Diversity – essential ways we differ Inclusiveness – widen the circle Cultural awareness – know your self Cross-cultural awareness – know the other Equity – equality of opportunity Racism – discrimination plus power Discrimination – treating others differentlybecause of race, ethnicity, religion, sexualorientation etc. to their disadvantage
Ethnicity Ability Political beliefs Religious beliefs Class/social status
Historically, the workplace was built aroundwhite Anglo-Saxon values and work ethics.Workers outside of the dominant culturewere not considered in the workplace culturalequation. They were to come in and fit withinthe norms of the established organization
Canada’s multiculturalism policy Increased diversity through immigration andrefugee claimants Changing face of the workplace
To include others not historically consideredrequires a paradigm shift in thinking.
A radical shift in normal thinking e.g. WE ARE NOT HUMAN BEINGSHAVING A SPIRITUAL EXPERIENCEWE ARE SPIRITUAL BEINGSHAVING A HUMAN EXPERIENCE
a mental model a way of seeing a filter for ones perceptions a frame of reference a framework of thought or beliefs through whichones world or reality is interpreted an example used to define a phenomenon a commonly held belief among a group of people,such as scientists of a given discipline
Think of a Paradigm Shift as a change fromone way of thinking to another. Its arevolution, a transformation, a sort ofmetamorphosis. It just does not happen, butrather it is driven by agents of change.
These principles are reflected in values thatapply to each and every human being.
The values of universal brotherhood, love forones neighbor, and the golden rule oftreating others as we ourselves would wish tobe treated - or better yet as they wish to betreated -are just some of the ideals that arecommon to all cultures.
Multicultural events provide opportunities formembers of different communities to learnmore about each other, thus fosteringincreased awareness and understanding ofthe diversity within the human community.
Having cultural resource groups at theworkplace is one way of being culturalsensitive to those outside of the dominantgroup. These groups can provide suchfunctions as mentoring, coaching andshowing them the ropes to successfullyintegrate in the workplace.
Employees can be encouraged to dress intheir traditional wear and not only the so-called “ethnics” but all employees. This willallow those employees who believe they donot have a culture to do some research intotheir own cultural heritage and share it withthe group. There is nothing more powerfulthat self-knowledge. “We are all ethnics.”
Respect breeds respect and it is the corevalue of any workplace. It’s time to stop incompetent managers intheir tracks - those who use bullying,intimidation and harassment as legitimatemanagement tools. The new manager in a diverse workforceneeds to be a coach and an inspirer
We need to give each other the space to grow,to be ourselves, to exercise our diversity. Weneed to give each other space so that we mayboth give and receive such beautiful things asideas, openness, dignity, joy, healing, andinclusion. Max de Pree