1. “Managing Excellence”
Making Difference Matter
November 14, 2012

2. Agenda
Introductions: Making it Personal
Examining Personal Values
Recognizing Diversity
What does it mean to manage diversity?
Why does difference matter?
Perceived barriers to managing diversity
Inclusion self-assessment
Inclusion
Definition
Demonstrating inclusive behavior
Commitment to managing diversity

3. Objectives
“Making Difference Matter” was designed to help managers understand the “reality” that is diversity and the “opportunity” that inclusion represents. At the conclusion of this workshop, participants will be able to:
Articulate personal values and goals related to diversity & inclusion and evaluate team diversity
Understand the importance of managing diversity
Utilize tools and techniques for more effectively managing and communicating across difference and empowering employees to demonstrate inclusive behaviors
Identify 2-3 inclusive behaviors that they must continue or begin to demonstrate immediately

4. Defining Diversity: Making it Personal

5. Examining Personal Values
Our values teach us:
Orientation to Activity (How you do your work)
Orientation to Relationships (How you treat people)
Orientation to Time (How you treat time)
Orientation to Person-Nature (How you view nature/universe)
Activity
A = Doing
B = Being
Relationships
A = Hierarchical
B = Consensus
C = Individualism
Time
A = Past
B = Present
C = Future
Person-Nature
A = No control
B = Harmony w/ Nature
C = Mastery over nature

6. So What?!
Were your values the same as your team/group?
What happens if your employees don’t know your preferences across these values orientations? Vice Versa?
How do these values influence your expectations for yourself and those around you?

7. How diverse IS your team?

8. Recognizing the Diversity of Your Team
Including yourself:
Who is on your team (names, roles, etc.)
What generations (age-ranges) are represented on your team? (i.e. Generation X, Y)
What races and ethnicities/nationalities are represented?
What languages are spoken by members of your team?
What sexual orientations are represented in your team?
What is the gender make up of your group?
What level of training and education do your employees have? In progress?
What differences in physical and/or cognitive ability exist on your team?
Where are your employees from?
Where have your employees worked? (organizations, departments)
What are their personal/recreational habits?
What are the relationship and parental statuses of employees?
What are the differences in socio-economic status?
General Appearance?
What do they value? (i.e. doing, past, individualism, collaboration, harmony)
Language differences (i.e. ESL, accents, fast/slow pace)?
Years of service at Wake Forest?

9. How Diverse IS Your Team?
Diversity is a reality,
inclusion is a choice.

10. Why does diversity & inclusion matter?
Employees (including you) continuously make assumptions, decisions, and demonstrate behaviors at work based on their cultural background (identity groups)
Organizations that effectively manage diversity are more productive and better able to attract and retain employees
Organizations that expect employees to assimilate into the dominant culture experience decreased morale, lower productivity, and higher turnover
When there is no proactive search to understand, then learning from diversity, if it happens at all, can occur only reactively – that is, in response to diversity-related crises
Employees who feel empowered to be their “full” selves are more likely to share new ideas, challenge business practices, and retain employment

11. Perceived barriers/challenges related to managing diversity
Environmental:
Organizational culture (silos, traditions)
Diversity is not seen as an organizational priority
Fear of change and/or reverse discrimination
Misconceptions, stereotypes, and unconscious bias
FEAR of others perceptions (racist, sexist, angry, homophobic, inauthentic, etc.)
Behavioral:
Lack of OR ineffective communication
Categorizing people into certain groups, types, or positions
Grooming/developing only one person
Lack of diverse applicant pool in positions
Limited skill and preparation for interacting across difference
Kinicki, Angelo and Robert Kreitner.  Organizational behavior.  Key Concepts, skills and best practices. 2nd. ed.

12. Inclusion Assessment

13. What does it mean to manage diversity?
“Managing diversity does not mean controlling or containing diversity, it means enabling every member of your workforce to perform to his or her potential. It means getting from employees, first, everything we have a right to expect, and second – if we do it well – everything they have to give.”
Being inclusive!!!

14. Tips for Managing Diversity
Individual Attitudes & Beliefs:
Challenge your own and others’ stereotypes, biases, and assumptions
Seek exposure to & relationships with people who are different from yourself
Challenge inappropriate and derogatory behaviors
We are human! Our individual attitudes and beliefs affect interpersonal relationships

15. Management Skills and Practices
Tips for Managing Diversity
Management Skills and Practices
Facilitate cross-cultural conflict resolution between employees
Promote personal development for all employees
Provide suggestions to managers and staff about ways to make environment more inclusive
Speak up and speak out in support of university’s commitment to diversity and inclusion
Managers are role models, who teach others how to (or not to) manage diversity/be inclusive through their behaviors, skills, and practices.

16. Organizational Values and Policies
Tips for Managing Diversity
Organizational Values and Policies
Demonstrate value for a variety of opinions and perspectives by promoting the exchange of ideas
Review policies and procedures to ensure they are inclusive of all stakeholders
Set and expect high standards of performance from everyone
Hold all staff accountable for demonstrating inclusive behavior
“Is this a workplace where “we” is everyone?”

17. Definitions Federal Laws:
Equal Employment Opportunity - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability.
Affirmative Action - Workforce profile improvement through recruiting, retention, and promotions
Diversity – Represents the unique values, culture and characteristics of all individuals; includes everyone.
--MAKE SURE THERE IS A CLEAR UNDERSTANDING OF THESE TERMS (OFTEN USED INTERCHANGEABLY)
- EEO - laws that guarantee all people have an equal shot at employment benefits
- AA - based on laws/regs that encourage (and sometimes require) workforce profile improvements
- Diversity - uniqueness of all individuals and includes everyone

18. “By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. One-quarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job.”
U.S. Department of Labor, Futurework: Trends and Challenges
for Work in the 21st Century. Washington, D.D. (Labor Day 1999).
If Federal agencies want to be successful in today’s world they must recognize and use diversity to their advantage.
Agencies must recruit among the full spectrum of the labor market and understand that diversity offers a variety of view approaches, and actions for an agency to use in strategic planning, problem solving, and decision making.

19. 80 would live in substandard housing 14 would be unable to read
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 like this. There would be:
11 would be homosexual
6 people would possess 59% of the entire world's wealth and all 6 would be from the United States
80 would live in substandard housing
14 would be unable to read
33 would die of famine
1 would be near death;
1 would be near birth
7 would have a college education
8 would own a computer
61 Asians
12 Europeans
14 from the Western Hemisphere, both north and south
13 Africans
50 would be female
50 would be male
74 would be nonwhite
26 would be white
67 would be non-Christian
33 would be Christian
89 would be heterosexual