Welcome To Diversity Training
•Download as POTX, PDF•
2 likes•327 views
Employees seek more than tolerance. They seek acceptance, fairness, and respect. Embracing diversity is critical in corporate and organizational settings. Different ideas, cultures, backgrounds, and lifestyles form the foundation for adequate representation and points of view. Limited perspective produces limited outcomes; however broad and diverse perspectives can produce similar outcomes that make the goals and targets attainable. Executives and leadership must establish a culture of inclusion and diversity so that detachment and segregation are discouraged. Annual training is necessary to ensure that the corporate initiatives for diversity and inclusion are implemented company-wide and not affected by regional and local standards. The goal is to have a consistent, respectable and diverse work environment.
Recommended
Recommended
More Related Content
Similar to Welcome To Diversity Training
Similar to Welcome To Diversity Training (20)
Recently uploaded
Recently uploaded (20)
Welcome To Diversity Training
- 2. “ ” “ULTIMATELY, AMERICA'S ANSWER TO THE INTOLERANT MAN IS DIVERSITY.” — ROBERT KENNEDY
- 3. DIVERSITY AND INCLUSION TRAINING
- 4. BENEFITS OF DIVERSITY TEAM LEARNING LEARNING FROM ONE ANOTHER TEAM BUILDING WORKING TOGETHER FOR THE GOAL TEAM SYNERGY COLABARTIVE PROBLEM SOLVING
- 10. Lemonheads and Whoppers: Is your everyday life really diverse?
- 13. Lemonheads and Fireballs: Is your everyday life really diverse?
- 14. References Diversity Resource Guide. (n.d.). Retrieved from https://www.ohsu.edu/xd/about/vision/center-for-diversity- inclusion/diversity-resources/diversity-resource-guide.cfm Educational Activities | LGBT Resource Center | USC. (n.d.). Retrieved from https://lgbtrc.usc.edu/education/activities/ Employee Engagement's Close Cousins Diversity, Inclusion and Respect. (2017, November 30). Retrieved from https://www.talentmap.com/workplace-diversity-employee-engagement/ Jones, A. (2017, September 25). Inclusion and Diversity ? how employee benefits can show you mean what you say -. Retrieved from https://news.pwc.ch/36528/inclusion-and-diversity-how-employee-benefits-can-show-you-mean-what- you-say/ U.S. Office of Personnel Management - www.OPM.gov. (n.d.). Retrieved from https://www.opm.gov What Are the Benefits of Diversity in the Workplace? | Ad-Vance Talent. (n.d.). Retrieved from http://ad- vance.com/blog/what-are-the-benefits-of-diversity-in-the-workplace/
Editor's Notes
- I want to welcome all you to diversity training here at Tino’s Tasties Corporate Office. On behalf of the Tino’s Tasties. You will be learning more about what still goes on today in our world. I hope that when you leave today, you will say to yourself “I never knew” or “I’m glad I could share.” The title of today’s event is “Speed Hating: A Blind Date with Discrimination”. And as implied, we have set up in the room in a speed dating type of game. At each location, there are two cue cards where you and your opposite will read and act out the roles of different types of discrimination. Afterwards, we will come back together and share our experiences of seeing discrimination through another person’s eyes. We will take the built up, negative emotions, and see how we can foster a positive change in our lives. The scenarios that you will be acting out tonight are true life stories that yourself or people closest to you have experienced first-hand. Know that this is a safe environment in which you can trust the people around you. Feel free to express yourself with energy, gestures, facials, and/or ad libs if you feel that they will help heighten your experience and make you feel more comfortable in your role. Please…be as real, as honest, and as open minded as possible. I challenge you to step out of your safety zone, and experience what still goes on today.
- Employees seek more than tolerance. They seek acceptance, fairness and respect. Embracing diversity is critical in corporate and organizational settings. Different ideas, cultures, backgrounds and lifestyles form the foundation for adequate representation and points of view. Limited perspective produces limited outcomes; however broad and diverse perspectives can produce similar outcomes that make the goals and targets attainable. Executives and leadership must establish a culture of inclusion and diversity so that detachment and segregation are discouraged. Annual training is necessary to ensure that the corporate initiatives for diversity and inclusion are implemented company-wide and not affected by regional and local standards. The goal is to have a consistent, respectable and diverse work environment.
- ‘”Diversity and inclusion is in the headlines. Boardroom representation, unconscious gender bias and equal pay are big news on the business pages. So what is diversity and inclusion (D&I)? Diversity is about all the ways we are different, our uniqueness. Inclusion is being valued for this difference. To put it simply, diversity is about being invited to the party, inclusion is about being allowed to dance.” (Jones, 2017) Research shows that having a diverse and inclusive workforce improves business performance and is crucial to attracting talents. For businesses it also means you’re echoing your (diverse) customer base. Many of the best innovations have been shown to come from leveraging the organization's diverse employee base to generate ideas that reflect the diverse market place of today and most importantly tomorrow. Diversity and inclusion are not just new “buzzwords”. The workforce and customer base will continue to become even more diverse. Legislation, such as equal salary legislation, will force companies to ensure they are treating people fairly and equally. Getting your benefit packages right is one way to both enhance and support the diversity and inclusion agenda. Time to get on the dancefloor.
- Put in time and effort to understand where your organization is today when it comes to diversity and inclusion. Identify the things blocking your organization from getting where you want to be. Build cross-functional teams that engage stakeholders and leaders in your organization to make sure things get done.
- Chances are good that many of your customers are women, especially if your company is business-to-consumer. 73% of all household spending in the US is controlled by women, whose earning and buying power increases each year (Catalyst). ("What Are the Benefits of Diversity in the Workplace? | Ad-Vance Talent," n.d. Your customer base is likely racially diverse too — and becoming increasingly so each year. Recent census data signals a “major, long-term shift” in America’s demographics (NBC). Experts estimate that minorities will make up half of children under 18 by 2018, and the rest of the population will be quick to follow, “due to aging baby boomers.” Who do you think has a better chance of making the right decisions for this changing marketplace? Wouldn’t you rather have the insights of people who think like your target customer? 4. Diverse companies make more money. It doesn’t get much more “bottom line” than that. In a Catalyst report titled The Bottom Line: Corporate Performance and Women’s Representation on Boards, researchers found that Fortune 500 companies with the highest representation of women board directors performed better financially than those with the lowest representation of women on their board of directors. The companies were measured on three important measures: Return on Equity: The female-friendly companies outperformed the competition by 53%. Return on Sales: Companies with more women on their board saw a 42% higher return on sales Return on Invested Capital: Perhaps most tellingly of all, the companies with more women board directors turned invested capital into profit 66% more successfully.
- “Any time you bring together diverse perspectives, it just creates a bunch of potential that you weren’t really expecting.” — Jack Dorsey, CEO of Twitter When our workforce doesn’t reflect the melting-pot society we live, work, and do business in, it’s not just a morality issue — it’s a business issue. To be profitable in a diverse world, you need a diverse team to incorporate the insights, experiences, and worldviews of your customer base. Efforts to increase workplace diversity expand the increasingly shrinking talent pool and give your team the competitive edge you need to compete in a global market. In short — increasing workforce diversity isn’t just the right thing to do; it’s the smart thing to do.
- Potential consequences of a lack of diversity and inclusion Having diversity and inclusion within an organization is advantageous, but the lack of them also pose potential consequences. These may include: Untapped potential. When an organization focuses on or prioritizes only a particular group of people, they are not able to maximize the availability of capable and talented individuals. Less employee satisfaction and productivity. Less committed staff results in decreased motivation, engagement, and productivity—all of which lead to reduced profitability. Reduced employee retention. Lack of diversity often result in higher attrition and will make it harder to keep experienced and skilled workers in your staff.
- Companies that embrace diversity gain higher market share and a competitive edge in entering new markets, a study by the Center for Talent Innovation (CTI) found. Diversity often mean higher financial performance. In the 18th Annual Global CEO Survey, 85% of the surveyed CEOs whose companies have a formal diversity and inclusiveness strategy said it’s improved their bottom line. A report by McKinsey & Company also found that a 10% increase in racial and ethnic diversity on the senior executive team resulted in a 0.8% rise in earnings in the US, while a 10% increase in gender diversity resulted in a 3.5% rise in earnings in the UK. Diversity and inclusion bridge the talent gap. Looking beyond ethnicity and gender when posting jobs will attract the best of the talent pool. This will enable companies to find the right talent that will drive their future success. Diverse and inclusive organizations have increased adaptability. A diverse workforce means having a greater variety of backgrounds, talents, and experiences that enable businesses to have higher flexibility in adapting to dynamic markets. Diversity and inclusion promote creativity and innovation. Companies with a workplace diversity and equality can gain a wider range of ideas and perspectives necessary in meeting the needs of customers more effectively. Millennials seek diversity and inclusion at work. 86% of millennial females and 74% millennial males consider company policies on diversity, equality, and inclusion during their job hunt. This is especially important because millennials are now the largest generation in the US workforce.
- Multilingual businesses have an edge in the global marketplace. It’s no secret that business has become increasingly a global game. You want to be able to expand into and compete in many different marketplaces. These do not necessarily speak English as their primary language. Even for businesses that exclusively operate in the United States, having multilingual staff on hand will attract a wide array of clients. Finally, multilingual employees can expand your social media presence. Diverse companies attract the best from a broad range of people. Ask any hiring manager and they’ll tell you how hard it can be to find the right candidate for a position. Instead of simply pulling from a small pool of one race, one age bracket, and so on, you will attract the brightest minds and most passionate workers in the area. ("What Are the Benefits of Diversity in the Workplace? | Ad-Vance Talent," n.d.)
- The purpose of this activity is to begin thinking about your level of interaction with people of different races and ethnicities. Additionally, this activity will create a visual image of how often you interact with people of different races and ethnicities. Materials Needed A clear container 15 lemonheads 15 fireballs Each person will have a clear container and lemonheads and fireballs. After each question asked by the facilitator, the participants will answer the questions by placing either a lemonhead or fireball into their container. The lemonheads will represent members of the agent group and fireballs will represent members of the target group. If you are an international student, lemonheads will represent members of your native country and fireballs will represent members of the United States. Preliminary questions before beginning the activity Do you interact with people of different races/cultures? Do you consider yourself an effective interracial/intercultural communicator? If so, why? If not, why not?
- Questions the facilitator will ask for the activity • Who was the last guest invited to your house for dinner? • Who was the last person you went out with socially? • Who is your family doctor? • Who is your family dentist? • Who makes up the majority of students in the classes you take? • Who makes up the majority of students in the classes you teach? (If you have not yet taught, the majority of students at the current/last university you attended) • Who is the professor that is your academic advisor or that you spend the most time with? • Who is your closest friend? • Who is your current or previous romantic partner? • Who is your spiritual leader? • Who is/was your employer at your current/last job? • Who makes up the majority of people at your favorite club/local hangout spot? • Who made up the majority of people in your childhood community? • Who is your favorite actor/actress? • Who is your favorite singer/group?
- Debriefing 1. Did you ever stop to think of how often you communicate with people outside of your group? 2. Did you consider yourself to be someone who often interacted with others? Do you still? 3. What did your visual representation show you? 4. If you have little to no interaction with people outside of your group, how does that affect your ability to teach in a diverse classroom? 5. If you have little to no exposure to others, do you think you should make an effort to be more involved? If so, how? 6. Other questions or comments?
- The purpose of this activity is to begin thinking about your level of interaction with people of different races and ethnicities. Additionally, this activity will create a visual image of how often you interact with people of different races and ethnicities. Materials Needed A clear container 15 lemonheads 15 fireballs Each person will have a clear container and lemonheads and fireballs. After each question asked by the facilitator, the participants will answer the questions by placing either a lemonhead or fireball into their container. The lemonheads will represent members of the agent group and fireballs will represent members of the target group. If you are an international student, lemonheads will represent members of your native country and whoppers will represent members of the United States. Preliminary questions before beginning the activity Do you interact with people of different races/cultures? Do you consider yourself an effective interracial/intercultural communicator? If so, why? If not, why not?