Tapping into the power of diversity
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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.
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Freedom Economics... The Solution to Empowering a Great Human Society
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Peter Mansfield - Selling Sickness 2010
International cooperation is difficult but necessary to address global health issues. It requires overcoming barriers between nations like language and wealth differences, and between individuals with differing worldviews. Cooperation is achievable through open dialogue to reconcile different interests and find equitable, win-win solutions. Global forums could further cooperation by debating and designing reforms to reduce misleading health information.
Diversity progam
In the last decade or so, I have progressively noticed, studied and discovered that diversity in groups/organisations/social systems and dealing with the complexity of it as well as channelizing its potential is one of the greatest challenges of our times.
My work over the years in he field shows that the emotional competence and skills to deal with this challenge is far behind intellectual and philosophical understanding of this reality. And what we often find are experiences of exclusion, marginalisation, disempowerment, underutilisation of potential of people and loss of productivity.
I am offering a new programme “Leveraging Diversity for Building powerful Organisations: Utilising People’s Fullest Potential’’.
This programme is specially designed to develop the capabilities for the same amongst mangers, leaders, Human Resource professionals and other critical people who can make a difference. It is planned to fill the gap between the reality, concepts, values and emotional readiness.
Please write to me at umajain53@gmail.com or saharth@gmail.com for a brochure with more details.
Overview Inclusion & Diversity - students
This document discusses diversity, inclusion, and belonging in the workplace. It begins by defining diversity as differences among people, inclusion as leveraging those differences, and belonging as feeling valued and connected. It then discusses unconscious and conscious biases that can lead to discrimination. Several studies are cited showing the benefits of diversity, such as higher financial returns and more accurate decision making. The document outlines levers that drive inclusion, like inclusive leaders, and gives steps to increase diversity through attracting, selecting, developing and retaining diverse employees. It defines employee resource groups and calls the reader to action to advocate for inclusion through speaking out and using their privilege to support minority groups.
Diversity PowerPoint PPT Content Modern Sample
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Industry slide share 1
This document discusses changing demographics and the challenges they pose for human resources management. It notes that populations are aging, requiring accommodations for older workers. Younger generations also need a focus on different needs. Globalization means more cultural diversity and remote recruiting. More women in the workforce necessitates family-friendly policies and addressing gender issues. Overall, human resources must adapt quickly to remain effective amidst shifting workforce demographics.
Workplace diversity
This document defines workplace diversity and its various dimensions. It begins by defining key terms like workplace and diversity. Workplace diversity is understood as valuing differences among people in terms of race, gender, religion, disabilities, sexual orientation, personality, skills, experiences and knowledge. The types of workplace diversity are then defined as demographic, experiential, information and fundamental diversity. Several dimensions of workplace diversity are then explored in more depth, including age, gender, religion, sexual orientation, race, ethnicity, class, disability, nationality, personality and education level. The document concludes by thanking the reader.
Managing diversity in the workplace
This document discusses managing diversity in the workplace. It defines diversity and identifies types of diversity including gender, age, race, ethnicity, culture, religion, disability and more. The challenge of diversity is integrating people from different backgrounds while acknowledging how human differences can interfere. Diversity consciousness is recognizing individual talents. Areas of workplace diversity include equal opportunity, affirmative action, and managing diversity to change behaviors and attitudes. The conclusion states that a diverse workforce benefits organizations and associates by creating a fair and competitive work environment.
Recommended
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A simplified presentation describing "Why we are here" and What makes the World Work". The essence of a purpose driven life derived from my book released electronically in 2012 called "Compete and Empower". To get a copy on your iPad, Kindle or Nook go to www.competeandempower.com
Peter Mansfield - Selling Sickness 2010
International cooperation is difficult but necessary to address global health issues. It requires overcoming barriers between nations like language and wealth differences, and between individuals with differing worldviews. Cooperation is achievable through open dialogue to reconcile different interests and find equitable, win-win solutions. Global forums could further cooperation by debating and designing reforms to reduce misleading health information.
Diversity progam
In the last decade or so, I have progressively noticed, studied and discovered that diversity in groups/organisations/social systems and dealing with the complexity of it as well as channelizing its potential is one of the greatest challenges of our times.
My work over the years in he field shows that the emotional competence and skills to deal with this challenge is far behind intellectual and philosophical understanding of this reality. And what we often find are experiences of exclusion, marginalisation, disempowerment, underutilisation of potential of people and loss of productivity.
I am offering a new programme “Leveraging Diversity for Building powerful Organisations: Utilising People’s Fullest Potential’’.
This programme is specially designed to develop the capabilities for the same amongst mangers, leaders, Human Resource professionals and other critical people who can make a difference. It is planned to fill the gap between the reality, concepts, values and emotional readiness.
Please write to me at umajain53@gmail.com or saharth@gmail.com for a brochure with more details.
Overview Inclusion & Diversity - students
This document discusses diversity, inclusion, and belonging in the workplace. It begins by defining diversity as differences among people, inclusion as leveraging those differences, and belonging as feeling valued and connected. It then discusses unconscious and conscious biases that can lead to discrimination. Several studies are cited showing the benefits of diversity, such as higher financial returns and more accurate decision making. The document outlines levers that drive inclusion, like inclusive leaders, and gives steps to increase diversity through attracting, selecting, developing and retaining diverse employees. It defines employee resource groups and calls the reader to action to advocate for inclusion through speaking out and using their privilege to support minority groups.
Diversity PowerPoint PPT Content Modern Sample
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Industry slide share 1
This document discusses changing demographics and the challenges they pose for human resources management. It notes that populations are aging, requiring accommodations for older workers. Younger generations also need a focus on different needs. Globalization means more cultural diversity and remote recruiting. More women in the workforce necessitates family-friendly policies and addressing gender issues. Overall, human resources must adapt quickly to remain effective amidst shifting workforce demographics.
Workplace diversity
This document defines workplace diversity and its various dimensions. It begins by defining key terms like workplace and diversity. Workplace diversity is understood as valuing differences among people in terms of race, gender, religion, disabilities, sexual orientation, personality, skills, experiences and knowledge. The types of workplace diversity are then defined as demographic, experiential, information and fundamental diversity. Several dimensions of workplace diversity are then explored in more depth, including age, gender, religion, sexual orientation, race, ethnicity, class, disability, nationality, personality and education level. The document concludes by thanking the reader.
Managing diversity in the workplace
This document discusses managing diversity in the workplace. It defines diversity and identifies types of diversity including gender, age, race, ethnicity, culture, religion, disability and more. The challenge of diversity is integrating people from different backgrounds while acknowledging how human differences can interfere. Diversity consciousness is recognizing individual talents. Areas of workplace diversity include equal opportunity, affirmative action, and managing diversity to change behaviors and attitudes. The conclusion states that a diverse workforce benefits organizations and associates by creating a fair and competitive work environment.
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This document discusses how large corporations are re-evaluating their diversity, equity, and inclusion (DEI) strategies in light of recent socio-political events like the COVID-19 pandemic, Black Lives Matter movement, and Stop Asian Hate movement. It notes that these events have brought greater attention and urgency to DEI issues and that many companies have increased their DEI initiatives, transparency around DEI data, and community involvement as a result. However, it also discusses some companies that have faced criticism for perceived superficial or hypocritical support for DEI.
Managing a diverse team effectively
This document discusses challenges that leaders may face when managing culturally diverse teams and provides strategies for effective leadership. It summarizes research comparing leadership approaches and values in Anglo, Chinese, and Arab cultures. Key differences are noted, such as a preference for debate in Anglo cultures versus emphasis on relationships and cohesion in China. When leading multicultural teams, the document recommends establishing a shared identity, allowing more time for trust-building, developing cultural intelligence, and expecting coordination failures given differences in perspectives. The overall message is that diverse teams require flexible, self-aware leadership that is open to feedback.
Diversity at workplace
The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce improves customer service, community relations, innovation and performance. Respecting individual differences creates a competitive advantage and increases productivity.
Diversity and it's 4 layers
This document discusses the four layers of diversity: organizational dimensions, external dimensions, internal dimensions, and personality. The organizational dimensions represent characteristics under an organization's control like work location and department. The external dimensions deal with life choices like education, religion, and marital status. The internal dimensions are assigned at birth like age, gender, and race. Personality is shaped by the other three layers and influences how one interacts with the world. Diversity brings together different skills and ideas that stimulate organizational growth, competitive advantage, and access to new markets.
ten things (about diversity and inclusion)
Diversity means difference, and difference exists in relationships between people, not within individuals. True inclusion requires an organization to have the capacity to include different perspectives, identities, and ways of thinking and doing. It also requires sharing power in a dialogic relationship where no one party has to do all the accommodating. Clarity on concepts like diversity, difference, and inclusion is important for organizations seeking to realize the potential value and benefits of a more diverse workforce and inclusive culture.
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Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements. As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and inclusion leaders are key players on the executive leadership team with the specific responsibility of ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and inclusion leaders are trusted advisors who fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills.
b. Understand strategies for building the right brand and image.
c. Examine what it means to transform organizational culture.
d. Create a plan for excellence in diversity and inclusion leadership.
e. Explore business challenges that impact diversity and inclusion leaders.
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Delivered as a keynote at the Women in TechX Breakfast in Melbourne, 2016.
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The document summarizes information about Seth Godin, his books and ideas about tribes and leadership. It discusses concepts from his book Tribes such as what builds and kills tribes, and encourages personal reflection on leadership challenges. It also provides information about an upcoming business book club session and advertising for a leadership development program from The Meyvn Group.
Culture: Keller Williams
Keller Williams is the largest real estate franchise based in Austin, Texas. It has cultivated an agent-centric, education-focused culture that rewards associates. Keller Williams believes that organizational culture is based on shared beliefs and assumptions that guide behavior. It emphasizes values like integrity, commitment, and teamwork. Keller Williams' culture is seen as key to its success and motivating employees to achieve corporate goals. A defining aspect of Keller Williams' culture is its WI4C2TS system that outlines how associates should treat each other and do business based on principles like win-win solutions and trust.
A World of HR Diversity, Equity & Inclusion.pptx
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.
Diversity management-the-challenges-and-opportunities-1225805879731764-9
This document discusses managing diversity in the workplace. It acknowledges that workforces are becoming more diverse in terms of gender, race, ethnicity, abilities, and other attributes. Managing diversity effectively can increase creativity, innovation, and decision-making by bringing in different perspectives. However, it also presents challenges like balancing individual and group fairness, overcoming resistance to change from established corporate cultures, avoiding resentment, and preventing interpersonal conflicts between diverse groups. Managing diversity well requires creating an inclusive culture and supportive policies.
Diversity management at Work Place
Diversity management aims to create an inclusive work environment that values differences and maximizes potential. Diversity refers to visible and non-visible attributes like gender, age, culture, that impact work attitudes. As workforces become more multicultural, managing diversity grows in importance. It involves treating people fairly based on their needs while maintaining group cohesion. Challenges include balancing individual vs. group fairness and overcoming resistance to change. However, diversity can boost creativity, problem-solving, market expansion if properly managed through fair hiring, orientation, sensitivity training, and flexibility. Policies like anti-discrimination, networks groups, and development opportunities help support diversity.
Diversity Equity and Inclusion.pptx
Diversity, inclusion, and equity (D&I&E) should be a key business imperative for FG for several reasons:
1) Diverse and inclusive teams foster innovation and creative problem-solving by bringing different perspectives and experiences.
2) They encourage open dialogue and informed decision-making.
3) Inclusive environments lead to higher employee engagement, satisfaction, and productivity.
4) Embracing D&I&E helps avoid legal issues and enhances reputation.
GM's journey in prioritizing D&I&E through diverse leadership, supplier diversity programs, inclusive practices, community engagement, and external recognition serves as a valuable case study.
Diversity And Its Impact In An Organization
Diversity and inclusion in the workplace leads to improved business outcomes. Companies with diverse executive teams are more profitable - those with gender diverse teams are 33% more likely to outperform, and those with ethnically/culturally diverse teams are 21% more likely. However, organizations often fail to implement diversity initiatives effectively and sustain them over time. To ensure diversity and inclusion, companies must define their goals, develop mentoring programs, address unconscious biases, empower learning, and take measurable steps like auditing their spaces and policies. Sustaining initiatives requires ongoing efforts like community involvement and taking stands on important issues.
Fundamentals Welcome and Inclusive DEIB
The Fundamentals of Diversity, Equity & Inclusion provide a groundwork for understanding DEI. This session equips participants with an understanding of the basic concepts of DEI: definitions, terms, and behavioral modifications that foster DEI and create a strategic approach throughout the organization. Attendees leave with the confidence and skills to engage in meaningful conversations around the issues of DEI.
Defining Diversity, Equity, and Inclusion, as well as understanding the Dimensions of Diversity and how they impact how we see each other, is essential.
Explore the Business Case for Diversity, Equity, and Inclusion, understanding how it can positively impact organizational processes and routines, making them more inclusive and welcoming. This understanding can be a game-changer for your organization.
Recognize the benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce. This step is crucial for fostering a diverse and inclusive work environment.
Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society.
Learn and apply the Language of Diversity, Equity, and Inclusion.
Diversity And Inclusion Analysis
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.
Shifting the Paradigm of Diversity and Inclusion
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 The Challenges And Opportunities
Managing diversity in organizations is important for several reasons. A diverse workforce can lead to greater creativity and innovation through different perspectives. It can also improve a company's public image and expand its markets. However, diversity also presents challenges like resistance to change, interpersonal conflicts, and backlash. The best companies manage diversity effectively by embracing diversity, recruiting and selecting employees fairly, providing training, being flexible, and avoiding stereotypes. They recognize diversity as an asset rather than just a legal requirement.
Diversity in the workplace
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
Building a Workforce Where Belonging Is the Rule — Not the Exception
Diversity has moved from a human resource challenge to a business opportunity. Companies with a diverse workforce and an inclusive work environment are better equipped to meet the demands of an increasingly competitive digital world. These organizations foster an atmosphere of trust; give employees a say in decision making; involve them in work processes; and provide the information, resources, and tools they need to succeed. By embracing different perspectives, they can anticipate challenges before they become problems, and tend to post superior financial results.
Managing Diversity at Workplace
The document discusses diversity and managing diversity in the workplace. It defines diversity as individual acceptance and respect of differences. It lists various elements of diversity including age, gender, ethnicity, and provides ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning and implementing practices to maximize the advantages of diversity. The benefits of diversity in the workplace include improved customer service, employee morale, and creativity. Challenges of ignoring diversity include conflicts and loss of productivity.
Managing Diversity In South Africa
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.
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This document discusses challenges that leaders may face when managing culturally diverse teams and provides strategies for effective leadership. It summarizes research comparing leadership approaches and values in Anglo, Chinese, and Arab cultures. Key differences are noted, such as a preference for debate in Anglo cultures versus emphasis on relationships and cohesion in China. When leading multicultural teams, the document recommends establishing a shared identity, allowing more time for trust-building, developing cultural intelligence, and expecting coordination failures given differences in perspectives. The overall message is that diverse teams require flexible, self-aware leadership that is open to feedback.
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The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce improves customer service, community relations, innovation and performance. Respecting individual differences creates a competitive advantage and increases productivity.
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This document discusses the four layers of diversity: organizational dimensions, external dimensions, internal dimensions, and personality. The organizational dimensions represent characteristics under an organization's control like work location and department. The external dimensions deal with life choices like education, religion, and marital status. The internal dimensions are assigned at birth like age, gender, and race. Personality is shaped by the other three layers and influences how one interacts with the world. Diversity brings together different skills and ideas that stimulate organizational growth, competitive advantage, and access to new markets.
ten things (about diversity and inclusion)
Diversity means difference, and difference exists in relationships between people, not within individuals. True inclusion requires an organization to have the capacity to include different perspectives, identities, and ways of thinking and doing. It also requires sharing power in a dialogic relationship where no one party has to do all the accommodating. Clarity on concepts like diversity, difference, and inclusion is important for organizations seeking to realize the potential value and benefits of a more diverse workforce and inclusive culture.
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What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements. As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and inclusion leaders are key players on the executive leadership team with the specific responsibility of ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and inclusion leaders are trusted advisors who fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills.
b. Understand strategies for building the right brand and image.
c. Examine what it means to transform organizational culture.
d. Create a plan for excellence in diversity and inclusion leadership.
e. Explore business challenges that impact diversity and inclusion leaders.
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Delivered as a keynote at the Women in TechX Breakfast in Melbourne, 2016.
Tribes Handouts
The document summarizes information about Seth Godin, his books and ideas about tribes and leadership. It discusses concepts from his book Tribes such as what builds and kills tribes, and encourages personal reflection on leadership challenges. It also provides information about an upcoming business book club session and advertising for a leadership development program from The Meyvn Group.
Culture: Keller Williams
Keller Williams is the largest real estate franchise based in Austin, Texas. It has cultivated an agent-centric, education-focused culture that rewards associates. Keller Williams believes that organizational culture is based on shared beliefs and assumptions that guide behavior. It emphasizes values like integrity, commitment, and teamwork. Keller Williams' culture is seen as key to its success and motivating employees to achieve corporate goals. A defining aspect of Keller Williams' culture is its WI4C2TS system that outlines how associates should treat each other and do business based on principles like win-win solutions and trust.
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Similar to Tapping into the power of diversity
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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.
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This document discusses managing diversity in the workplace. It acknowledges that workforces are becoming more diverse in terms of gender, race, ethnicity, abilities, and other attributes. Managing diversity effectively can increase creativity, innovation, and decision-making by bringing in different perspectives. However, it also presents challenges like balancing individual and group fairness, overcoming resistance to change from established corporate cultures, avoiding resentment, and preventing interpersonal conflicts between diverse groups. Managing diversity well requires creating an inclusive culture and supportive policies.
Diversity management at Work Place
Diversity management aims to create an inclusive work environment that values differences and maximizes potential. Diversity refers to visible and non-visible attributes like gender, age, culture, that impact work attitudes. As workforces become more multicultural, managing diversity grows in importance. It involves treating people fairly based on their needs while maintaining group cohesion. Challenges include balancing individual vs. group fairness and overcoming resistance to change. However, diversity can boost creativity, problem-solving, market expansion if properly managed through fair hiring, orientation, sensitivity training, and flexibility. Policies like anti-discrimination, networks groups, and development opportunities help support diversity.
Diversity Equity and Inclusion.pptx
Diversity, inclusion, and equity (D&I&E) should be a key business imperative for FG for several reasons:
1) Diverse and inclusive teams foster innovation and creative problem-solving by bringing different perspectives and experiences.
2) They encourage open dialogue and informed decision-making.
3) Inclusive environments lead to higher employee engagement, satisfaction, and productivity.
4) Embracing D&I&E helps avoid legal issues and enhances reputation.
GM's journey in prioritizing D&I&E through diverse leadership, supplier diversity programs, inclusive practices, community engagement, and external recognition serves as a valuable case study.
Diversity And Its Impact In An Organization
Diversity and inclusion in the workplace leads to improved business outcomes. Companies with diverse executive teams are more profitable - those with gender diverse teams are 33% more likely to outperform, and those with ethnically/culturally diverse teams are 21% more likely. However, organizations often fail to implement diversity initiatives effectively and sustain them over time. To ensure diversity and inclusion, companies must define their goals, develop mentoring programs, address unconscious biases, empower learning, and take measurable steps like auditing their spaces and policies. Sustaining initiatives requires ongoing efforts like community involvement and taking stands on important issues.
Fundamentals Welcome and Inclusive DEIB
The Fundamentals of Diversity, Equity & Inclusion provide a groundwork for understanding DEI. This session equips participants with an understanding of the basic concepts of DEI: definitions, terms, and behavioral modifications that foster DEI and create a strategic approach throughout the organization. Attendees leave with the confidence and skills to engage in meaningful conversations around the issues of DEI.
Defining Diversity, Equity, and Inclusion, as well as understanding the Dimensions of Diversity and how they impact how we see each other, is essential.
Explore the Business Case for Diversity, Equity, and Inclusion, understanding how it can positively impact organizational processes and routines, making them more inclusive and welcoming. This understanding can be a game-changer for your organization.
Recognize the benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce. This step is crucial for fostering a diverse and inclusive work environment.
Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society.
Learn and apply the Language of Diversity, Equity, and Inclusion.
Diversity And Inclusion Analysis
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.
Shifting the Paradigm of Diversity and Inclusion
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 The Challenges And Opportunities
Managing diversity in organizations is important for several reasons. A diverse workforce can lead to greater creativity and innovation through different perspectives. It can also improve a company's public image and expand its markets. However, diversity also presents challenges like resistance to change, interpersonal conflicts, and backlash. The best companies manage diversity effectively by embracing diversity, recruiting and selecting employees fairly, providing training, being flexible, and avoiding stereotypes. They recognize diversity as an asset rather than just a legal requirement.
Diversity in the workplace
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
Building a Workforce Where Belonging Is the Rule — Not the Exception
Diversity has moved from a human resource challenge to a business opportunity. Companies with a diverse workforce and an inclusive work environment are better equipped to meet the demands of an increasingly competitive digital world. These organizations foster an atmosphere of trust; give employees a say in decision making; involve them in work processes; and provide the information, resources, and tools they need to succeed. By embracing different perspectives, they can anticipate challenges before they become problems, and tend to post superior financial results.
Managing Diversity at Workplace
The document discusses diversity and managing diversity in the workplace. It defines diversity as individual acceptance and respect of differences. It lists various elements of diversity including age, gender, ethnicity, and provides ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning and implementing practices to maximize the advantages of diversity. The benefits of diversity in the workplace include improved customer service, employee morale, and creativity. Challenges of ignoring diversity include conflicts and loss of productivity.
Managing Diversity In South Africa
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.
pptx.pptxpptx.pptxpptx.pptxpptx.pptx.pptx
The document discusses managing diversity in the workplace. It defines diversity and cultural diversity, and lists various elements of diversity including age, gender, ethnicity, and other factors. It discusses ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning systems to maximize the advantages of diversity while minimizing disadvantages. The benefits of diversity in organizations include improved customer service, creativity, and competitive advantage in hiring. Some challenges of diversity are potential conflicts and costs of training, but ignoring diversity can also have negative consequences. Successful diversity management requires commitment from top management and diversity awareness training. Examples of diversity initiatives at Coca-Cola, a French flooring company, and McDonald's are provided.
What is diversity equity and inclusion?
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.
Diversity And Inclusion Of An Organization
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.
Managing a new and divers workforce
This document discusses managing a diverse workforce. It begins by defining diversity and explaining why workforces have become more diverse due to changing demographics, legislation, and a realization that diversity can help companies compete. It then covers different dimensions of diversity including age, gender, ethnicity, disability, and sexual orientation. The document also discusses how diversity impacts organizations socially and competitively. It notes that diversity can provide a cost advantage and help organizations appeal to different groups. Finally, it discusses managing knowledge workers and the relationship between human resource management and social issues.
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Building a Workforce Where Belonging Is the Rule — Not the Exception
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原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
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如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
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◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
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A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
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查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
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Tapping into the power of diversity
- 1. Tapping into the power of diversity By: Joëlle Payom Strategic Sourcing & Vendor Management Lead December 10, 2018 PROCURIOUS.COM
- 2. DIVERSITY ✓ Gender ✓ Religion ✓ Ethnicity ✓ Sexual orientation ✓ Disability ✓ Personality ✓ Age ✓ … More diversity means greater profits: • Organisations with more ethnic diversity were 33% more likely to have above- average profitability (Source: McKinsey) • A UK report revealed that the British economy could be boosted by as much as £24 billion if black and minority ethnic talent were fully utilized (Source: Corehr) MORAL / ETHICS FINANCIAL BENEFITS People matter: • Organizations must ensure their people management approaches do not put any group at a disadvantage. Why is everyone talking about diversity?
- 3. From Integration to Inclusion: figures vs. impact ❖ DIVERSITY: (The What) A mix of diverse types of people => Accounting ❖ INCLUSION: (The How) The strategies and behaviors that welcome, embrace and create value from diversity. To reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone is treated with equity, feels welcome to participate and achieve their potential. What is really at stake? Increased and sustainable benefits + Brand Image = IMPACT
- 4. How can organisations drive the change? CONSCIOUS AND UNCONSCIOUS BIAS INTERSECTION ALITY AUTHENTICIT Y Some food for thought… • Provide a safe environment where employees can find the right balance between being true to themselves and “fitting in”. • Be aware of interconnected social categorizations that create overlapping and interdependent systems of discrimination or disadvantage. • Encourage employees to speak up without fear of retaliation. • Leverage technology (E.g. AI) to enforce recruitment and promotion of high performers regardless of their background, ethnicity or gender. • Assess all bias and eliminate prejudice in the workplace.
- 5. KNOW YOUR COMPANY KNOW YOUR WORTH BEWARE OF THE UNDERDOG BE AN INFLUENCER BE INc. How can we contribute as individuals?
- 6. • Through an awareness of intersectionality, we can better acknowledge differences among us. • Inclusion is not only about supporting business development and allowing greater profits; by leading the change corporations can help building a better society and that’s the real IMPACT. • Not only HR responsibility, each profession should champion a perspective on value creation that considers a broader range of stakeholders. MeToo Mental health Ethics & business sustainability “Nothing is more powerful than an idea whose time has come” – Victor Hugo