This document provides an overview and objectives of a diversity training presentation. It includes data from a diversity questionnaire showing demographic information about employees. It defines diversity and distinguishes between equal employment opportunity, affirmative action, and diversity. It discusses how individual cultural perspectives can influence communication and lists many cultural factors. It outlines benefits of workplace diversity and research showing positive associations between diversity and business performance. It also discusses organizational culture, cultural competence, and ways companies and employees can promote diversity.
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.
I had the opportunity to take a course on Human Relations. One of the many issues we discussed was Equal Opportunity and diversity in the workplace. This presentation sums up many of the concerns, issues, and laws on diversity in the workplace and equal opportunity.
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
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
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.
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.
I had the opportunity to take a course on Human Relations. One of the many issues we discussed was Equal Opportunity and diversity in the workplace. This presentation sums up many of the concerns, issues, and laws on diversity in the workplace and equal opportunity.
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
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
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.
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
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
Presentation is about cultural diversity in Hospitality industry. This gives an idea about how to make an organisation culturally diverse and advantages.
Diversity in the Workplace - MBA 423 Human Resource ManagementStuart Gow
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Major Research Project (MRP) - 15%
Students will work in their allocated groups for the major research project (MRP) – which are indicated in the Course Outline. Each group will be required to base their project on arelevant and interesting HRM topic or current issue or company in which the group members have an interest.
A 30 minute group presentation (inclusive of answer and question session) will be made during weeks 10 and 11 of the trimester, as per the brief class timetable on page 7. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. A written report (around 20 pages) is required for the MRP - the due date for the report will be agreed to later in class. The class and the facilitator will evaluate each group’s presentation. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the MRP presentations is provided in the blank evaluation form.
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
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!
Discuss the primary impact of diversity on organizationsSolution.pdfaksharatelicom
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
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.
2000 words essay CASE STUDY Select a significant event o.docxlorainedeserre
2000 words essay
CASE STUDY
Select a significant event or a situation in a developing country setting that you have observed e.g. through the media or read about; and identify a prominent response to that event or situation, which you observed or read about. Note that the event or situation might include, for example, an emergency, security threat, development crisis, social or political unrest, discovery of valuable natural resources, among others. These are just a few examples.
The case study should address the following points:
o Assess the event or situation, the key issues involved and the impact on the society
o Discuss the key goals and results sought by the society in this situation
o Determine whether and how a leader emerged in that context and what factors demonstrated this
o Analyze the leadership process outlining the following:
▪ Whose ideas shaped the responses to the situation. ▪ What evidence supported these ideas and how were they received by the society? ▪ The nature of the relationship between emergent leaders and the rest of the group or society ▪ Who provided guidance toward the defined goal(s)? ▪ What leadership qualities were useful in that situation?
o What outcomes were produced from the responses to that situation? Were these outcomes consistent with the goals initially expressed by that society?
o Did this event or situation and the response to it produce a new situation?
o Would you say that the society was better or worse off as a result of the responses to this event or situation?
o What overall conclusions can you draw from this experience about leadership and the leadership process?
Diversity at Workplace
The issue of workplace diversity has been at the center of battles and conflicts at many companies when doing recruitment. Some organizations believe that diversity is achieved by simply meeting the necessary proportions for the gender and race of the employees. However, there is more to this issue than meets the eye. Companies need to know that diversity at places of work is a multifaceted subject and needs the attention and comprehensiveness that it deserves. True diversity in most organizations has been a challenge to realize since many companies feel that they are good to go once they have a given number of employees from a certain gender, race, or religion.
Misconceptions about workplace diversity: what it is and what it is not
Diversity at places of work cannot be complete if there is no respect, acceptance, and collaboration regardless of the differences in gender, race, religion, political beliefs, native language, styles of communication, or sexual orientation among workers. Unfortunately, many organizations think that they have embraced diversity once they have employed people from different ethnicities, religious backgrounds, nationalities, races, sexual orientations, and gender. It should be understood that while this is a good step, it is just one of the ma ...
Top Most Emerging Diversity and Inclusion Companies in Europedanialdavid
Manage HR : Organisations nowadays are putting more emphasis on diversity, equity, and inclusion (DE&I) programs at the workplace. And everyone committed to these initiatives knows there is almost no denial that DE&I initiatives have become imperative for any organisation to prosper.
2. Objectives of this Training
To deliver a rich understanding of
what diversity is and what it isn’t.
To increase a better awareness and
understanding to Diversity concerns
that go well beyond the supposed
categories.
To recommend behavioral instrument
for developing a more unified
workplace.
3. Diversity Questionnaire Data
0%
41%
59%
Position Title
Management
Non-Management
0%4% 3%
90%
0%
0%
3%
Race
White
Hispanic
Black/AA
Native American
Asian/Pacific
Islander
Other
0% 4% 0% 3%
48%
45%
Education Level
GED/HS
Some College
Associates
B.A.
M.A.
0%
69%
17%
10%
4%
0%
Years With
Company
One to Three
Four to Six
Seven to Nine
Ten to Twelve
Thirteen +
0%
34%
66%
Gender
Female
Male
0%
7%
38%
21%
10%
24%
Age
Eighteen- Twenty-
Five
Twenty Six- Thirty
Three
Thirty Four-Fourty
One
Fourty Two- Fourty
Nine
Fifty +
4. Diversity Defined
The condition of having or
being composed of different
elements: variety; especially:
the inclusion of different
types of people ( as people
of different races or cultures)
in a group or organization.
5. Distinction Between EEO, Affirmative
Action and Diversity
Equal
Employment
Opportunity
Affirmative
Action
Diversity
The enforcement of
statues to prevent
employment
discrimination
The effort to achieve
parity in the
workplace through
outreach and
eliminating barriers in
hiring
Leveraging differences
in the workforce to
achieve better results.
6. Cultural Perspective of Communication Viewed by Individuals
Age
Gender
Disability
Personality
National Origin
Sexual Orientation
Religion
Education
Work role/experience
Customs
Values
Work Style
Family Situation
Communication
Style
Languages Used
Learning Style
Economic Status
Military Experience
Geographic location
Philosophical
perspective
Blair-Loy, M. (2005). Work and Life Integration: Organizational, Cultural, and Individual Perspectives.
Administrative Science Quarterly, 50(4), 642-644.
7. Benefits of Workplace Diversity
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
Increase employee productivity
Boots employee morale
THE DIVERSE BENEFITS OF DIVERSITY. (2012). New Zealand Management, 59(10), 9.
8. The Business Imperative
What does research show us?
Workforce diversity is positively associated with higher business
performance outcome measures.
Racial diversity is positively associated with higher performance in
organizations that integrate and leverage diverse perspectives as
resources for product delivery.
Gender diversity is positively associated with more effective group
process.
Diverse teams are more creative and perform better in problem
solving.
Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic
Management Journal, 34(3), 373-382. doi:10.1002/smj.2021
9. Organizational Culture
The values and behaviors that
contribute to the unique social
and psychological environment of
an organization
Key Questions to Think About
What's wrong with being “color- blind” or gender-blind or any kind of blind in the
work place?
Does the “way we’ve always done it” close out thinking as well as staff, program
participants and community based partners?
Is there some way you “ought to be in order to fit in the company?
http://www.businessdictionary.com/definition/organizational-culture.html
10. Cultural Competence
Cultural Competence is a set of behaviors, policies, and attitudes which form a system or agency
which allows cross-cultural groups to effectively work professionally in situations. This includes
human behaviors, languages, communications, actions, values, religious beliefs, social groups, and
ethic perceptions.
Accept differences in cognitive, behavioral, philosophical, social,
and communicative styles that are from different cultural
generational contexts.
Seek to understand; ask for clarification or reasons for the
behavior
Communicates policies, procedures clearly to employees if you are
manager
http://www.businessdictionary.com/definition/cultural-competency.html
11. Cultural Competence
Be open to learning about
other culture and ideas.
Respect others’ opinions.
Give others the benefit of the
doubt in a dispute.
Seek first to understand
others points of view; then to
be understood.
Don’t stereotype
Don’t assume your
culture way is the
only way
Don’t judge others by
your own cultural
standards
12. How Can Company’s Promote Diversity?
Lead employees by example; respect people and
differences in the workplace
Create a welcoming, inclusive environment in in
which to conduct business
Incorporate diversity in policies, strategic plans,
operational procedures
Practice regular, effective, an open
communication; empower employees; requires
trust.
Demonstrate executive commitment to diversity
on an ongoing and regular basis.
13. How Can Employees Promote Diversity?
Practice positive, constructive work habits in the workplace;
work cooperatively towards a common goal.
Recognize and respect others and their individuality.
Think before you speak and be sensitive to others
Talk about your differences and ask tactful questions about how
people want to be treated.
Eliminate stereotypes and generalizations
15. Case Study
An employee who works for a division that that is very diverse
is troubled by the fact that many of the employees who are of
the same cultural background tend to socialize with each
other almost exclusively, even though most of the employees
regardless of their culture seem to work well together. The
employee believes that if everyone socialized more cross
culturally this might help to improve the work environment.
Should the employee take it upon himself to try and promote
more cross cultural socializing during lunch or after work? Is
he right in his assumption?
16. Final Words
“I have a self-made quote: Celebrate diversity,
practice acceptance and may we all choose
peaceful options to conflict.”
― Donzella Michele Malone