The document discusses the benefits of diversity in the workplace. It aims to bring awareness to diversity and stress its importance. Its objectives are to discuss how embracing diversity affects the workforce positively by increasing engagement, attendance, and job satisfaction. Diversity is defined as differences in people and culture. Having a diverse workforce benefits customers, teams, and the company legally and financially. A diverse workforce leads to lower turnover, higher commitment, and attracts investors and employees. The document recommends staff meetings to discuss diversity programs and initiatives to conclude diversity enriches companies and leads to acceptance of all cultures.
This document discusses intercultural competence and cultural orientations in the workplace. It introduces the Intercultural Development Continuum, which ranges from a monocultural to an intercultural mindset. A monocultural mindset is characterized by denial, defense, and superiority over other cultures. An intercultural mindset involves deep exploration of differences, understanding other perspectives, and adapting one's behaviors. The document provides examples to assess whether a scenario demonstrates a monocultural, transitional, or intercultural orientation. It concludes that developing intercultural awareness allows for diversity to be understood and valued.
This document outlines an original training program on embracing cultural diversity. It includes a needs assessment of both the person and task to determine what needs to be learned. The training objectives are to promote development, adjustment, and promotion. The training will be employer initiated, onsite, face-to-face, and facilitated with specific dates and times. A cultural anthropologist will be the proposed instructor, and training materials will include workbooks, videos, and exercises. The training will be evaluated through pre-tests, post-tests, and a six month follow up survey.
Diversity and Inclusiveness - Case study on the United NationsKenoma Agbamu
This is a paper presented at the University of Winterthur, Switzerland in 2006 on the role that diversity management plays in strcutured institutions and organizations.. using the UN as a case study.
The document discusses how a community's aesthetics, physical environment, and recreational offerings impact residents' satisfaction levels. It mentions current conditions and proposed changes to a community, as well as the cost and dimensions of design involved. The document concludes by asking if there are any potential restrictions to the proposed changes.
Diversity in the workplace can be both beneficial and challenging if not managed properly. While diversity has the potential to increase productivity and competitive advantage through new perspectives, unmanaged diversity may become an obstacle to achieving organizational goals. The rise of diversity is largely due to factors like globalization, which allows organizations to expand worldwide, and migration, both of which contribute to a more culturally diverse workforce.
This special issue of the Journal of Developing Societies examines the effects of globalization on marginalized populations in the Global South through an interdisciplinary lens. Articles reveal that market-oriented development strategies associated with globalization have harmed livelihoods of marginalized people in India. They also show how civil society organizations in India have opposed exploitative development models of globalization, advocating instead for participatory development that empowers and includes voices of marginalized groups.
This document discusses the importance of diversity in the workplace. It defines diversity as being composed of differing elements and qualities. It notes that diverse workplaces are better equipped to address changing markets and that problem solving can be enhanced by different perspectives. The document also discusses how diversity has evolved from equal opportunity to a competitive advantage, and how workplaces must embrace change to truly be diverse. It concludes by quoting John F. Kennedy that while differences will always exist, workplaces can make diversity safe by embracing those differences.
This document discusses cultural intelligence, including its origin, definition, validity, and facets. Cultural intelligence refers to an individual's ability to adapt to new cultural contexts and can be measured. It has cognitive, motivational, and behavioral components. Developing cultural self-awareness and the ability to suspend judgement are important skills. Cultural intelligence is valuable in an increasingly globalized world with diverse communities.
This document discusses intercultural competence and cultural orientations in the workplace. It introduces the Intercultural Development Continuum, which ranges from a monocultural to an intercultural mindset. A monocultural mindset is characterized by denial, defense, and superiority over other cultures. An intercultural mindset involves deep exploration of differences, understanding other perspectives, and adapting one's behaviors. The document provides examples to assess whether a scenario demonstrates a monocultural, transitional, or intercultural orientation. It concludes that developing intercultural awareness allows for diversity to be understood and valued.
This document outlines an original training program on embracing cultural diversity. It includes a needs assessment of both the person and task to determine what needs to be learned. The training objectives are to promote development, adjustment, and promotion. The training will be employer initiated, onsite, face-to-face, and facilitated with specific dates and times. A cultural anthropologist will be the proposed instructor, and training materials will include workbooks, videos, and exercises. The training will be evaluated through pre-tests, post-tests, and a six month follow up survey.
Diversity and Inclusiveness - Case study on the United NationsKenoma Agbamu
This is a paper presented at the University of Winterthur, Switzerland in 2006 on the role that diversity management plays in strcutured institutions and organizations.. using the UN as a case study.
The document discusses how a community's aesthetics, physical environment, and recreational offerings impact residents' satisfaction levels. It mentions current conditions and proposed changes to a community, as well as the cost and dimensions of design involved. The document concludes by asking if there are any potential restrictions to the proposed changes.
Diversity in the workplace can be both beneficial and challenging if not managed properly. While diversity has the potential to increase productivity and competitive advantage through new perspectives, unmanaged diversity may become an obstacle to achieving organizational goals. The rise of diversity is largely due to factors like globalization, which allows organizations to expand worldwide, and migration, both of which contribute to a more culturally diverse workforce.
This special issue of the Journal of Developing Societies examines the effects of globalization on marginalized populations in the Global South through an interdisciplinary lens. Articles reveal that market-oriented development strategies associated with globalization have harmed livelihoods of marginalized people in India. They also show how civil society organizations in India have opposed exploitative development models of globalization, advocating instead for participatory development that empowers and includes voices of marginalized groups.
This document discusses the importance of diversity in the workplace. It defines diversity as being composed of differing elements and qualities. It notes that diverse workplaces are better equipped to address changing markets and that problem solving can be enhanced by different perspectives. The document also discusses how diversity has evolved from equal opportunity to a competitive advantage, and how workplaces must embrace change to truly be diverse. It concludes by quoting John F. Kennedy that while differences will always exist, workplaces can make diversity safe by embracing those differences.
This document discusses cultural intelligence, including its origin, definition, validity, and facets. Cultural intelligence refers to an individual's ability to adapt to new cultural contexts and can be measured. It has cognitive, motivational, and behavioral components. Developing cultural self-awareness and the ability to suspend judgement are important skills. Cultural intelligence is valuable in an increasingly globalized world with diverse communities.
The document provides a training calendar for business services offered by Sparsholt and Andover College from January 2012 to July 2012. It summarizes courses in various areas including management, IT, health and safety, accounting and more. Courses are offered at both the Andover and Sparsholt campuses and can be customized to meet specific business needs. Businesses are encouraged to use the college facilities for meetings and team building activities.
Dokumen tersebut merupakan ringkasan materi pelajaran Teknologi Informasi dan Komunikasi (TIK) untuk kelas XI IPA dan IPS semester 1 tahun pelajaran 2014/2015. Materi tersebut membahas penggunaan perangkat lunak pembuat dan pengolah grafis, termasuk menu dan ikon, pembuatan grafis dengan berbagai variasi warna dan bentuk, serta penilaian yang terdiri atas kognitif, psikomotorik, dan afektif.
Sparsholt College offers a variety of leisure courses throughout the spring and summer of 2012 focused on rural skills and hobbies. Courses range from half-day to multi-day sessions, covering topics like animal care, gardening, cooking, conservation, and equine studies. The document provides a detailed list of course titles, dates, durations, times, and costs.
The document provides 5 tips for technical writing: 1) Use a writing pyramid with a main message, background, facts, and outcome. 2) Know when to use colons for lists and semicolons to join related clauses. 3) Comparative analysis reports can be objective or subjective. 4) Always cite sources to avoid plagiarism using styles like APA or MLA. 5) Keep email subject lines meaningful, avoid yelling in caps, and write for a public audience. Proper citation of sources is also discussed.
1. EDI stands for Electronic Data Interchange and involves the electronic exchange of formatted data between organizations called Trading Partners using common data standards.
2. A partner profile in EDI defines the attributes for each business partner an organization exchanges documents with and specifies details of the data exchange and responsible contacts.
3. Key components of a partner profile include the general parameters view with details like partner number and type, as well as outbound and inbound parameter views defining message mapping, translation and communication details.
Este documento presenta las actividades y tareas de una secuencia de administración propedéutica. Incluye actividades individuales y grupales sobre los antecedentes históricos de la administración, definiciones de administración, precursores, el proceso administrativo y un proyecto integrador sobre el desarrollo de un emprendimiento. Los estudiantes completarán tareas de investigación, producirán líneas de tiempo, cuadros y exposiciones. El objetivo es que adquieran conocimientos sobre los fundamentos de la administración.
Difference between traditional edi and webKhalid Jamal
Traditional EDI uses old electronic standards that are time-tested but cryptic, expensive to implement, and require significant storage and bandwidth. In contrast, web-based EDI is newer but less expensive, easier to understand and implement, requires less bandwidth and storage, and can transport information over the internet like traditional EDI while having a lower business risk.
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
The new look of workforce diversity final versionCecily Rodriguez
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
A World of HR Diversity, Equity & Inclusion.pptxprashant zambre
This document discusses diversity, equity, and inclusion (DEI) in the workplace. It defines key DEI concepts like diversity, inclusion, and equity. It explains why DEI is important for organizations, such as improving performance, decision making, and employee retention. The document also provides strategies for organizations to promote DEI, including establishing inclusive values and leadership, awareness training, and measuring DEI success through engagement surveys and representation goals. Finally, it discusses how human resources professionals can help drive DEI initiatives given their role in workplace culture and policies.
Kelly Services - Understanding Generational Diversity In WorkplaceKylie Perry
Workplace diversity is a growing business concern and an essential source of competitive advantage for organisations in the ever-growing global economy.
The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
I was really excited to be taking part in Procurious' Big Ideas Summit 2018. As a senior professional in Strategic Sourcing and Vendor Management, it was not only an opportunity to meet with some of Europe's top thought leaders in procurement but also a great honor to share the floor with such inspiring speakers trying to figure out procurement and supply chain future.
The discussions were very dense and meaningful and I was thrilled to deliver a presentation on a topic that is very close to my heart: #inclusionoverdiversity. Here is the supporting document to give an insight.
This document discusses the importance of diversity and inclusion in the workplace. It explains that as organizations incorporate the ideas and perspectives of their diverse employees, it benefits both the employees and the organization. The document advocates moving beyond considerations of race, sex and gender, and focusing more on individuals' human aspects like thoughts, feelings and emotions. It suggests that inclusion allows organizations to view things differently than in the past by taking a more holistic view of their diverse workforce.
Recruit Potential Module 1 Introduction to Inclusion caniceconsulting
This document provides an introduction to inclusion and diversity in the workplace. It discusses demographic changes that will lead to more diverse workforces in the future. It also covers the basics of inclusion, the differences between inclusion and diversity, the importance of understanding cultural diversity, and the benefits of inclusion and diversity in the workplace such as improved employee performance, innovation, and a global impact. The document emphasizes that inclusion is an ongoing process that requires changes in mindset from all employees. It concludes by discussing the importance of seeking inspiration to create inclusive work environments.
The document discusses how empathy can enable a positive cycle of innovation and inclusion in organizations by helping people overcome challenges like fear of change, and how innovative organizations can systematically honor three basic human needs: having a sense of purpose and contribution, opportunities for growth, and allowing people to maintain work-life balance and be their whole selves.
The document discusses managing diversity in the workplace in South Africa. It notes that workplaces have diversity in terms of ethnicity, education, age, gender, and other factors. Managing this diversity effectively requires innovative ideas from managers. Diversity management is still a new concept in South African businesses. Factors like an organization's mission and goals as well as the external environment influence how diversity is managed. Managing diversity provides competitive advantages like improved employee retention and creativity. It can also help organizations better understand changing customer needs.
John Powell discusses bringing together fragmented social and environmental movements to create more equitable, sustainable communities. He argues that while different groups address pieces of the environment in isolation, they ultimately want healthy, livable, inclusive places. Tensions exist between priorities like sustainability and equity, so understanding sources of conflict is key. A new community development model and impact assessments considering physical, economic, social and civic structures can help integrate efforts. Strategic collaboration across sectors and meaningful community engagement, where residents shape solutions, are needed to open pathways of opportunity for all.
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
What is your position on diversity as an integral part of American society do...intel-writers.com
Diversity
refers to the presence of a wide range of human characteristics, perspectives, and experiences within a society or group. It encompasses differences in race,
ethnicity, gender, age, sexual orientation, religion, socioeconomic status, physical abilities, and more.
In the context of American society, diversity has been a fundamental aspect since its inception and continues to shape the nation’s identity and values.
The position on diversity as an integral part of American society varies among individuals and groups.
several common arguments that highlight the significance and benefits of embracing diversity:
Strength in Diversity: Many argue that diversity strengthens American society by fostering innovation, creativity, and problem-solving. When people with different backgrounds come together, they bring unique perspectives, skills, and knowledge that can lead to more robust and effective solutions.
Social Cohesion and Harmony: Embracing diversity can promote social cohesion and harmony by encouraging understanding, empathy, and respect among diverse groups. It helps to break down stereotypes, reduce prejudice, and build bridges across various communities, leading to a more inclusive and cohesive society.
This document discusses managing diversity in the workplace. It covers dimensions of diversity including race, gender, age, and others. It explains why valuing diversity is important for organizations, such as accessing a broader range of viewpoints and reflecting diverse customer bases. However, many managers are ill-prepared to handle diversity issues. The document outlines challenges minority employees face, such as lack of choice assignments, and need for biculturalism. It also discusses initiatives organizations can take to promote inclusion, such as recruitment, career advancement programs, and diversity training.
Diversity involves differences in race, ethnicity, socioeconomic status, geographic location, academic and professional backgrounds, religious beliefs, political beliefs, sexual orientations, and life experiences. Inclusion puts diversity into action by creating an environment of involvement, respect, and connection where diverse perspectives and ideas are harnessed to create value and success. Having a diverse chapter enhances members' social development, expands their worldliness, promotes creative thinking, and enhances self awareness. The document encourages members to educate themselves on issues and consider impacts before speaking, texting, or posting on social media to avoid being misinterpreted and to represent the chapter and Greek life community positively.
The document provides a training calendar for business services offered by Sparsholt and Andover College from January 2012 to July 2012. It summarizes courses in various areas including management, IT, health and safety, accounting and more. Courses are offered at both the Andover and Sparsholt campuses and can be customized to meet specific business needs. Businesses are encouraged to use the college facilities for meetings and team building activities.
Dokumen tersebut merupakan ringkasan materi pelajaran Teknologi Informasi dan Komunikasi (TIK) untuk kelas XI IPA dan IPS semester 1 tahun pelajaran 2014/2015. Materi tersebut membahas penggunaan perangkat lunak pembuat dan pengolah grafis, termasuk menu dan ikon, pembuatan grafis dengan berbagai variasi warna dan bentuk, serta penilaian yang terdiri atas kognitif, psikomotorik, dan afektif.
Sparsholt College offers a variety of leisure courses throughout the spring and summer of 2012 focused on rural skills and hobbies. Courses range from half-day to multi-day sessions, covering topics like animal care, gardening, cooking, conservation, and equine studies. The document provides a detailed list of course titles, dates, durations, times, and costs.
The document provides 5 tips for technical writing: 1) Use a writing pyramid with a main message, background, facts, and outcome. 2) Know when to use colons for lists and semicolons to join related clauses. 3) Comparative analysis reports can be objective or subjective. 4) Always cite sources to avoid plagiarism using styles like APA or MLA. 5) Keep email subject lines meaningful, avoid yelling in caps, and write for a public audience. Proper citation of sources is also discussed.
1. EDI stands for Electronic Data Interchange and involves the electronic exchange of formatted data between organizations called Trading Partners using common data standards.
2. A partner profile in EDI defines the attributes for each business partner an organization exchanges documents with and specifies details of the data exchange and responsible contacts.
3. Key components of a partner profile include the general parameters view with details like partner number and type, as well as outbound and inbound parameter views defining message mapping, translation and communication details.
Este documento presenta las actividades y tareas de una secuencia de administración propedéutica. Incluye actividades individuales y grupales sobre los antecedentes históricos de la administración, definiciones de administración, precursores, el proceso administrativo y un proyecto integrador sobre el desarrollo de un emprendimiento. Los estudiantes completarán tareas de investigación, producirán líneas de tiempo, cuadros y exposiciones. El objetivo es que adquieran conocimientos sobre los fundamentos de la administración.
Difference between traditional edi and webKhalid Jamal
Traditional EDI uses old electronic standards that are time-tested but cryptic, expensive to implement, and require significant storage and bandwidth. In contrast, web-based EDI is newer but less expensive, easier to understand and implement, requires less bandwidth and storage, and can transport information over the internet like traditional EDI while having a lower business risk.
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
The new look of workforce diversity final versionCecily Rodriguez
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
A World of HR Diversity, Equity & Inclusion.pptxprashant zambre
This document discusses diversity, equity, and inclusion (DEI) in the workplace. It defines key DEI concepts like diversity, inclusion, and equity. It explains why DEI is important for organizations, such as improving performance, decision making, and employee retention. The document also provides strategies for organizations to promote DEI, including establishing inclusive values and leadership, awareness training, and measuring DEI success through engagement surveys and representation goals. Finally, it discusses how human resources professionals can help drive DEI initiatives given their role in workplace culture and policies.
Kelly Services - Understanding Generational Diversity In WorkplaceKylie Perry
Workplace diversity is a growing business concern and an essential source of competitive advantage for organisations in the ever-growing global economy.
The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
I was really excited to be taking part in Procurious' Big Ideas Summit 2018. As a senior professional in Strategic Sourcing and Vendor Management, it was not only an opportunity to meet with some of Europe's top thought leaders in procurement but also a great honor to share the floor with such inspiring speakers trying to figure out procurement and supply chain future.
The discussions were very dense and meaningful and I was thrilled to deliver a presentation on a topic that is very close to my heart: #inclusionoverdiversity. Here is the supporting document to give an insight.
This document discusses the importance of diversity and inclusion in the workplace. It explains that as organizations incorporate the ideas and perspectives of their diverse employees, it benefits both the employees and the organization. The document advocates moving beyond considerations of race, sex and gender, and focusing more on individuals' human aspects like thoughts, feelings and emotions. It suggests that inclusion allows organizations to view things differently than in the past by taking a more holistic view of their diverse workforce.
Recruit Potential Module 1 Introduction to Inclusion caniceconsulting
This document provides an introduction to inclusion and diversity in the workplace. It discusses demographic changes that will lead to more diverse workforces in the future. It also covers the basics of inclusion, the differences between inclusion and diversity, the importance of understanding cultural diversity, and the benefits of inclusion and diversity in the workplace such as improved employee performance, innovation, and a global impact. The document emphasizes that inclusion is an ongoing process that requires changes in mindset from all employees. It concludes by discussing the importance of seeking inspiration to create inclusive work environments.
The document discusses how empathy can enable a positive cycle of innovation and inclusion in organizations by helping people overcome challenges like fear of change, and how innovative organizations can systematically honor three basic human needs: having a sense of purpose and contribution, opportunities for growth, and allowing people to maintain work-life balance and be their whole selves.
The document discusses managing diversity in the workplace in South Africa. It notes that workplaces have diversity in terms of ethnicity, education, age, gender, and other factors. Managing this diversity effectively requires innovative ideas from managers. Diversity management is still a new concept in South African businesses. Factors like an organization's mission and goals as well as the external environment influence how diversity is managed. Managing diversity provides competitive advantages like improved employee retention and creativity. It can also help organizations better understand changing customer needs.
John Powell discusses bringing together fragmented social and environmental movements to create more equitable, sustainable communities. He argues that while different groups address pieces of the environment in isolation, they ultimately want healthy, livable, inclusive places. Tensions exist between priorities like sustainability and equity, so understanding sources of conflict is key. A new community development model and impact assessments considering physical, economic, social and civic structures can help integrate efforts. Strategic collaboration across sectors and meaningful community engagement, where residents shape solutions, are needed to open pathways of opportunity for all.
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
What is your position on diversity as an integral part of American society do...intel-writers.com
Diversity
refers to the presence of a wide range of human characteristics, perspectives, and experiences within a society or group. It encompasses differences in race,
ethnicity, gender, age, sexual orientation, religion, socioeconomic status, physical abilities, and more.
In the context of American society, diversity has been a fundamental aspect since its inception and continues to shape the nation’s identity and values.
The position on diversity as an integral part of American society varies among individuals and groups.
several common arguments that highlight the significance and benefits of embracing diversity:
Strength in Diversity: Many argue that diversity strengthens American society by fostering innovation, creativity, and problem-solving. When people with different backgrounds come together, they bring unique perspectives, skills, and knowledge that can lead to more robust and effective solutions.
Social Cohesion and Harmony: Embracing diversity can promote social cohesion and harmony by encouraging understanding, empathy, and respect among diverse groups. It helps to break down stereotypes, reduce prejudice, and build bridges across various communities, leading to a more inclusive and cohesive society.
This document discusses managing diversity in the workplace. It covers dimensions of diversity including race, gender, age, and others. It explains why valuing diversity is important for organizations, such as accessing a broader range of viewpoints and reflecting diverse customer bases. However, many managers are ill-prepared to handle diversity issues. The document outlines challenges minority employees face, such as lack of choice assignments, and need for biculturalism. It also discusses initiatives organizations can take to promote inclusion, such as recruitment, career advancement programs, and diversity training.
Diversity involves differences in race, ethnicity, socioeconomic status, geographic location, academic and professional backgrounds, religious beliefs, political beliefs, sexual orientations, and life experiences. Inclusion puts diversity into action by creating an environment of involvement, respect, and connection where diverse perspectives and ideas are harnessed to create value and success. Having a diverse chapter enhances members' social development, expands their worldliness, promotes creative thinking, and enhances self awareness. The document encourages members to educate themselves on issues and consider impacts before speaking, texting, or posting on social media to avoid being misinterpreted and to represent the chapter and Greek life community positively.
Cultural Diversity in the Workplace by The Cultural Diversity CommitteeAtlantic Training, LLC.
This document discusses cultural diversity in the workplace. It defines culture as the cumulative knowledge, experiences, beliefs, and values held by a group. It emphasizes that cultural competence, understanding and appreciation of differences and similarities, is an ongoing process. Diversity in the workplace provides strength but also challenges individuals to respond effectively to a diverse environment. Valuing individual and group cultural differences is critical to achieving organizational goals. Forming diverse teams with different skill sets and backgrounds enhances creativity and decreases conflicts.
Claire Neel is exploring how to shape her leadership style to foster an organizational culture that allows for diversity to flourish based on her experiences leading multicultural crews on yachts. She discusses how organizational culture and diversity influence how individuals interact and behave within an organization. An effective culture celebrates diversity and different perspectives, ensuring all voices feel comfortable contributing regardless of background. Neel emphasizes the importance of considering diversity in all aspects of an organization from recruitment to leadership in order to maximize creativity, collaboration and performance. She reflects on lessons from simulations and experiences that highlight the benefits of diverse teams as well as challenges, such as language barriers, that diversity can present.
Unleashing the Power of Diversity and Inclusion: 11 Essential Chapters for Na...Enterprise Wired
This blog aims to dissect the multifaceted dimensions of diversity and inclusion, exploring their profound impact on organizational culture, employee satisfaction, and societal progress.
The document discusses expatriates and multinational corporations. It notes that in 1997, American MNCs had 150,000 expatriates abroad and 83,000 foreign employees in the US, with over 31 million international workers globally and $11 trillion in worldwide MNC sales. Success of international business depends on expatriates, but expatriate failure rates range from 10-50% depending on country, with the US at 30-40% typically due to cultural adjustments, language barriers, and living difficulties. Proper selection, training, support and repatriation are keys to expatriate success.
2. PURPOSE AND OBJECTIVES
Pur pose O b j e c t ive s
Bring about an To discuss the ways
embracing diversity
awareness of diversity. affects the workforce.
Stress the importance To discuss how diversity
of embracing and increases
efforts, attendance, and
accepting diversity . overall job satisfaction.
Stress the importance To discuss how diversity
increases our
of the diversity initiative. marketability.
3. Diversity: “The state or quality of being different
or varied as in a point of difference”
(Farlex, Inc., 2011).
Culture: ”Culture is the totality of values, beliefs,
and behaviors common to a large group
of people. A culture may include shared
language and folklore, communication
styles, and ideas and thinking patterns-
the “truths” accepted by the group”
(College of Agricultural Sciences).
4. FUN FACT!
1) Customers prefer to be served by a
company and workforce with which they
can identify (Communicaid, Ltd., 2007).
2) Teams comprising mixed
ethnicities, backgrounds and gender are
likely to be more creative than homogenized
ones (Communicaid, Ltd., 2007).
5. Why should we be
concerned about
diversity?
People began
The global The individual
celebrating their
market in which construction of
individuality and
we complete the U.S.
with that their
business in has population
differences
become highly began altering
instead of
competitive on a large scale
demanding to
(College of (College of
“fit in” (College
Agricultural Agricultural
of Agricultural
Sciences). Sciences).
Sciences).
6. WHAT WILL DIVERSITY DO FOR
OUR EMPLOYEES?
Social and Moral Benefits Pe r s o n a l B e n e f i t s
• Stronger Communities • New Views
• Social Cohesion • Cultural Enrichment
• Raises Awareness • New Perspectives
• Challenges Stereotypes • Racial Harmony
7. MORE BENEFITS
Staff Benefits Legal Benefits
• Promotion • Requirements
Opportunities • Rights
• Happier Workforce • Financial Perks
• Positive Ethics • Agreed Upon Standards
• Collective Wellbeing
8. Not only are there benefits for
employees but there are benefits for
management as well!
• Lower Turnover Rates
• Increased Organizational
Commitment
• Increased Job Satisfaction
• Attractiveness for Investors and
Employees
9. RECOMMENDATIONS
• Staff Meeting
To further discuss:
Acceptance of Awareness
Development of Programs
Initiation of the Diversity Awareness Program
10. CONCLUSION
Diversity is not just about equality it’s about so much more than that.
Welcoming diversity into our lives as a company enriches our
company to a point of full acceptance of any and all cultures. With
this knowledge that we have covered today we are one step closer to
being equal on all levels, throughout all cultures.
11. REFERENCES
Works Cited
College of Agricultural Sciences. (n.d.). An Overview of Diversity Awareness.
Retrieved December 13, 2011, from PSU.EDU:
http://pubs.cas.psu.edu/freepubs/pdfs/ui362.pdf
Communicaid, Ltd. (2007). Cross-Cultural Training. Retrieved December 13, 2011, from
Communicaid.com: http://www.communicaid.com/cross-cultural-
raining/cultural-diversity.php
Farlex, Inc. (2011). Diversity. Retrieved December 13, 2011, from The Free Dictionary:
http://www.thefreedictionary.com/diversity
Huddersfield New College. (n.d.). The Benefits of Embracing Equality, Diversity, and Inclusion.
Retrieved December 14, 2011, from Huddenwcool.EDU:
http://www.huddnewcoll.ac.uk/uploads/equality/EandD.pdf
Welcome to the meeting everyone. As you know our culture has become a very diverse place over the last 100 years. With each new culture added to the “cooking pot” we see different areas of concern arise for each. This mix of cultures has not only stretched to socialization but has also been added into corporate and business culture. If we want to communicate more effectively with our customers we need to be able to understand the different cultures they come from and by adopting a diversity initiative we will be giving our employees an edge over others. By implementation, training, and education we can give our staff the tools necessary to handle difficult situations centered around different cultural beliefs. With this initiative also comes a better understanding of the cultures of our current employees and ways to incorporate their cultural beliefs into the initiative.
In looking at diversity we need to keep a couple of things at the forefront of our minds. Everyone is different and we all need to respect the opinions, cultural beliefs, and personalities of others. The purpose of this initiative is to open minds and open hearts about embracing diversity and all the wonderful things that come with welcoming diversity into our minds and hearts. The cultural melting pot of America is about understanding others and the importance of acceptance of beliefs that may not mirror our own. There are so many different people from different parts of the world that we would be animals if we didn’t make room for diversity. This initiative and the objectives of this company mirror the thoughts of owners, management, and employees alike. Diversity should be welcomed not abhorred. There are many ways we can welcome diversity into the lives of our employees and those will be discussed further. Diversity, and acceptance of it, has also been shown to improve attendance, job performance, job satisfaction, and overall employee efforts. With an increase in knowledge of other cultures comes an increase in our marketability because of our efforts.
I think in order to really grasp the complexity of the issue we are dealing with we must first discuss the definitions of diversity and culture. Through a thorough understanding of the definitions we can begin to understand and accept these two words as a part of who we are as a company and as individuals. Diversity is know as a state of being different or as in a point of difference. Culture is known as a collective group of thoughts and beliefs belonging to peoples and differs from area to area in that not all views are shared equally.Diversity and culture are easily confused and can be used incorrectly as most people think they are interchangeable as they both are cyclical and one runs into the other. Diversity is about being different and culture is different for each part of the world. Diversity and culture are not the same things. You can have diversity within cultures and still share the same core beliefs, the same theories, but if something is different about you then you can be “diverse” in your own culture. This leads us into the heart of the matter. I am sure many of you are asking: “Why should we be concerned about diversity?” Through this presentation it is my fondest wish to educate you, not only on the importance of diversity but also the positive impact embracing diversity can have on this company.
A recently released report entitled “Harnessing Workforce Diversity to Raise the Bottom Line*” has highlighted the shifting focus for diversity initiatives in the modern workplace. The report shows that businesses “instead of thinking of diversity as about equality, that is, in terms of the law or compliance, companies are now seeing it as an issue of merit and merit alone” (Communicaid, Ltd., 2007).This fun fact tells us volumes about the world we live and work in. As in other slides you will see a common theme and that is how extensively diverse our society has become and what embracing that diversity does for us as individuals and as a company.
To truly be diverse we must understand why diversity is so important. With networking and international trade we’ve all witnessed what the internet has done for global communications and for business transactions. Now, more than ever, is it imperative that we keep up with technology as well as communications and understanding between cultures. This leap in technology has allowed us to do business worldwide and has seriously increased our profit margin. As I’ve stated before, America has become a melting pot of hundreds of different cultures and because of that it is more important to spend time researching the cultures that we come in contact with in order to not only maximize profits but also to gain a better understanding on the individual level. It is no longer a goal of Americans to “fit in”. We celebrate our uniqueness and revel in the differences we all have as individuals as well as within our own distinct social circles. We no longer strive to be clones of each other! We want something different for ourselves and it is no longer an issue of being different. The anxiety that comes with “fitting in” no longer applies to the new generations of employees or those that come from other countries.
Some of the many benefits to embracing diversity just for social and personal benefits are listed here. Welcoming diversity strengthens communities with the awareness that being different is alright. Social cohesion comes as a result of working with others from other cultures and provides a new outlook and an increase in communications between cultures. An increase in awareness of others and a more accepting attitude in general is seen in communities who have embraced diversity. The personal benefits of awareness include new views and ideas; which increases innovation within the workplace. This also includes a new understanding of individual differences as well as provides for learning new beliefs, values, and morals. Cultural enrichment is also a result of diversity and comes with the notion that it is ok to continue to develop your culture and include ideas, beliefs, and thoughts from other cultures. Fresh perspectives are often a result of realizing the differences in each of us. Each person, no matter where they are from, has different thought patterns and that is especially true with other cultures. What one person may think is a dead end another will find away around it and eventually find solutions to the problem. It allows for a variety of thinkers, variety in ideas, and variety in solutions. The best reason to be aware of diversity is that it provides for more tolerance and an increase in harmony between races.
Promotion opportunities are created with diversity in that all employees are subjected to the same rules however employees with knowledge of diversity tend to do better when working with others. There is a happier workforce when diversity and cultural differences are accepted. Everyone just seems happier knowing that their beliefs, views, and values are accepted as part of the working culture. Encouraging positive ethics through diversity is definitely a positive side affect of embracing other cultures. Ethics are a real part of what we do here and we are all responsible for our actions and that includes the actions of our culturally diverse employees. You see a more cohesive collective which promotes the overall attitudes of the workforce and increases their wellbeing. Through acceptance we open ourselves up to opportunities that we normally do not have and therefore create a happier, healthier, more accepting collective.The legal benefits are important as well. First, it is a requirement, by law, to have a diverse workforce through hiring practices and procedures we employ people from around the globe and part of this benefit includes not discriminating because of gender, race, religion, and so on so forth. There is an increase in employees knowing their rights and responsibilities which is directly linked to the legal requirements of diversity. Being diverse and promoting awareness makes our firm more attractive for investors because tolerance for others is advocated. Awareness and ambracing diversity also gives our employees agreed upon standards to follow which allows for a more understanding workforce. If everyone has the same rules and regulations it makes their job easier!
We’ve discussed a lot of benefits not only for the employees but also for individuals. Now let’s look at the benefits for management! There is evidence of a lower turnover rate. A happy employee and one that is accepted is an employee that will continue to work for us leaving us less time for turnaround and hiring of replacements. There is an overall increased commitment to the organization due to acceptance. Employees, when they happy and accepted for who they are, just work harder. The need to work harder is stronger because of the bond they feel with other employees and with the company itself. Wouldn’t you be happier in your job if you knew that you were accepted for who you are?The best reason of all for embracing diversity and for starting the initiative is that we will be more attractive to investors, potential employees, and to our customers. A diverse workforce is not only a legal requirement but is also a generally accepted requirement. With diversity comes new ideas, attitudes, and ways to complete tasks and this ultimately makes us look really great for potential investors and the like!
It is my recommendation that we schedule a staff meeting to discuss in more detail the acceptance of managmenet and staff of the Diversity Awareness Initiative as well as cover in depth the development of programs related to acceptance and finally to initiate the programs we have developed. Diversity is important to our customers, our employees, and to our financial backers. Let’s give them something to boast about and be proud of. We can do this, and together we can make our firm recognizable as a company that accepts you no matter who you are or where you come from. Ultimately, through this acceptance we can become better human beings, increase our compassion, understanding, and empathy, and enrich ourselves with new experiences!
So, let’s begin this initiative on the right track and schedule a staff meeting today!
Any and all content is either the information obtained from other sources or my own works. Please see the references listed here to check for continuity.