30 would be Christian89 would be heterosexual, 11 homosexual59% 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 housing70 would be unable to read50 would suffer from malnutritionOne would be near death; one would be near birthOnly one would have a college educationOne 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 avillage of precisely100 people,with all the existinghuman ratios remaining the same, it would looksomething like thisGlobalization 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 marketEstimated $723 billion in purchasing power, growing by 127% between 1990 and 2003Hispanic/Latino marketPurchasing power in the U.S. is $686 billion and projected to reach $1 trillion by 2010.Asian American marketBuying power is estimated at $400 billionNative American market$48 billion in discretionary spending powerPeople with Disabilities$220 billion in discretionary spending powerGLBT marketTotal 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 colleaguesContracts?
7 Drivers for diversity and equality in the workplace 12345THINKTHEYARE A FIVETHEYHAVETODOGOODERSEQUITABLESYSTEMSBUSINESSREASONSTRANSITIONA closer luck at who we are and where we are going0 = clueless/homogenous-group thinking1 = 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 diversity3 = created a statement of diversity/TEAM –4 = realize there's more to diversity and it makes business sense EDUCATE STAFF/MANAGING DIFFERENCE5 = cashing inLevelPlayingFieldNo problemHere!LegislatedfairnessGoodCorporateCitizensVision ofBecominga 5UltimateGoal
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 AwarenessKnowing who you are,your own cultural assumptions, and perspectivesAwareness of OthersLearning about others, recognizingsimilarities and differencesInterpersonal DynamicsInteracting with and managing those who arelike you and thosewho are different in waysthat are effective and respectful
13 ATTITUDES or CONDITIONAL BELIEF Triggers Automatic ReactionThoughtABCATTITUDE = POSITIVE OUTCOMESCONDITIONAL BELIEFS = GENERALIZATIONS – UNINTENTIONAL PREJUDICE NOT OVERTATTITUDES 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?
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. JrWhen 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 awoman (man) to handle my account?”Examples
19 STRENGTHS CHARATERISTICS EXTERNALOne Dimensional approachWhat beneath the surface: More important talents, passions, perspectives, strengths = DIVERSITY OF THOUGHTSThink about your secondary characteristics? CULTURE!!!!INTERNAL
20 MALE AFRICAN AMERICAN OVER WEIGHT MIDDLE -AGED COMUNICATION SKILLS WARMSPIRITUALBOTTOM LINE FOCUSDRIVENOPTIMISTICOne Dimensional approachWhat beneath the surface: More important talents, passions, perspectives, strengths = DIVERSITY OF THOUGHTSThink about your secondary characteristics? CULTURE!!!!SENSE OF HUMORCALMING PRESENCESCONCEPTUALIZE“BIG PICTURE”INTELLIGENCELOGICAL
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 knowI know what I don’t knowI don’t know what I think I knowI don’t know what I don’t knowI 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 ThoughtTo be successful, we must harness diversity ofthought.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 knowI know what I don’t knowI don’t know what I think I knowI 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 thecurrent 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.