This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
One of the important objective of any manager is
“Building maintaining and creating a feeling of togetherness among group members so that they become capable of accomplishing things that individuals can not accomplish a lone”
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
One of the important objective of any manager is
“Building maintaining and creating a feeling of togetherness among group members so that they become capable of accomplishing things that individuals can not accomplish a lone”
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
We see things as we are, not as they are. Workplace safety is more than just physical safety,I would argue that the culture of safety and cultural safety is even more important.
This document was created for the purpose of assessment for Certificate II in Business in 2005 at Saint Ursula's College, Toowoomba.
Impact Real Estate is not a real business.
Manage Marketing is a must-read print and online magazine for marketing professionals seeking to stay on top of the latest trends and best practices in marketing management
What is Diversity Equity and Inclusion?
Diversity equity and inclusion is a movement that uses education to recognize and address how power, privilege, and society affect our personal identities. It also works to ensure equal employment opportunities within companies, as well as recognizing differences in backgrounds, cultures, skillsets and perspectives.
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
#Diversity and #Inclusion - How can companies move from talking the talk to walking the walk?
In recent days Diversity and Inclusion have come to the forefront of what companies are paying attention to even in the midst of a pandemic.
Starting from hiring and promotion practices to processes to the branding offering and more companies are looking at ways to make D&I more real for their employees.
How can we take it from a vaguely abstract concept (to most people) to very concrete steps?
Workplace diversity: benefits and challengesSarie Leroy
- What is meant by workforce diversity?
- Am I ready for implementing workforce diversity?
- Is my company ready for workfocre diversity?
- Tips & tricks
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
Fons Trompenaars, a globally acclaimed cross cultural coach and consultant, provides his insights on how to coach across cultural boundaries
Go to our discussion forum to continue the conversation: https://forum.coacharya.com/t/coaching-across-boundaries/291
Managing diversity in the workplace requires understanding and relating to coworkers who are different than you. The success of an organization is becoming increasingly dependent on the ability of employees and managers to deal with differentiation along diverse . We Specialize in Team Building in Egypt, Maximum Impact Business Games, DISC assessments, and Management Courses, High rope Courses, Hr Consulting, Team Building Activities and Creating Creative Team Building Ideas- 360 Experiential Solutions is one of the MEA region leaders in training & team building events . Kindly Call us for More information tel: +2 01223575508 - Email: info@360solutionsegypt.com - website : http://www.360experientialsolutions.com
DBA 7420, Organizational Behavior and Comparative Mana.docxmadlynplamondon
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Analyze how organizations manage diversity effectively.
7.1 Assess management strategies when implementing diversity.
Course/Unit
Learning Outcomes
Learning Activity
7.1
Unit Lesson
Chapter 2, pp. 42–46, 50–70
Unit VIII Essay
Reading Assignment
Chapter 2: Diversity in Organizations, pp. 42–46, 50–70
Unit Lesson
Introduction
Diversity is one of those overused and highly nebulous words
that people typically say without really understanding or
considering what it entails (Wingard, 2017). In this unit, we plan
to not only define diversity and explain what it entails, but we
also will introduce you to some pros and cons of diversity within
an organization. It should give you plenty to consider as you
weigh the value of diversity in your workplace and beyond.
Definition
Let’s begin by having you look to those around you, whether
this includes other family members, coworkers, or neighbors.
Are we all the same? The answer is unequivocally no. In fact,
we are all unique. Even identical twins are different in some
ways. They may be similar in appearance, but there can be so
much more. For instance, they may have very different personalities and views depending upon their own life
experiences. In its broadest sense, diversity can be described as characteristics that differentiate us from one
another (Robbins & Judge, 2019).
Characteristics
Initially, people tend to focus on gender, race, or ethnicity (Robbins & Judge, 2019). Still, diversity can include
all of that and more. Some people may opt to concentrate on physical characteristics. This could include hair
color, eye color, height, weight, or build. Even if one chose to focus on other areas, there are a phenomenal
number of characteristics from which to choose. For instance, diversity includes such things as age, religious
affiliation, disability status, military experience, sexual orientation, educational level, culture, language spoken,
marital/partnered status, and political affiliation.
UNIT VIII STUDY GUIDE
Managing Diversity
(Robwilson39, n.d.)
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Pay Disparity as an Example
When we think about diversity, a common example that comes to mind is men and women in the workplace.
Women are taking on a greater presence in the workplace, but at what cost? Are men making similar
sacrifices to get to where they want to be? There is a definite pay gap between the earnings of men and
women. This is something about which many, both men and women alike, are left wondering. In our textbook,
you will find a number of important statistics specific to this wage gap. Although the number of women in the
workforce is increasing, the pay gap remains. It is narrow.
Great leaders know they wonu2019t always get it right, but they work with other experts, listen to their employees, keep learning, and set the intention to create a vibrant, healthy workplace and culture that embraces diversity. This requires tremendous courage and empathy but results in stronger, more innovative and resilient organizations more capable of attracting and keeping top talent.
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
Similar to Diversity Awareness in the Workplace (20)
3. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
4. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
5. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
6. For details on how to bring this training session to your organization, just call or send us an email request.Contact Information Performance Solutions by Design, Inc. 863 Flat Shoals Road SE, Suite C-314 Conyers, Georgia 30094 Telephone: 770-860-0198 Website: www.psbydesign.com
7. “The reality of life is that your perceptions – right or wrong – influence everything else you do. When you get a proper perspective of your perceptions, you may be surprised how many other things fall into place.” Roger Birkman, Ph. D. -- renowned psychologist
8. What We Will Cover… Diversity Defined The Business Case for Diversity & Inclusion The Dimensions of Diversity in Our Workplace Applying What You Have Learned
13. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion World Population: 6,942,900,000 China (19.24%) 1,339,724,852 India (17.38%) 1,210,193,422 U.S. (4.48%) 312, 266,000 Indonesia (3.41%) 237,556,363 Brazil (2.74%) 190,732,694
16. The range of categories within a society that are perceived as dividing its people into significant groups.
17. The idea that differences in people must be valued and treated as a plus instead of a negative. We’ve always had differences, but we have not always had diversity.
18. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Basic Principles of Diversity It is about inclusion and engagement – leaving no one behind Everyone must work together – synergy A belief that everyone deserve dignity and respect and that everyone adds value Everyone deserves an equal opportunity to contribute and achieve Requires the elimination of prejudice Diversity in thought must occur at all levels of the organization It is everyone’s responsibility
19.
20. When I hear a point of view different from mine, I ask the person to tell me more about their idea.
21.
22. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Key Dimensions… Race Age Ethnicity Gender Educational Level Socio-Economic Status Mental and Physical Abilities Religious and Political Beliefs
23. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Key Dimensions of Diversity… Leadership Styles Communication Styles Reward and Recognition Range/Level of Authority Work-life Values/Balance
24. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion EXPERIENCES FAMILY FRIENDS Perceptions, Stereotypes, Prejudice: Where do they come from? RELIGION VALUES MEDIA
25.
26. How do these differences contribute to the STRENGTH of your team?
27. Where might we be UNDERUTILIZING the diverse strengths of our team?
28.
29. I frequently work with people who have different perspectives than me.
30. I strongly believe that every person has a unique way of contributing to his or her group.
31.
32. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Diversity – Why is it important? It’s the law of the land and organizational policy It addresses our changing demographics It promotes a creative and productive environment It’s the right thing to do
33. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion How Are our Customers Diverse? Race Age Ethnicity Gender Educational Level Socio-Economic Status Mental and Physical Abilities Religious and Political Beliefs
35. The Barriers to Diversity What do you believe are the barriers/obstacles to celebrating diversity? What can we do as team members to overcome these barriers? Fear Prejudice Stereotyping
36.
37. Think about the impact of our comments and actions before we speak or act.
38. Avoid generalizing the behaviors or attitudes of an entire group based on observation of them.
45. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Be kind, say thanks. Give credit. Empathize. Read, listen, observe. To listen is to learn about yourself, about others. Don’t be afraid to say, “Help me understand.” “What can I do to help?” Each one of us must be the change we want in the world. -- Mahatma Gandhi
46.
47. When working on a project, I seek out different ideas and opinions.
48. Whenever possible, I try to work on projects or tasks with at least one other person.
69. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
70. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
71. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
72. For information on how to bring this training session to your organization, contact us by telephone or email.Contact Information Performance Solutions by Design, Inc. 863 Flat Shoals Road SE, Suite C-314 Conyers, Georgia 30094 Telephone: 770-860-0198 Website: www.psbydesign.com
Editor's Notes
PARTICIPANT INTRODUCTIONSSo let’s quickly jump into the session by first having everyone quickly share some information about themselves.Please tell us… <READ SLIDE><ADVANCE TO NEXT SLIDE>
DEFINING DIVERSITYSo from your perspective, WHAT IS THE DEFINITION OF DIVERSITY? Is it “putting up” with the difference of others? Or is it “valuing” others by seeking out their individual strengths and contributions?(Facilitator Note: pauses to solicit participant responses)<ADVANCE TO NEXT SLIDE>
DIVERSITY IS…<READ SLIDE>Valuing DIVERSITY means understanding that each individual is unique, and appreciating all of the things that make us different.As the quote states, “We’ve always had differences, but we have not always had diversity.”
DIMENSIONS OF DIVERSTIYSo, now that we have established that the basis of Diversity in the Workplace is valuing the differences and uniqueness that everyone brings to the table.So, what are the key dimensions of diversity? (pause to solicit participant response, write responses on the flipchart)<ADVANCE TO NEXT SLIDE>
ASSESSING OUR WORK ENVIRONMENTNow, in assessing our work environment – let’s discuss some of these questions.What are the key dimensions of DIVERSITY within your work team? (what is the predominant AGE, EDUCATION LEVEL, RACE/ETHNIC GROUP, GENDER, CREATIVE THINKERS, STRATEGIC THINKERS, etc.)How do these differences contribute to the STRENGTH of your team? (we collaborate better, we are more aligned in our thought process, we relate to each other well, etc.)Where might we be UNDERUTILIZING the diverse strengths of our team? (we don’t solicit input from our Creative/Strategic Thinkers enough, we don’t use other perspectives in making a sound decision that impacts everyone, etc.)Where might areas of IMPROVEMENT exists? (better utilizing the strengths that we have identified…)When it comes to driving diversity awareness in the workplace, these are the simple questions that rarely get asked or acted on.<ADVANCE TO NEXT SLIDE>
THE BUSINESS CASE FOR DIVERSITY Now let’s shift to talking about the Business Case for Diversity & Inclusion in the Workplace and why it is important.<ADVANCE TO NEXT SLIDE>
OUR CHANGING CUSTOMER-BASENow in thinking about the dynamics of your customer-based, how have they changed from the 1980s and 1990s compared to today (the 2000s)?EXAMPLE: In thinking about Diversity Awareness Training – During the 1980s mainly large/major corporations and government agencies focused on it. Then in the 1990s as the economy and labor pool branched out and became more diverse – midsized and entrepreneurial organizations also started placing more emphasis on valuing difference in the workplace. Many organizations offer ESL and SSL classes in-house…Now, in the 2000s the economy and labor pool is more globally focused. So, we not only have to look at the diversity of our workforce in the U.S. – but also how we deal with clients and parent-companies that are international. Some organizations are now even looking at offering classes to teach the Chinese languages and its difference dialects.<ADVANCE TO NEXT SLIDE>
BARRIERS TO DIVERSITYSo, what do you belief are some of our barriers to fostering diversity and inclusion in the workplace? Outlines on this slide are a few examples, what would you add? (unwillingness to change, peer pressure,…)AND, what can we do as a team to overcome these barriers? (Facilitator Note – answers on next slide)<ADVANCE TO NEXT SLIDE>
PUTTING IT ALL TOGETHERAs we begin to wrap-up this session, let’s look at our role in putting it all together.<ADVANCE TO NEXT SLIDE>
OUR UNIQUE DIFFERENCESIn putting it all together, we must remember that it’s our unique TALENTS, SKILLS, STRENGTHS, EXPERIENCES, and ASPIRATIONS that make our teams and organizations great.In assessing your team one last time, in which of these unique areas do we excel the most?<ADVANCE TO NEXT SLIDE>