Valuing Differences Diversity Presentation

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  • Valuing Differences Diversity Presentation

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

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