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Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
Valuing Differences Diversity Presentation
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Valuing Differences Diversity Presentation

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  • Transcript

    • 1. Valuing Differences An Experiential Approach to Appreciating Diversity
    • 2. Program Objectives
      • Participants will have the following opportunities:
      • To review their own ethical, racial and cultural uniqueness
      • To explore how one’s culture influences workplace behaviors
      • To become aware of and appreciate the cultural styles and values of different groups and individuals within groups
      • To learn and practice using a human relations model to analyze and enhance intercultural relationships
    • 3. What Is Diversity?
      • Diversity is an approach to business that:
        • Regards human differences in the workplace as contributing to the success of the business
        • Optimizes the willingness and ability of all to contribute to that success
    • 4. Why Diversity Training?
      • The number of workers will fall.
      • The age of the workforce will rise.
      • There will be more women on the job.
      • Half of all new workers will be minorities.
      • There will be more immigrants than at any time since World War I.
    • 5. The Benefits of Diversity
      • Assorted talents, experiences and perspectives tend to increase performance.
      • Diversity of opinion, knowledge and background allow for alternatives in problem solving.
      • Positioning human differences throughout an organization provides non-quantifiable advantages such as innovation and effectiveness.
    • 6. Expanding the Intercultural Arena
      • How we give and receive information about others
      The Johari Window Model* * Model developed by Joseph Luft & Harry Ingham Public Arena Blind Arena Hidden Arena Unknown Arena
    • 7. Unlocking the Unknown
      • The unknown arena contains information known to no one.
        • Childhood memories
        • Latent potentials
        • Unrecognized resources
        • Hidden desires
      • Mental imagery can be used as a tool to unlock the unknown.
      • One’s public arena should increase as information is shared from the unknown.
    • 8. Minimizing the Facade
      • Information from the hidden arena is released through self-disclosure.
      • Risk taking
        • Fear as a deterrent
        • “There and then” vs. “here and now”
    • 9. Sticks and Stones
      • Stereotypic remarks
        • Personal impact
      • Beliefs and actions based on prejudicial/discriminatory behavior
    • 10. Reducing the Blind Spots
      • The blind arena contains information known to others but not to self.
      • Information is released into the public arena through the giving and receiving of feedback.
      • The goal of feedback is to enhance interpersonal communication.
    • 11. Planning for Change
      • Anxiety, awkwardness and discomfort are natural.
      • External/superficial/easy changes are sought first.
      • People first think, “What do I have to lose?” rather than “What can I gain?”
      • There are different levels of readiness for change.
      • Feeling alone in the process is common.
      • If new behaviors are not reinforced, the tendency is to revert to previous behavior.
      • Establishing a support system can facilitate the change process.
    • 12.
      • Consider a personal plan for enhancing an interpersonal relationship in which multicultural differences exist.
      Your Personal Goal

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