A presentation of the challenges faced by organisation in the tackling the issues of diversity and Inclusion.

1.  Today'sworkplaces are
growing and experiencing
rapid change due to many
factors such as technology
and a global workplace;
diversity is an important part
of this change.

2. Diversity is essential to our ability
to deliver high performance to
clients. Our global workforce gives
clients access to a rich range of
talent, representing different styles,
perspectives and experiences.
This diversity is a critical strength
that we work hard to maintain and
foster. It makes us a better
company on every dimension.“
Pierre Nanterme CEO Accenture

3.  Every organization has a distinct culture
created by a number of factors including the
diversity of the workforce composition of the
organization, across dimensions such as
gender, race, national origin, ethnicity, caste,
religion, age, sexual orientation, disability,
language, education, social and economic
background etc. as well as life experience. My
role is to enable my organization understand
and manage the dynamics produced by this
mé lange of identity dimensions and their
impact, always in the best interests of our core
business vis-à-vis poverty reduction.
Julie Oyegun
Chief Diversity Officer ,World Bank Group Office
of Diversity Programs

5. Diversity and Inclusion
A Workplace Perspective By
Noruwa Edokpolo
International Labour Organisation Certified Master Trainer
Transformed Thinking

6.  What is diversity?
 What is inclusion
 Why is it important to understand
diversity?
 What are the consequences of not
managing diversity
 How to manage diversity?
Focus Areas

7.  “Diversityis the sum of all the
differences and similarities
everybody brings to the table.
Inclusion is leveraging those
differences and similarities for
the common good so that
everyone is able to reach
his/her full potential”. Julie Oyegun

8. Why is it important to understand diversity?
Diversity is more than just tolerating
differences. It is:
 respecting, appreciating, and understanding the
varying characteristics of individuals.
 Everyone is unique and no single person is a
representative of a certain group.
 Stereotypes and other racial biases/prejudices are
damaging to a business.

9. Our collective failure to manage
our Diversity?

10. What about “ generation?”
Definition: A body of individuals born in approximately the same time
period who generally share similar behaviors and attitudes.
Understand that there are now four (4) generations in the workplace
with different:
 expectations,
 motivations,
 attitudes, and
 behaviors.
An understanding of these generational differences can equip one to
handle workplace situations with increased insight.

11. The Four (4) Generations
 Traditionalists/Veterans (Born 1922-1945)
 Baby Boomers (Born 1946-1964)
 Generation X (Born 1965-1982)
 Millennia's/Generation Y (Born 1983-1997)

12. What are the generations in your organization?
How they differ:
 Preferred Leadership Approach.
 Communication Style. Motivational Buttons.
 How They Interact with Others.
 Preferred Approach to Feedback.
 View toward the Company.
 Work Vs. Personal Life.
 Desired Rewards.
 Financial Behaviors.
 Relationship with Technology.
 Expectations.

13. Benefits of Understanding Generational
differences:
 More effective communication
 less misunderstandings.
 Increased recruitment and employee retention.
 More effective motivational methods.
 Better-formed expectations.
 Increased productivity and teamwork.

14. Consequences of not managing diversity.
 Discrimination
 breeds narrow-mindedness,
 impairs employee morale,
 strains employee relationships,
 and thus, damages productivity. Not to
mention, it is illegal and costly in terms
of litigation!

15. The Challenge of Workplace Diversity?
 The challenge lies in the continuous improvement
of the integration and social acceptance of people
from different backgrounds.
 Our differing human characteristics influence the
way we think, act, interact, and make choices.
 Often, these differences interfere with our ability
to support, trust, and respect each other, and thus
to effectively function together.

16.  Assumptions of Superiority
◦I’m better than you.
 Assumptions of Correctness
◦This is the way it should be
 Assumptions of Universality
◦We’re all the same. Everybody is just
like me.
Diversity Bias

17. Avoiding bias
 Similar-to-me effect – perceive others who are similar to
ourselves more positively than we perceive people who are
different
 Social status effect – perceive individuals with high social
status more positively than those with low social status.
 Salience effect – focus attention on individuals who are
conspicuously different.
 Knowingly and willingly denying divers individuals access to
opportunities and outcomes in an organization

18. ◦ A variety of points of view and approaches to problems
and opportunities can improve managerial decision
making.
◦ Diverse employees can provide a wider range of creative
ideas.
◦ Diverse employees are more attuned to the needs of
diverse customers.
◦ Diversity can increase the retention of valued
organizational members.
◦ Diversity is expected/required by other firms
What a diversity of employees
provides…..

19.  We are an equal opportunity
employer….
 We are gender sensitive….
 We do not discriminate based on sex,
religious orientation etc…….
What message are they sending
out?

20.  Mission clarity and alignment. your
Diversity and Inclusion (D&I) strategy must
aligned be to the business strategy of the
organization.
 Explicit and demonstrable support for and
commitment to diversity and inclusion at all
levels of the organization, especially top
leadership.
Managing Diversity

21.  Continuous development of cultural
competence & learning.
 Strategic awareness of the implications of
D&I – especially the costs to the institution,
the business, clients and partners as well as
individuals when we fail to manage our
diversity well.
Managing Diversity cont.’

22.  Commitment to diversity - value people for their differences as well as their
similarities
 Focus on people - consideration and support for work-life balance.
 Open communication encouraged between all levels and flows in all directions
 Equality - recognize everybody's contribution to the success of the
organization
 Commitment to continuous learning - value and encourage professional and
personal development
 Maximizes everybody's potential - recognize and leverage everybody's skills
and experiences, both traditional and non-traditional
 Collaboration - resolve conflict with consideration and input from all parties
involved
◦ adapted from Susan Woods (Cornell University):
components of an inclusive
organisation

23.  List 5 personal commitment action
goal for dealing with discriminatory
behavior at work?
 Determine your generational
differences with your colleagues, have
you been sensitive to the diversity
difference.
Action Goals

26.  http://www.helium.com/items/1371846-work
 http://www.eurojournals.com/EJEFAS_30
_06.pdf
Refrences

27. Noruwa Edokpolo
Transformed Thinking Nig Ltd
www.transformedthinking.net
noruwa@transformedthinking.net
0833291473
BB: 262245B5
skype: jopolo