Uploaded on

 

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
179
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
1
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. North ShoresFamilies United, IncDiversity Training Seminar
    Amanda Kitchen
    President
  • 2. We are here today for a purpose
    Diversity is so important in our line of work because being divided in our ability to respect and honor people who are “not like us” can have a devastating affect on the children we are trying to place in a loving home.
  • 3. We are here to day for a purpose
    Many of you may be sitting here wondering why we are here. You may believe that we do not have a need for diversity training in this office.
    Think about your daily experiences and the statistics that say, every office in America suffers from the same lack of respect for diversity in the workplace.
  • 4.
    • 87% of participants in a study done on prejudice say they have heard colleagues use sexist comments in the last twelve months.
    • 5. 80% reported that they have overheard derogatory comments associated with religion.
    • 6. 73% claim they have heard colleagues use racial or ethnic slurs.
    • 7. 73% of participants overheard jabs aimed at a co-workers sexual orientation.
    • 8. 67% say they have overheard age related ridicule.
    • 9. 60% reported negative comments aimed at people due to their political preference.
    • 10. (Carhart, R. 2010)
  • Elements of diversity
    The first concept we will cover is the idea of defamatory language.
    Many times we say things either as a joke or an expression without realizing that we are being offensive. This can make our fellow co-workers feel uncomfortable and even uncertain of their value and self worth.
  • 11. Elements of diversity
    Let’s do an exercise where we write down an example of a time where we personally felt victimized by something another person has said. This will be anonymous.
    I will then read these scenarios out loud and we can all discuss how the victim and perpetrator both handles the situation. This exercise will help to make us all more aware of how we speak and relate to our co-workers.
  • 12. Elements of diversity
    Now, let’s talk about diversity on a broader scale. We all know how our actions and personal prejudices can affect our peer relationships, but how about the influence it can have on dealing with families we interview to be prospective parents?
    (Holmes, T.E. 2010)
    Ask yourself: Do prejudiced views prevent you from being objective in the selection process?
    Ask yourself: Do you ever give preferential treatment to clients or even fight harder for certain children because of their skin color, income, or gender?
  • 13. Elements of diversity
    In order to overcome our challenges with diversity we have to grasp the fundamentals of human relations.
    Appreciating the behavioral styles of your co-workers is a challenge.
    Following a model of feedback, communication, and listening is integral in overcoming the boundaries of working in a diverse environment.
    Focusing on body language can be essential to mastering the listening process.
    Developing an action plan to improve conflict resolution is key to successful peer relations.
    (Vlasquez, M. 2006)
  • 14. I chose to include these specific elements in my diversity training program because I believe that many people are often completely unaware that they are being racist, sexist, offensive, etc. This program gives them a platform from which they can be educated by people they work with everyday. Likewise, individual’s once isolated are given the chance to speak up for themselves in a safe environment.
  • 15. The effectiveness of the program will be measured by the level of turnover, percentage changes in reports of employee dissatisfaction, human resource mediated confrontations, and a general sense of function in the office. If people who do not adhere to the companies stance on respecting diversity within the workplace, refuse to change, then they can look for employment elsewhere. This final stance by management will help to seal the new policies and hope for the future of the company into place.
  • 16. References
    Carhart, R. 2010. Diversity Training. Diversity Training and Personal Activism. One Planet United, Inc.
    Holmes, T. E. 2009. Diversity in the work place: Diversity Training Programs. Changing with the Times. HR Center, Fleet Boston.
    Velasquez, M. 2006. Successful vs. Failed Diversity Programs. Top Ten Reasons Diversity Training Fails. Diversity Training Group, Inc.