2. Overview
• Discuss a broader definition of diversity and examine
the concept of thought diversity.
• Examine people differences and why we fear them.
• Talk about inclusion of others and its impact on
coworkers, customers, potential customers, etc.
• Conduct action planning to help you focus on next
steps.
3. • Discuss diversity and what it means to you.
• Talk about how diversity is perceived in society.
• Prepare to share.
4. What is Diversity?
• The collective mixture of
differences and similarities
that includes individual
characteristics, values,
beliefs, experiences,
backgrounds, preferences
and behaviors.
-Society for Human
Resource Management
5. What is Diversity?
• Diversity embraces the perspectives, experiences,
cultures, genders, and ages of others and uses them to
foster new ideas and innovation.
• Diversity values both visible and invisible traits.
Visible and Invisible Diversity Traits
Visible Traits
• Ethnicity/Race
• Age
• Gender
• Physical Traits/Abilities
Invisible Traits
• Beliefs/Values
• Family Status
• Education
• Working-Style Preferences
6. Diversity of Thought
Diversity of thought is the next frontier.
• A concept that we know intuitively and experience
throughout our lives.
• A unique blend of identities, cultures, and experiences
that impact how we think, interpret, negotiate, and
accomplish a task.
• A focus on realizing the full potential of people by
acknowledging and appreciating each person’s
unique perspective and different way of thinking.
Play Video
7. Diversity of Thought
“Leaders and organizations must let go of the
idea that there is “one right way” and instead
focus on creating a learning culture where
people feel accepted, are comfortable
contributing ideas, and actively seek to learn
from each other.”
-Susan Woods
Thinking About Diversity of Thought
8. Diversity of Thought
Diversity of thought requires:
• Willingness—create a “safe place” for the sharing of new
ideas and perspectives; welcome new approaches and
innovative thinking.
• Readiness—is there a commitment to develop the inter-
personal skills that facilitate learning (e.g., communication,
dialogue, conflict resolution, information sharing, inquiry, issue
analysis, problem solving, consensus building, accountability, etc.)?
• Opportunity—commit to collaboration; who talks to
whom about what?
9. But what keeps us
from embracing
diversity/diversity
of thought?
10. An unpleasant emotion caused by the belief that
someone or something is dangerous, likely to cause
pain, or a threat.
11. Fear and Decision-Making
• How does fear affect how we view others?
• How does fear of others different than us
impact our decision-making?
Unconscious Bias
12. What is Unconscious Bias?
• The attitudes or stereotypes that
affect our understanding, actions,
and decisions in an unconscious
manner.
• Our biases are influenced by our
background, cultural environment
and personal experiences.
Play Video
14. Inclusion
The achievement of a work environment in which all
individuals are treated fairly and respectfully, have
equal access to opportunities and resources, and can
contribute fully to the organization’s success.
-Society for Human
Resource Management
15. Creating Inclusion
• Create safe places—build an environment where being
different is okay and is not looked down upon.
• Celebrate differences—welcome ideas that are different
from your own and support fellow teammates.
• Be respectful—treat people in a way they wish to be
treated rather than the way you wish to be treated.
• Lead by example—show an interest in others and a
respect for differences; drive positive change in the
organization and be a spokesperson for diversity issues
that are not necessarily your own.
16. Impacts of Inclusion
• Over a 10-year period, the index of publicly traded
companies in DiversityInc’s Top 50 Companies for
Diversity list outperformed the:
o NASDAQ by 28%
o Standard and Poor’s 500 by 25%
o Dow Jones by 22%
Organizations who embrace diversity and inclusion
perform better:
17. Impacts of Inclusion
• 83% of millennials are actively
engaged when they believe their
organization fosters an inclusive
culture.
• 76% of millennials feel empowered
when they believe their
organization fosters an inclusive
culture.
• 81% of millennials feel they can
stay true to themselves when their
organization incorporates inclusion.
When millennials believe their organization fosters an
inclusive culture…
18. Thought Diversity
Seven signs that you aren’t embracing thought diversity:
1. When we focus on only the things that disrupt us.
2. When leaders want control rather than influence.
3. When the business defines the individual not the individual
defining the business.
4. When the workplace is not reflective of cultural demographics.
5. When company values do not reflect the realities of workplace.
6. When we don't challenge old templates and ways of doing
things.
7. When vulnerability is viewed as a weakness.
Forbes.com
19. Action Planning
• Assess yourself—how open are you to other people’s
perspectives, thoughts, ideas etc.? What would your
peers say?
• Take action—what are three action items you can
immediately implement to embrace thought
diversity? How can you challenge others to do the
same?
• Lead by example—what can you do over the course
of the next three to six months to demonstrate
thought leadership and serve as an example for
others to follow?.
20. Questions?
Jeremy York, SPHR, SHRM-SCP
Lead Consultant and President
jeremy@InvigorateHR.com
317.313.5980
www.InvigorateHR.com
