This document discusses how managing workforce diversity can drive business performance but also present challenges. It defines diversity as differences in things like race, culture, gender and abilities that provide a variety of perspectives. True diversity goes beyond just representation and involves treating everyone fairly and maximizing all workers' potential. Simply having a diverse workforce in photos means little without inclusion at all levels of management where diversity can foster innovation. The document provides tips for managing diversity like challenging policies that disadvantage groups and ensuring diversity is part of all management levels. An exercise also prompts listing changes to meet a diverse workforce's needs.

1. Sarie Leroy
Change & Leadership Coach
HR Summit & Expo
Dubai 2014
How workplace diversity
drives and challenges performance

2. Setting the stage - exercise
 Look at (one of) your neighbor(s)
 List 3 things in which he/she differs from you
 What conclusion can you draw from these differences?
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3. Various types of workforce diversity
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age
marital status
physical abilities
religion
geographic
background
racegender
culture
education mother
tongue

4. Workforce diversity: a definition
"The variety of experiences and perspective which arise from differences
in race, culture, religion, mental or physical abilities, ancestry, age,
gender, marital status and other characteristics.“ (The Chancellor's Committee
on Diversity – University of California)
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“Diversity is otherness or those human qualities
that are different from our own and outside the
groups to which we belong, yet present in other
individuals and groups.”
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5. Workforce diversity is not … but it is …
Affirmative action … optimizing business necessity
Treating everyone the same … treating everyone fair
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6. Learn from … other’s mistakes
It's one thing to recognize that adding diversity to your workforce can add
value to your business. But it's another thing altogether to make it happen.
No matter the size of your organization, or what industry you're in, on your
journey to building a more diverse workforce, there's a chance you'll run
into a few potholes along the way. But just like everything else in life,
learning to do it right doesn't mean you have to make all the mistakes
yourself.
This seminar aims at helping you with that.
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“When an organization lacks
diversity, it’s not the employees
who need fixing. It’s the
business systems.”
J. C. Williams - Harvard Business Review Oct’14
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7. How Well Do You Manage Diversity?
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 Do you test your assumptions before acting on them?
 Do you believe there is only one right way of doing things, or that there are a number of valid ways that accomplish the same
goal? Do you convey that to colleagues?
 Are you comfortable with each employee? Do you know what motivates them, what their goals are, how they like to be
recognized?
 Are you able to give negative feedback to someone who is culturally different from you? Or is it adding a challenge?
 When you have open positions, do you insist on a diverse screening committee and make additional outreach efforts to ensure
that a diverse pool of candidates has applied?
 When you hire a new employee, do you not only explain job responsibilities and expectations clearly, but orient the person to
the company culture and unwritten rules?
 Do you take immediate action with people within your company when they behave in ways that show disrespect for others in
the workplace, such as inappropriate jokes and offensive terms?
 Is the company image one of corporate diversity?
 Do you have a good understanding of institutional isms such as racism and how they manifest themselves in the workplace?
 Do you ensure that assignments and opportunities for advancement are accessible to everyone?
If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well.

8. The actual diversity driver
 “Company photo diversity”
The organization only considers the visible dimensions of diversity primarily race, and
gender. The company photo looks good. This narrow definition of diversity offers little or
no value to the organization in terms of new ideas, creativity and innovation.
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 “ Diversity by Numbers”
Demographics reflect the outside community but it is
only at the lower levels. (Production, and unskilled
labor) There is little or no diversity as you move up
into management.
 “Diversity as a distinct (competitive)
advantage”
Flexibility, agility, innovation and many more benefits
result from a diverse workforce.

9. Tips to manage diversity
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“Treat others as you want to be treated !”
“Treat others as they want to be treated !”

10. Tips to manage diversity
 Challenge and change policies, practices, and ways of thinking
within your organization that have differential impact on
different groups
 List what organizational changes should be made to meet the
needs of a diverse workforce, to maximize the potential of
all workers, and to best contribute to the company result
 Ensure that diversity is threaded through every aspect of
management (at various levels)
 Create self-awareness amongst all employees, in terms of
culture, background, stereotyping
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11. My own diversity plan
Type of
diversity
% employees
vs customers
Level in
organization
Advantages Challenges My actions to be taken
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12. Questions or remarks? Let’s connect!
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