ICC Diversity Training Module

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ICC Diversity Training Module

  1. 1. “What comes to mind when you think of or hear the word Diversity?”
  2. 2. What comes to mind?• The term means different things to different people.• Responses touch on the foundational issues of culture: learned patterns and behaviors.• How we recognize and appreciate the differences in and among these patterns has led to significant changes at ICC in recent years.
  3. 3. Why Focuson Diversity?
  4. 4. Why Focus on Diversity? It speaks to the Core Valueof Responsibility.
  5. 5. National Trends and Statistics• Shrinking workforce and globalization• Declining birthrates of “majority” members in society• Increasing numbers of “minorities”• The growth and changing role of women in the workforce• Religious plurality and “culture wars”• The “graying” of America
  6. 6. National Trends and Statistics• Today, almost one in three Americans identifies as a racial or ethnic minority.• Nearly one out of every five school-aged children in the U.S. speaks a language other than English at home.• By 2010 nearly half the total workforce of the U.S. will be comprised of women and people of color.• By the year 2050, one fourth of the total U.S. population will be Hispanic; half of the total U.S. population will be people of color.
  7. 7. Impact on Our Region and ICC• Only a slight increase (1%) is projected for the area’s total population by 2018.• Regional projections indicate significant population growth for most minority groups• The number of working aged adults is projected to decrease by 3%, or nearly 7,000,in central Illinois.• The population of minority students at ICC has grown from 13.6% in 1999 to 17.63% in 2010.
  8. 8. Why Focuson Diversity? Valuing people… respecting andvaluing the differences among us… is good for our organization.
  9. 9. Body of Evidence • Gallup research: work lives of employees are more fulfilling and more engaging when someone at work cares about them. • The same body of research points to increases in productivity and profitability in companies that score highly on this.• Anthropological research: our need is to work with other humans.• Employers want to hire people with multicultural experience and skills; and global knowledge.
  10. 10. Strategic Objective “Illinois Central College will reach out to, attract, and retain a diverse student body and employee group and play a leadership role in community diversification initiatives.”
  11. 11. In Support of Strategic Objective• Implementation of the Strategic Initiative involved … – Establishment of the Department of Diversity at ICC – Hiring of an Executive Director of Diversity – Affirmation of a Diversity Pledge, a formalized position statement of the College – Development of Comprehensive Diversity Plan
  12. 12. ICC as an Institution As an institution, ICChas asked itself what level of cultural competence are we seeking and the result is our Diversity Pledge. If we look at thePledge inside-out, we findseveral inherent questions:
  13. 13. The Diversity Pledge: Questions• What does it mean to for us to embrace, value and encourage diversity?• How do we demonstrate tolerance, non- discrimination and cultural sensitivity?• How and why is inclusiveness at the core of our education and service practices?• What behaviors demonstrate respect for the College’s students, employees and community?
  14. 14. Dimensions of DiversityPrimary Dimensions Secondary Dimensions• Age • Income• Ethnicity • Educational• Race background• Gender • Marital status• Physical Abilities • Religious beliefs• Sexual Orientation • Geographic location • Parental Status • More
  15. 15. Diversity Misunderstood• One group advances at the expense of another• Compromising personal values• Loss of power or voice• Fear and insecurity• Mistrust• Intolerance• Inequality• Separation and division• “Bashing” a particular group• EO, EEO, AA
  16. 16. Diversity Understood• Differences are tolerated, celebrated• We’re all connected in some way, form, or fashion• We exist in a multicultural, global society• Inclusion• Acceptance• Respect• Trust• Synergy of effort• Personal Growth• Toward Peace
  17. 17. EEO, AA, & DiversityEEO / Affirmative Action Valuing Diversity• Remedial: focused on • Strategic: focused changing historic patterns on increasing of discrimination. innovation and• Reactive: Problem creating competitive Response advantage.• Culture Change Not • Proactive: Required Opportunity Driven • Culture Change Required
  18. 18. What does modeling behavior mean?• Recognition of and response to situations in culturally sensitive ways which support ICC’s commitment to diversity.• Decision making that reflects ICC’s commitment to diversity.• Opportunities to serve in a leadership capacity to demonstrate ICC’s commitment to diversity.
  19. 19. Assignments in Support of Diversity• Participation in a Diverse Hiring Workshop• Taking part in at least one of the many diversity programs and activities in a meaningful way
  20. 20. Possible Diversity Opportunities• Diversity Study Circles• Cross-cultural Communication course• African American History Month• Hispanic History Month• Intercultural Diversity Committee Membership• Minority Retention Committee Membership• International Fair• Diversity Tree Contest• Diversity Forum• Culture Week• Language and Culture Classes• Others
  21. 21. EVALUATION What did you learn about diversity?
  22. 22. A special thanks to the original managertraining team at Illinois Central College that developed the content for this module. Click the Mark Reviewed button below this video to make the quiz available.

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