1. Presented by: Amy Berrier UNC Greensboro
Diversity & Inclusion
Presented by:
Amy Berrier
UNC Greensboro

2. Agenda What is Diversity? What is Inclusion? Visible Diversity Traits
Invisible Diversity Traits
Diversity & Inclusion in Action
How can we promote Diversity & Inclusion?
Case Study! (What would you do?)

3. Diversity? What is Diversity? What is your definition of diversity?
Usually we hear, race, gender, religion! Other?
In broad terms, diversity is the any dimension that can be used to differentiate groups and people from one another – a mix of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to our workplace, and our associations.
It means respect for and appreciation of differences in gender, age, national origin, disability, sexual orientation, education, and religion.
But it is more than these things we have talked about.
We all bring diverse perspectives , work experiences, life styles and cultures to the table in our personal and professional lives. We, as financial aid professionals, know the power of diversity is unleashed when we respect and value all differences.

4. Inclusion? What is Inclusion?
What is your definition of inclusion? Let’s share some thoughts here.
Inclusion is a state of being valued, respected and supported. It is about focusing on the needs of EVERY individual and ensuring the right conditions are in place for each person to achieve his or her full potential.
Inclusion should be reflected in our offices and within the culture of our associations, practices and relationships, that are in place to support a diverse workforce.
In very simple terms, diversity is the mix; inclusion is getting the mix to work well together.

5. Diversity & Inclusion in action!
Improved Understanding
Valued & Respected
Irrational Assumptions
Dialogue
How do we get the mix to work together?
Misunderstandings are a normal part of communication either because we unintentionally or intentionally use the wrong words, or because we don’t understand what is being said to us. To prevent misunderstanding know who you are talking to, be respectful, and be sure of what you want to say. We need to become more understanding of those we work for, with, and around. Be in the NOW! Continue to take opportunities to educate yourselves through training (SafeZone, GreenZone as examples) and make sure always listen. Listen and be respectful.
It is very important that we learn , respect, and value the differences of each and everyone in our office, as well as those we serve daily in the financial aid office. While being committed to making diversity and inclusion a part of everything we do, we increase our effectiveness, and maximize our ability to serve our students and their families as well as our co-workers. we should strive to create an environment of inclusiveness where every employee is valued and respected for their unique differences. Remember: An inclusive workplace enriches our employee and customer experience.
Irrational Assumptions: a belief that is founded on baseless suppositions. Irrational assumptions can be stereotypes we formulate about people based on their association or membership with cultural or different ethnic groups. Irrational assumptions guide people to act and react in ways that are inappropriate and that prejudice their chances of happiness and success.
Dialogue: Number 1 rule for diversity, and inclusion. In order to understand someone’s point of view, you must seek first to understand it. Dialogue is very important in order to communicate your own positon. Dialogue is very important to arrive at a mutual agreement that serves one common goal. Sometimes we also have to agree to disagree to move forward for the good of the group – our offices and our associations for example.

6. Visible Diversity Traits
Skin Color
Gender
Physical Abilities
Physical Traits
Behaviors
Age
Body Size/Type
What are some visible diversity traits that we can recognize about others?
Skin Color: White, Black, Dark, Light
Gender: Male Female, Transgender
Physical Traits: Hair color, eye color, skin tone, etc. moles, nose shape, freckles, etc.
Behaviors: How we conduct ourselves by what we say and do. And also how we say and do things.
Age: Young old, middle age, teenager, mid 20’s etc.
Body Size/Type: Medium Built, small built, average built, stout, skinny, etc.

7. Invisible Diversity Traits
Religion
Values
Socio-economic Status
Sexual Orientation
Culture
Beliefs
Habits
Education
Disability
What about invisible diversity traits?
Different Religions: Methodist, Baptist, Muslim, Catholic, etc
Values: Morals and beliefs held by each of us here in this room. These morals and beliefs present themselves in our associations and in our offices.
Socio-economic status: A more simple definition of SES would be – an individual’s or group’s position within a hierarchical social structure. SES depends on a combination of variables, including occupation, education, income, wealth, and place of residence. Sociologists often use socioeconomic status as a means of predicting behavior.
Sexual Orientation: is a term used to refer to a person’s emotional, romantic, and sexual attraction to individuals of a particular gender. Sexual orientation is generally divided into 3 categories – heterosexual, bisexual, and homosexual. Sexual orientation involves a person’s feelings and sense of identity, which may or may not be evident in the person’s appearance or behavior. However, individuals choose whether or not they will act upon those attractions. According to the American Psychological Association, sexual orientation “also refers to a person’s sense of identity based on those attractions, related behaviors, and membership in a community of others who share those attractions.”
Culture:  is a way of life of a group of people – the behaviors, beliefs, values, and symbols that they accept, generally without thinking about them, and that are passed along by communication and imitation from one generation to the next. Culture is about having a heart and a mind that acknowledges, accepts, values, and even celebrates the various ways that people live and interact in the world. It's answering the question, "What is cultural diversity?" with a warm and caring heart that realizes that - even with our various cultural differences - we all aspire to many of the same things: security, well-being, acceptance, individualism, esteem, and some form of equity, whether it's physical, spiritual or emotional..
Belief: a feeling of being sure that someone or something exists or that something is true
: a feeling that something is good, right, or valuable
: a feeling of trust in the worth or ability of someone
Habits: We all have them, sometimes they are invisible to others. Hidden habits:
Education: First generation, no or very little education, we need to be sensitive to all.
Disability: Discussion regarding diversity has often focused on gender and race. In contrast, there has been limited attention given to people with disabilities as the world’s largest minority group. Disability is a diversity classification that transcends all ethnic, racial, age, gender, education, and socioeconomic lines.

8. How Can We Promote Diversity & Inclusion?
Lead by example
Create a welcoming environment
Incorporate diversity
Commitment
Walk the talk!
We need to lead by example and respect people & differences in the workplace.
Be creative with events in the office to celebrate the diversity within your office. Be a welcoming environment! Make posters, post information on your website, let the campus know that your office is an inclusive environment in which to conduct business.
Sustainability of any diversity and inclusion initiative occurs only when our leaders, governance groups, advisory councils, academic administrators, staff, and faculty are involved in the formulation and administration of the Diversity and Inclusion Blueprint. Be mindful of diversity and inclusion when setting polices, strategic plans, and operational procedures for your offices. Several institutions require cultural diversity training – develop cultural competence education programs for faculty and staff. We should all be mindful that our campuses should and MUST be a campus community that is culturally competent. We need to build trust around our differences. We need to make sure we do the same in our associations.
How many of you in here have ever participated in LGBTQ SafeZone Training, GreenZone training or anything similar?
Learn and practice early conflict resolution strategies.
Empower your co-workers, encourage them to share their thoughts and ideas on diversity and inclusion.
Demonstrate commitment to diversity and inclusiveness on an ongoing and regular basis.

9. Diversity is FAIR Feedback Assist Inclusion Respect
Feedback: communication promotes understanding, reduces conflict, and enhances productivity within your office and association.
Assist= others to become culturally competent, support one another we are all in this together!
3) Inclusion= should be practiced; empower employees and members to fully perform and participate in fulfillment of the offices mission
4) Respect= is non nonnegotiable.

10. What would you do?
A first rate employee who has been with his school for ten years and has never had a single complaint against him. He makes a controversial statement about a coworker’s sexual orientation when he is asked a point blank question by another coworker. His remark causes nearly every employee in his department to complain about him to management and demand an apology. The employee who made the remark admits to having made the statement but refuses to apologize because he believes that he is entitled to his own opinion, especially since he was pressed on the matter. Should the employee in question be disciplined? Is he entitled to his own opinion in the workplace?
(Read the scenario.)
So what do you all think? How would each of you handle this situation? Should the employee in question be disciplined? Is he entitled to his own opinion in the workplace?
Colleges and university have policies that protect employees and students from the practice of discrimination. For example, UNCG has such a policy and is referenced on the slide. The University’s educational and employment practices are consistent with:
Section 103 of The Code of The University of North Carolina (our UNC System General Administration)
…The University also complies with North Carolina General Statutes and
…Title 7 of the Civil Rights Act of 1964
…as amended, the Civil Rights Restoration Act of 1988
…Title 9 of the Education Amendments of 1972
…The Rehabilitation Act of 1973
…The Americans with Disabilities Act of 1990
…The Vietnam Era Veteran’s Readjustment Assistance Act of 1974
…and other federal and state laws relating to discrimination in educational programs and employment.
The University has in place an Affirmative Action Plan which states the University’s commitment to the concept and practice of equal employment opportunity for all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, political affiliation, genetic information, veteran status, disabling condition, or age.
Any employee who believes he or she has been treated unfairly based on these characteristics should contact his or her immediate supervisor.
Retaliatory action of any kind will not be tolerated against any person for making a good faith report of discrimination or on the basis of that person’s participation in any allegation, investigation or proceeding related to the report of discriminatory conduct.
Failure to abide by this policy may subject the violator to disciplinary action up to and including dismissal.

11. Things to Remember!
Improved understanding of those you work for, with and around
Creates a work environment that allows everyone to reach their full potential
Increases employee productivity
Boosts employee morale
Improves customer relations
Reduces complaints and grievances
It’s the right thing to do!
Benefits of Diversity & Inclusion in the office are:

12. Last Words To Ponder
“When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are”

13. Thank you for watching this presentation!
“Q&A”
Thank you for watching this presentation!
Amy Berrier
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