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Objectives of this Training
• To provide a clear
understanding of what
diversity, inclusion, and
culture.
• To raise a greater
awareness and sensitivity
to diversity issues that go
well beyond the assumed
categories.
• To recommend behavioral
tools for fostering a more
cohesive workplace.
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Diversity Defined
Diversity is the
mosaic of people
who bring a variety
of backgrounds,
styles, perspectives,
values and beliefs as
assets to the groups
and organizations
with which they
interact.
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Distinction Between EEO,
Affirmative Action and Diversity &
Inclusion
Equal
Employment
Opportunity
Affirmative
Action
Diversity &
Inclusion
The enforcement
of statutes to
prevent
employment
discrimination
The effort to
achieve parity in
the workforce
through outreach
and eliminating
barriers in hiring
Leveraging
differences in the
workforce to
achieve better
results
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Primary and Secondary
Dimensions of Diversity
Age Gender
Disability
Race
Ethnic
Heritage
Sexual
Orientation
Military
Experience
Work
Experience
Socioeconomic
status
Religion
First
Language
Organizational
Role and Level
Communication
Style
Family
Status
Work/thinking
Style
Education
Geographic
Location
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All Communication is Filtered
Through Your Cultural Perspective
• Age
• National origin
• Race
• Sexual orientation
• Religion
• Disability
• Gender
• Education
• Work role/experience
• Personality
• Customs
• Geographic location
• Functional discipline
• Languages used
• Values
• Communication style
• Work Style
• Learning style
• Economic status
• Family situation
• Military experience
• Philosophical perspective
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A New Metaphor for American Culture
• The “melting pot” theory of American
society has evolved, instead consider a
vegetable soup metaphor.
• You can easily identify and taste
the unique flavors of the
individual parts.
• Members of various cultural groups
may not want to be assimilated, they
want their tastes, looks and texture
to remain whole.
• To reap the business benefits of
diversity, you must employ inclusive
work strategies.
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USD 259’s Diversity & Inclusion Goals:
Making Full Use of the Unique Skill Sets of Each Employee
Food for Thought:
Do I bring my “full self” to work?
My ideas My personality
My opinions My uniqueness
My background
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Benefits of Workforce Diversity & Inclusion
• Improved understanding of those you work for, with, and
around.
• Creates a work environment that allows everyone to reach
their full potential.
• Provides multiple perspectives on problem solving.
• Better performance outcomes.
• Increases employee productivity.
• Increased retention rates.
• Boosts employee morale.
• Improved customer relations.
• Reduces complaints and grievances.
• It’s the right thing to do!
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Business and Economic Imperatives
• Workforce, racial, and gender diversity are positively
associated with:
• higher performance outcome measures
• more effective group processes
• higher productivity
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Business and Economic Imperatives
• Discrimination and poor diversity management pose an economic cost:
• The average EEO complaint costs the organization approximately
$250,000
• 25 - 40% of workforce attrition rate and 5-20% in lost productivity, can
be attributed to poor diversity management
• Turnover costs 75 - 150% of the replaced employee’s salary.
The Effects of Diversity on Business Performance: Report of the Diversity Research Network, November 2002: Five year longitudinal study on workforce diversity and performance measures in Fortune 500
companies.
*Work Team Dynamics and Productivity in the Context of Diversity Conference, Center for Creative Leadership, N.Y.U, A.P.A, ,October, 1994
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Organizational Inclusion
Extent to which the organization provides
fair and equitable treatment to all
employees and groups
Extent to which culture avoids
assimilationist strategies and is open to
learning from different and non-
traditional sources
Extent to which the organization draws
upon diverse sources of knowledge and
experience for planning and operations
Equity of Practices
Organizational Culture
Voice & Participation
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Organizational Culture
Key Questions
1.Do USD 259 adult stakeholders, check their
individual identities at the door?”
2.Does the “way we’ve always done it” impede
thinking? How?
3.Is there some way you “ought to be” in order to
fit into your workplace environment?
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Take-A-Ways
What does this mean for the USD 259 workforce?
•Workforce diversity enhances performance and productivity.
•To be effective, diversity management must be strategically
implemented and aligned with business goals.
•Diversity requires investment and attention in order to be
effective.
•Intolerance and insensitivity to diversity breeds disastrous and
costly results; agencies must empower employees and guarantee
their EEO rights.
•Diversity principles must be incorporated in all aspects of an
organization’s performance culture, including:
- Leadership communications - Group work
processes
- Recruitment and retention strategies - Succession
planning
- Rewards and developmental systems - Strategic planning
Diversity is the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, religions, age, disability.
"Diversity" means more than just acknowledging and/or tolerating difference. Diversity is a set of conscious practices that involve: Understanding and appreciating interdependence of humanity, cultures, and the natural environment. Practicing mutual respect for qualities and experiences that are different from our own.
Workplace diversity is defined as: understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases.
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Slide 8: (USD 259 Diversity Goals - ACTIVITY) Narrator - Read information on slide and add: are your ideas, opinions, and uniqueness – valued in your workplace? Do you have psychological safety?
Psychological safety is a shared belief that the team is safe for interpersonal risk taking. Working in a psychologically safe environment does not mean that people always agree with one another for the sake of being nice. Psychological safety, in a work capacity, is all about creating environments in which employees feel accepted and respected. There are ways to identify if your workplace is psychologically safe or unsafe. For example, in an unsafe environment it is likely that any mistake you make will be permanently held against you. Psychological safety is important because it is connected workplace performance. It refers to the felt sense that we can share our beliefs, concerns, observations, ideas, ask questions, request help and even discuss mistakes at work without fear of negative repercussions, including being penalized or shamed.
Pause the video for a few minutes while you and a shoulder partner discuss the questions: is your ideas, opinions, and uniqueness valued in your workplace and do you have psychological safety when you share your ideas, opinions, and uniqueness.
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Diversity improves business performance outcomes. When people feel valued in the workplace, they are more invested and take pride in their work and organization.
Diversity should be strategically aligned with business goals; diversity requires investment, but pays dividends. Failure to understand the impact of the cost of discrimination and poor diversity management can lead to an organization and individual employees facing litigation. This risk can easily be prevented by embracing and showing respect to those who are different than we are.
Slide 10: (Business Imperative) Narrator – In regards to the business imperatives, what does the research show? Read information on slide then add:
Diversity improves business performance outcomes. When people feel valued in the workplace, they are more invested and take pride in their work and organization. When racial diversity is embraced in the workplace and the perspectives of others is integrated into workplace decisions, product delivery is improved because people feel utilized and included. When gender diversity is valued, work processes improve. Diverse teams are more creative and perform better in problem solving. When workforce, racial, and gender diversity are not embraced, the aforementioned outcomes are reversed. To sum it up, diversity enhances performance but requires attention.
To enhance inclusion, USD 259 must have three very important components. Read information on slide then add: USD 259 has policy (1120) as well as a Statement of Non-Discrimination to uphold its commitment to employee equity, valuing individuality and uniqueness of our diverse workforce, and welcoming contributions from diverse sources. USD 259 is committed in its expectation that respect is to be shown to all stakeholders.
Slide 19: (Org Culture - ACTIVITY) Narrator – Read questions on slide and ask participants to pause the video, answer the questions individually, then discuss their responses, including why they responded that way.
Narrator –Read information on slide then add:
When diversity is embraced in the workplace and the perspectives of others are integrated into workplace decisions, product and performance is improved because people feel utilized and included. When gender diversity is valued, work processes improve. Diverse teams are more creative and perform better in problem solving. When workplace diversity is not embraced, the aforementioned outcomes are reversed.
Thank you for attending the first part of Diversity and Inclusion training.
