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Diversity Awareness in the Workplace

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This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.

This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.


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  • PARTICIPANT INTRODUCTIONSSo let’s quickly jump into the session by first having everyone quickly share some information about themselves.Please tell us… <READ SLIDE><ADVANCE TO NEXT SLIDE>
  • DEFINING DIVERSITYSo from your perspective, WHAT IS THE DEFINITION OF DIVERSITY? Is it “putting up” with the difference of others? Or is it “valuing” others by seeking out their individual strengths and contributions?(Facilitator Note: pauses to solicit participant responses)<ADVANCE TO NEXT SLIDE>
  • DIVERSITY IS…<READ SLIDE>Valuing DIVERSITY means understanding that each individual is unique, and appreciating all of the things that make us different.As the quote states, “We’ve always had differences, but we have not always had diversity.”
  • DIMENSIONS OF DIVERSTIYSo, now that we have established that the basis of Diversity in the Workplace is valuing the differences and uniqueness that everyone brings to the table.So, what are the key dimensions of diversity? (pause to solicit participant response, write responses on the flipchart)<ADVANCE TO NEXT SLIDE>
  • ASSESSING OUR WORK ENVIRONMENTNow, in assessing our work environment – let’s discuss some of these questions.What are the key dimensions of DIVERSITY within your work team? (what is the predominant AGE, EDUCATION LEVEL, RACE/ETHNIC GROUP, GENDER, CREATIVE THINKERS, STRATEGIC THINKERS, etc.)How do these differences contribute to the STRENGTH of your team? (we collaborate better, we are more aligned in our thought process, we relate to each other well, etc.)Where might we be UNDERUTILIZING the diverse strengths of our team? (we don’t solicit input from our Creative/Strategic Thinkers enough, we don’t use other perspectives in making a sound decision that impacts everyone, etc.)Where might areas of IMPROVEMENT exists? (better utilizing the strengths that we have identified…)When it comes to driving diversity awareness in the workplace, these are the simple questions that rarely get asked or acted on.<ADVANCE TO NEXT SLIDE>
  • THE BUSINESS CASE FOR DIVERSITY Now let’s shift to talking about the Business Case for Diversity & Inclusion in the Workplace and why it is important.<ADVANCE TO NEXT SLIDE>
  • OUR CHANGING CUSTOMER-BASENow in thinking about the dynamics of your customer-based, how have they changed from the 1980s and 1990s compared to today (the 2000s)?EXAMPLE: In thinking about Diversity Awareness Training – During the 1980s mainly large/major corporations and government agencies focused on it. Then in the 1990s as the economy and labor pool branched out and became more diverse – midsized and entrepreneurial organizations also started placing more emphasis on valuing difference in the workplace. Many organizations offer ESL and SSL classes in-house…Now, in the 2000s the economy and labor pool is more globally focused. So, we not only have to look at the diversity of our workforce in the U.S. – but also how we deal with clients and parent-companies that are international. Some organizations are now even looking at offering classes to teach the Chinese languages and its difference dialects.<ADVANCE TO NEXT SLIDE>
  • BARRIERS TO DIVERSITYSo, what do you belief are some of our barriers to fostering diversity and inclusion in the workplace? Outlines on this slide are a few examples, what would you add? (unwillingness to change, peer pressure,…)AND, what can we do as a team to overcome these barriers? (Facilitator Note – answers on next slide)<ADVANCE TO NEXT SLIDE>
  • PUTTING IT ALL TOGETHERAs we begin to wrap-up this session, let’s look at our role in putting it all together.<ADVANCE TO NEXT SLIDE>
  • OUR UNIQUE DIFFERENCESIn putting it all together, we must remember that it’s our unique TALENTS, SKILLS, STRENGTHS, EXPERIENCES, and ASPIRATIONS that make our teams and organizations great.In assessing your team one last time, in which of these unique areas do we excel the most?<ADVANCE TO NEXT SLIDE>
  • Transcript

    • 1.
    • 2. Theo Gilbert-Jamison (tjamison@psbydesign.com)
      • Theo is Chief Executive Officer and Managing Partner of Performance Solutions by Design Inc.
      • 3. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
      • 4. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
      • 5. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
      • 6. For details on how to bring this training session to your organization, just call or send us an email request.
      Contact Information
      Performance Solutions by Design, Inc.
      863 Flat Shoals Road SE, Suite C-314
      Conyers, Georgia 30094
      Telephone: 770-860-0198
      Website: www.psbydesign.com
    • 7. “The reality of life is that your perceptions – right or wrong – influence everything else you do. When you get a proper perspective of your perceptions, you may be surprised how many other things fall into place.”
      Roger Birkman, Ph. D.
      -- renowned psychologist
    • 8. What We Will Cover…
      Diversity Defined
      The Business Case for Diversity & Inclusion
      The Dimensions of Diversity in Our Workplace
      Applying What You Have Learned
    • 9. Learning Objectives
      Alignment
      Commitment
      Paradigm Shifting
      Enlightenment
    • 10. Differences
      Individualism
      Variety
      Empathy
      Respect
      Sincerity
      Inclusion
      Teamwork
      You
      Opening Question
      • Whydid you choose this Presentation Session?
      • 11. What do you hope to Gain?
      • 12. Share your DIVERSITY word
    • Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      World Population: 6,942,900,000
      U.S. Population: 312,226,000 (4.5%)
    • 13. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      World Population: 6,942,900,000
      China (19.24%) 1,339,724,852
      India (17.38%) 1,210,193,422
      U.S. (4.48%) 312, 266,000
      Indonesia (3.41%) 237,556,363
      Brazil (2.74%) 190,732,694
    • 14. What is the definition of DIVERSITY?
    • 15. Diversity is..
      • Differences in people
      • 16. The range of categories within a society that are perceived as dividing its people into significant groups.
      • 17. The idea that differences in people must be valued and treated as a plus instead of a negative.
      We’ve always had differences, but we have not always had diversity.
    • 18. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Basic Principles of Diversity
      It is about inclusion and engagement – leaving no one behind
      Everyone must work together – synergy
      A belief that everyone deserve dignity and respect and that everyone adds value
      Everyone deserves an equal opportunity to contribute and achieve
      Requires the elimination of prejudice
      Diversity in thought must occur at all levels of the organization
      It is everyone’s responsibility
    • 19. Where Are You On the Scale?
      • I believe that a diverse group can achieve better solutions than a group that is all the same or as individuals.
      • 20. When I hear a point of view different from mine, I ask the person to tell me more about their idea.
      • 21. When I am in disagreement, getting my ideas across is more important than following the opinion of others.
    • What are the Key Dimensions of DIVERSITY?
    • 22. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Key Dimensions…
      Race
      Age
      Ethnicity
      Gender
      Educational Level
      Socio-Economic Status
      Mental and Physical Abilities
      Religious and Political Beliefs
    • 23. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Key Dimensions of Diversity…
      Leadership Styles
      Communication Styles
      Reward and Recognition
      Range/Level of Authority
      Work-life Values/Balance
    • 24. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      EXPERIENCES
      FAMILY
      FRIENDS
      Perceptions, Stereotypes, Prejudice: Where do they come from?
      RELIGION
      VALUES
      MEDIA
    • 25.
      • What are the key dimensions of DIVERSITY within your work team?
      • 26. How do these differences contribute to the STRENGTH of your team?
      • 27. Where might we be UNDERUTILIZING the diverse strengths of our team?
      • 28. Where might areas for IMPROVEMENT exist?
    • Where Are You On the Scale?
      • I try to use the knowledge and skills of others to accomplish tasks.
      • 29. I frequently work with people who have different perspectives than me.
      • 30. I strongly believe that every person has a unique way of contributing to his or her group.
      • 31. I actively seek to learn from others.
    • Why are Diversity and Inclusion
      Key Factors in the Success of our Business?
    • 32. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Diversity – Why is it important?
      It’s the law of the land and organizational policy
      It addresses our changing demographics
      It promotes a creative and productive environment
      It’s the right thing to do
    • 33. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      How Are our Customers Diverse?
      Race
      Age
      Ethnicity
      Gender
      Educational Level
      Socio-Economic Status
      Mental and Physical Abilities
      Religious and Political Beliefs
    • 34. The Evolution of
      Our Customers
      1990’s
      1980’s
      2000’s
    • 35. The Barriers to Diversity
      What do you believe are the barriers/obstacles to celebrating diversity?
      What can we do as team members to overcome these barriers?
      Fear
      Prejudice
      Stereotyping
    • 36. Ways We Can All Overcome Barriers to Diversity
      • Challenge others privately when they make inappropriate comments in the workplace.
      • 37. Think about the impact of our comments and actions before we speak or act.
      • 38. Avoid generalizing the behaviors or attitudes of an entire group based on observation of them.
      • 39. Avoid using language that purposely stereotypes.
      • 40. View people who are different from you as a source for learning.
      • 41. Forgive those who make inappropriate comments about you or others, and allow them an opportunity to rebuild the relationship.
    • The Impact of Inclusion and Valuing the Differences
      When we are appreciated, valued and accepted, we feel like…
      • Part of a group
      • 42. Others depend on us
      • 43. Others are interested in us
      • 44. Others care about us
      Why is feeling that we matter important?
    • 45. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Be kind, say thanks.
      Give credit. Empathize.
      Read, listen, observe.
      To listen is to learn about yourself, about others.
      Don’t be afraid to say, “Help me understand.”
      “What can I do to help?”
      Each one of us must be the change we want in the world.
      -- Mahatma Gandhi
    • 46. Where Are You On the Scale?
      • I share my opinions with other team members, even when our opinions seem to differ.
      • 47. When working on a project, I seek out different ideas and opinions.
      • 48. Whenever possible, I try to work on projects or tasks with at least one other person.
      • 49. I feel free to depart from the standard procedures most people follow to accomplish a task.
    • Putting It All Together
    • 50. What Are Our Unique…
    • Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      Putting It All Together…
      Why is it important that we understand the diversity and dynamics of our customers?
      What is the value of learning about how diverse our workforce is?
      How does having an understanding about our customers impact how we select employees?
      What can happen to organizations that do not pay attention to changing demographics and trends?
    • 56. Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
      I WILL PERSONALLY COMMIT TO…
    • 57. Final Thoughts – What You Can Do…
      • Focus on identifying and getting rid of stereotypes, recognizing that every person is unique.
      • 58. Make an effort to get to know others whose background may be different from yours.
      • 59. Be candid and open about how you like to be treated.
      • 60. Learn about different religions and cultures.
      • 61. Explore the talents and interests of your co-workers.
      • 62. Resist the inclination to block or ignore the perspectives of your fellow co-workers.
    • Final Thoughts – If you are a leader…
      • Create a strategic plan to increase diversity in the workplace.
      • 63. Implement an aggressive hiring process to select workers from diver backgrounds.
      • 64. Monitor the progress of your diversity strategy to ensure tis not causing resentment within the workplace.
      • 65. Be aware of diversity issues in the workplace, so you know what problems you may have to face.
      • 66. Educate your leaders about the importance of diversity in the business.
      • 67. Train your staff on diversity issues; address specific problems immediately and share examples.
    • The journey of 1,000 miles begins with one step.
      Thanks for Attending
      Diversity Awareness in the Workplace
      Turning Our Differences into Opportunities for Synergy & Inclusion
    • 68. Theo Gilbert-Jamison (tjamison@psbydesign.com)
      • Theo is Chief Executive Officer and Managing Partner of Performance Solutions by Design Inc.
      • 69. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
      • 70. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
      • 71. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
      • 72. For information on how to bring this training session to your organization, contact us by telephone or email.
      Contact Information
      Performance Solutions by Design, Inc.
      863 Flat Shoals Road SE, Suite C-314
      Conyers, Georgia 30094
      Telephone: 770-860-0198
      Website: www.psbydesign.com