Diversity, Culture and Inclusion are critical elements for successful organizations and for building workplace culture that matters

1. Honoring Diversity and Being Inclusive
Overview
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2. Creating the respectful workplace: Honoring
Diversity and Being Inclusive
About this course:
• What are culture, identity, diversity and inclusion?
• Why are they essential?
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3. Topic: Culture
Why Talk About Culture ?
Our culture influences the way in which we see the world.
A variety of viewpoints along with the wide-ranging
personal and professional experience of an international
team can offer new perspectives that inspire colleagues to
see the workplace—and the world—differently.

4. Topic: Culture
What is culture ?
"Culture" refers to a group or community which shares
common experiences that shape the way its members
understand the world. It includes groups that we are born
into, such as race, national origin, gender, class, or
religion.

5. Topic: Culture
Context of Culture
Our world has become increasingly diverse and
interconnected.
Without a basic understanding of the beliefs and
experiences of individuals, professionals can unintentionally
contribute to prejudice and discrimination or negatively
impact professional relationships and effectiveness of
services.

6. Topic: Culture
Context of culture
To understand cultural experiences, it is important to
consider the context of social identity, history, and
individual and community experiences with prejudice and
discrimination.
Cultural competence is generally defined as possessing the
skills and knowledge of a culture in order to effectively
work with individual members of the culture and requires
engaging in an ongoing process of learning about the
experiences of other cultures.

7. Topic: Identity
What is Identity ?
Identity is the compilation of identifying labels anyone
uses to represent themselves; Also a system of identifying
labels ascribed to social groups; gives a sense of
belonging to the social world based on sameness to
groups. Sex, gender, ethnicity, race, nationality, ability,
religion, spirituality, age, socio-economic status,
language, political leanings, etc. are some examples.
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8. Topic: Identity
Social categorization theory asserts that an underlying theme of human
social cognition is to categorize oneself and others into groups based on
certain characteristics such as gender, nationality, ethnicity, religion, etc.
This categorization occurs in reaction to perceptions of difference, and
serves to determine how to react to particular different stimuli.
Once we have made in-group, out-group distinctions, this in turn leads to
positive sentiment for similar others, and negative sentiment for dissimilar
others. Social Categorization Literature shows that individuals are
motivated to make distinctions in favor of their in group based on group
salience in this situation. So under conditions where the individual
perceives intergroup competition, in-group minority status, or threat to
the in-group. There is a tendency to maximize the positive distinctiveness
within the in-group.
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9. Topic: Identity
Culture and Identity
Cultural self-awareness pertains to the level of
understanding each of us has about how we are
influenced by the various cultural groups we belong to.
Understanding culture requires understanding where our
identity comes from. Many people take a surface look at
how culture influences them and expect to see the full
iceberg. The iceberg metaphor for culture helps us to
notice what lies beneath.

10. Topic: Identity
Culture and Identity
Identity Iceberg
•Above the waterline, your
behaviours – your decisions and
actions.
•Below the waterline, lie your skills,
beliefs, values, and core identity.
•The water that surrounds the
iceberg is the environment in which
you live and work.

11. Topic: Identity
Culture and Identity
many professionals of color have succeeded in underrepresented fields
by shining a light on their differences and mobilizing their identities. They
do this in four main ways: by offering unique perspectives, providing
quality control, bridging differences, and planting seeds of rapport. There
are some risks associated with this approach—being pigeonholed,
provoking resistance, overgeneralizing, and exhausting yourself—but on
balance the potential benefits outweigh them. By thoughtfully mobilizing
your identity, you can have a significant effect on how your organization
capitalizes on the promised benefits of diversity in the workplace, and
smart organizations will reward you for your efforts.

12. Topic: Diversity
What is Diversity ?
Diversity is the presence of difference… the presence of
variety in identities, thought, personality, working style,
backgrounds, and life experiences.
The term diversity includes an understanding and
acceptance of the fact that people have individual
characteristics, which make them unique from each other,
particularly when comparing individuals in a group.
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13. Topic: Diversity
What is Diversity ?
These characteristics may include race, ethnicity, gender,
religion, political ideologies, age, physical abilities or
socio-economic status. These characteristics also may
include life experiences, educational background,
personality type and cognitive approaches toward
problem solving.

14. Topic: Diversity
Dimensions of
Diversity
Primary Dimensions
- Age
- Physical Ability /
Disability
- Race
- Ethnicity
- Gender
- Sexual Orientation
Secondary Dimensions
- Education
- Class/Income
- Language/Accents
- Marital Status
- Military Experience
- Religious Belief
- Geography / Location
- Nationality

15. Topic: Diversity
Dimensions of
Diversity
Workplace Dimensions
- Organization
- Occupation
- Job Level / Class
- Job Skills
- Job Tenure
- Department
- Work location
- Work Shift
Style Dimensions
- Leadership
- Work Ethic / Habits
- Personality Type
- Performance
- Communication Style

16. Topic: Diversity
Why Does Diversity Matter ?
• Businesses with a healthy balance of men and women are 21% more likely to
outperform their competitors1.
• Businesses with a good mix of ethnic backgrounds are 33% more likely to
outperform their competitors1.
• Teams that are gender, age and ethnically diverse make better decisions up to 87%
of the time2.
• Studies surrounding diversity in the workplace have found that for every 1%
increase in gender diversity, company revenue increases by 3%.
• Higher levels of ethnic diversity increase revenue by a whopping 15%.

17. Topic: Diversity
How to Ensure Diverse Workforce ?
• Conduct diversity training
• Incorporate diversity into company policies and practices
• Leverage diverse job boards
• Ensure diversity in the management of the organization
• Highlight diversity on the career page on your website
• Provide targeted internships and scholarships
• Create a diversitycouncil
• Celebrate employee differences

18. Topic: Inclusion
What is Inclusion ?
Inclusion refers to the organisational effort and practices in
which different groups or individuals having different
backgrounds are culturally and socially accepted, welcomed,
and equally treated.
Inclusion also refers to how people from historically
underrepresented identities, feel a sense of belonging, are
valued, depended upon, and matter.
Inclusion asks who has a seat at the table?
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19. Topic: Inclusion
What is Inclusion ?
Inclusion also refers to acceptance and equal treatment of
differences that could be self-evident, such as national
origin, age, race and ethnicity, religion/belief, gender,
marital status and socioeconomic status and also those
that could be more inherent, such as educational
background, training, sector experience, organisational
tenure, even personality, such as introverts and
extroverts.

20. Topic: Inclusion
The Value of Inclusion
An inclusive environment at work allows for an amazing,
fulfilling experience where employees flourish and thrive.
According to research, employees who feel included:
• Are 28% more engaged at work
• Have 19% greater well-being in their lives
• Are 43% more committed to their company
• Are 51% more likely to recommend their company as a great
place to work
• Typically intend to stay with their company 3 times longer

21. Topic: Inclusion
Inclusiveness in the Workplace
Inclusion revolves around the day-to-day interactions
between employees, managers, leaders, teams and peers.
Genuine inclusive workplace practices rely on leadership
support from executives at the top of the organization
and grassroots action from individuals throughout the
organization.

22. Topic: Inclusion
Inclusiveness in the Workplace
Key Attributes:
1. Everyone has a voice
When all employees feel “heard”, that their voice matters, they’re
more likely to share their opinions and ideas with others.
2. Everyone Belongs
An employee’s sense of connection to their company is built on
belonging — the feeling that one is a part of an environment that
knows and values them.

23. Topic: Inclusion
Inclusiveness in the Workplace
Key Attributes (cont.):
3. Everyone feels free to be unique
Just like an employee needs belonging and connection, they also
need to feel unique among their peers, that their company cares
about their individual strengths and experiences.
4. Everyone feels valued
When an employee feels that their voice and unique self are
appreciated, there’s a greater sense of value and satisfaction.

24. Topic: Inclusion
Inclusiveness in the Workplace
Key Attributes (cont.):
5. Everyone has access to resources
When employees have access to management, learning and
development opportunities, and promotions, they experience that
their company cares — about their ideas, aspirations and growth.
6. Everyone collaborates
Regardless of the role or department, a collaborative environment
breaks down silos and promotes organization-wide inclusion and
diversity of ideas and points of view.

25. Topic: Inclusion
What are Obstacles to Inclusion ?
Bias is a prejudice in favor of or against one thing, person, or
group compared with another usually in a way that’s
considered to be unfair. Biases may be held by an individual,
group, or institution and can have negative or positive
consequences.
There are types of biases:
Conscious bias (also known as explicit bias) and
Unconscious bias (also known as implicit bias)
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26. Topic: Inclusion
What are Obstacles to Inclusion ?
It is important to note that biases, conscious or unconscious,
are not limited to ethnicity and race. Though racial bias and
discrimination are well documented, biases may exist toward
any social group. One’s age, gender, gender identity physical
abilities, religion, sexual orientation, weight, and many other
characteristics are subject to bias.
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27. Topic: Inclusion
What are Costs of Lack of Inclusion ?
• 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 inclusiveness often results in higher attrition and will make it
harder to keep experienced and skilled workers in your staff.
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