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  1. 1. Diversity ACCOMPANY
  2. 2. Factors of diversity • Visible • Invisible Education Ethnicity/Nationality Work Style Language Values Sex Cognitive preferences Age (Generation) Sexual preferences Disabilities Income ... Marital status Personality Religion Rank Talents Skills ... ACCOMPANY
  3. 3. From compliance to strategic Diversity is an asset We have learned to manage diversity. It’s not a problem for us. Diversity is a problem in our organization. Litigation risk, non-compliance risk... it’s expensive but we have to do it ACCOMPANY
  4. 4. Benefits for organizations • Larger set of knowledge, skills, abilities, and experiences • Wider perspectives • Creativity • Inspire individuals • Better image • internal • external ACCOMPANY
  5. 5. Business drivers • Over a ten-year period, publicly traded companies on Diversity Inc.ʼs 2005 list of Top 50 Companies for Diversity outperformed the Standard & Poorʼs 500 by 23.5% • Companies with high employee engagement had a 19% increase in operating income and almost 28% growth in earnings per share • Top-listed European companies with gender diversity in management achieved higher than average stock performance – 64% versus 47% growth from 2005-2007 • Researchers found that properly managed and trained diverse work teams produced results that were six times higher than homogenous teams. ACCOMPANY
  6. 6. The hurdles ACCOMPANY
  7. 7. Stereotypes • a simplified and standardized conception or image invested with special meaning and held in common by members of a group: The cowboy and Indian are American stereotypes. • a commonly held public belief about specific social groups, or types of individuals. The concepts of "stereotype" and "prejudice" are often confused with many other different meanings. Stereotypes are standardized and simplified conceptions of groups, based on some prior assumptions. Wikipedia • Stereotype: A fixed, commonly held notion or image of a person or group, based on an oversimplification of some observed or imagined trait of behaviour or appearance. ACCOMPANY
  8. 8. Categories and Generalizations • Scientifically based • Simplify, predict and organize our world ACCOMPANY
  9. 9. Stereotypes • Commonly held beliefs • Applied to individuals • Lead to prejudice • Are reinforced by biases • Affect self-image ACCOMPANY
  10. 10. Mr and Mrs Normal Gauss Femininity Masculinity (Stereotypical) ACCOMPANY
  11. 11. Effects of stereotyping • The power of expectations • Stereotype vulnerability • We make mistakes when facing prejudice • Confirmation bias • Social sanctions ACCOMPANY
  12. 12. Bias • Identical resumes • white evaluators recommended Black candidate 45% of the time White candidate 76% of the time • Gay-labelled male: 62% • Gay-labelled female: 50% • Mothers rated as less competent and committed • Fathers seen as more committed ACCOMPANY
  13. 13. Is it sufficient to eliminate stereotypes? ACCOMPANY
  14. 14. Inclusive identities ACCOMPANY
  15. 15. Inclusive identities ACCOMPANY
  16. 16. Inclusive identities ACCOMPANY
  17. 17. Inclusive identities • An attractive shared identity • An inclusive culture ACCOMPANY
  18. 18. Next: corporate culture ACCOMPANY