Manage workplace diversity

1. Manage workplace diversity Session 2 Develop a diverse team

2. Recommended Reading • K. Cole, 2005,Management theory & practice, Chapter 18 & Chapter 4 pp130 - 135

3. Today's session • By the end of today's session you will have the skills to develop and prepare a plan to improve & take advantage of the diversity within your organisation.

4. Australia, it’s a big country • Filled with a very diverse range of people, each with the potential to make meaningful contributions to our economy & society as a whole. • Strength lies in diversity, yet surprisingly many organisations have not yet tapped into this potential

5. How do we encourage a diverse environment? • By providing a role model for others through individual behaviour that demonstrates respect for diversity. • Develop work practices that support work place diversity. • Recognise & utilise the skills & knowledge a diverse workforce offers. • Recognise workplace issues that arise from diversity issues quickly & take action to resolve the situation • Identify training needs & take appropriate action • Use coaching & mentoring to assist colleagues to work in a diverse environment • By being an Equal Opportunity Employer • Open Communication

6. The role model • What action can we take to ensure we are seen as positive role models for workplace diversity? • As individuals? • As an organisation?

7. Workplace practices • What practices could we implement to support workplace diversity? • What are the legislative requirements? • What policies & procedures could we implement?

8. The skills & knowledge a diverse workforce offers. • What do the following groups offer? • Mature age workers • Working mothers • Indigenous Australians • People with disabilities • A young person entering the workforce • What are the commonly held misconceptions about these groups?

9. Forecasting the potential problems • What are the potential issues that can arise in a diverse workplace? • What action can we take to address these issues? • before they arise • to address a complaint

10. Training • What role does training play in a diverse work group? • How do we identify training needs? • What type of training might benefit a workplace struggling with diversity issues?

11. Coaching & mentoring • What are the advantages of coaching & mentoring? • How would you structure a coaching & mentoring program to reinforce a diverse workplace policy?

12. Equal Opportunity Employers • How do we ensure we are an equal opportunity employer? • What are our obligations as an EEO?

13. Equal Opportunity • In Australia national and local laws cover equal employment opportunity and anti-discrimination in the workplace. • All employers are required by these laws to create a workplace free from discrimination and harassment. • It’s important that you, as an employer, understand your rights and responsibilities under human rights and anti-discrimination law in Australia.

14. Equal Opportunity - 2 • By putting effective anti-discrimination and anti-harassment procedures in place in your business you can improve productivity and increase efficiency. • The Human Rights and Equal Opportunity Commission (HREOC) has a range of fact sheets and brochures to help you develop effective policies and best practice guidelines.

15. Equal Opportunity - 3 • Legislation • Anti-discrimination provisions are contained in a number of federal Acts, including the: • Racial Discrimination Act 1975 • Sex Discrimination Act 1984 • Disability Discrimination Act 1992 • Human Rights and Equal Opportunity Commission Act 1986. The Human Rights and Equal Opportunity Commission administers these Acts.

16. Equal Opportunity - 4 • What to do... • Read about your employer responsibilities on the Human Rights and Equal Opportunity Commission website. • Check the HREOC publication list for useful information.   • Refer to the Workplace website for information on avoiding discrimination in employment. http://www.workplace.gov.au/ • Find out about equal opportunity and anti-discrimination in your state or territory. • See: http://www.business.gov.au/

17. Workplace Relations Act 1996 • The importance of preventing discrimination is also stressed in the principal objects of the Workplace Relations Act 1996 (Cwth), which refers to respecting and valuing the diversity of the workforce by helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

18. Anti-Discrimination Legislation • All states and territories have some form of anti-discrimination legislation, which generally covers the same areas as the federal legislation. • In some states there may be other types of discrimination added to those listed above. • For example, in Western Australia it is unlawful to discriminate against someone because of a spent criminal conviction.

19. Federal vs. State Legislation • Federal legislation allows state legislation to remain valid and the state legislation operates in a way that does not affect the operation of the federal legislation.

20. Who do I turn to? • Employees who suffer discrimination may apply to the federal Human Rights and Equal Opportunity Commission or a State tribunal such as the WA Equal Opportunity Act. • After one tribunal deals with an employee’s complaint, another tribunal cannot deal with it a second time. • http://www.hreoc.gov.au

21. Western Australia Equal Opportunity Act 1984 (WA) Grounds of unlawful discrimination • Sex, sexual orientation, marital status, pregnancy, race, religious or political conviction, age, racial harassment, impairment, family responsibility or family status, gender history. • Other unlawful conduct • Sexual harassment; racial harassment.

22. Western Australia Equal Opportunity Act 1984 (WA) -2 • Areas covered • Employment; partnerships; professional or trade organisations; qualifying bodies; employment agencies; applicants and employees and commission agents; application forms; advertisements; education; access to places and vehicles; provision of good services and facilities; accommodation; clubs; land.

23. Western Australia Equal Opportunity Act 1984 (WA) -3 Process for decision making • Complaint must be in writing to the Commissioner for Equal Opportunity. • It is then assessed and if within jurisdiction is investigated and conciliation attempted. • If unsuccessful, the matter is referred to the Equal Opportunity Tribunal for hearing and legally enforceable determination .

24. Communication – Key to success • Open communication is key to the success of any organisation • You cannot have an effective team without effective communication • Communication is a two way process remember to listen & give feedback

25. The top 10 communication barriers • Language • Perceptions, prejudice and stereotyping • Self-image • Status • Incongruity • Individual factors • Environmental barriers • Time and timing • Message complexity and quantity • Listening

26. Overcoming the many barriers to communication is more a matter of common sense, practice and effort than any specific skill. Essentially, being an effective communicator means having the skill to recognise if and when there is a barrier to communication and being able to resolve it. • Guidelines for overcoming barriers to effective communication include: • using feedback techniques (eg use questions to clarify understanding) • using the six Cs of communication (eg is it Clear, Complete, Concise, Concrete, Correct and Courteous?) • using repetition - repeat the same message in different ways that suit the learner. Draw it. Speak it. Write it • using empathy (ie put yourself in the other person's shoes) • being positive (ie use positive language/words) • selecting an appropriate location (ie eliminate distractions and protect privacy) • using active listening skills.

27. communication barriers • The most common barriers to effective communication are: • use of jargon • disabilities (eg hearing impairment) • age • cultural differences • status (prejudices due to position, level of education) • stereotyping environmental factors (noise, distractions etc.) • complicated messages • emotional state • poor listening skills • language • poor communication skills.

28. Overcoming communication barriers – ctd. Guidelines for overcoming barriers to effective communication include: • using feedback techniques (eg use questions to clarify understanding) • using the six Cs of communication (eg is it Clear, Complete, Concise, Concrete, Correct and Courteous?) • using repetition - repeat the same message in different ways that suit the learner. Draw it. Speak it. Write it

29. Overcoming communication barriers – ctd. • using empathy (ie put yourself in the other person's shoes) • being positive (ie use positive language/words) • selecting an appropriate location (ie eliminate distractions and protect privacy) • using active listening skills.

30. Elements of effective working relationships

31. Self knowledge - Johari Window http://www.noogenesis.com/game_theory/johari/johari_window.html

32. Case study • Split into small diverse groups of 3-4 people, build a team that reflects the diversity of the larger class group. • Develop a diversity plan for an organisation wanting to integrate new employees from diverse backgrounds into an existing workforce • Outline issues, resolutions, & strategic planning required to achieve the desired goal of a harmonious diverse team environment.