Managing A Diverse Workforce (Creating an Inclusive Work Environment)

1. Managing A Diverse Workforce(Creating an Inclusive Work Environment) Erica Merritt, CDP Department of Human Resources Director of Employee, Education Training & Development

2. Forward Thinking… • Our Core Values: • Academic excellence and impact • Inclusiveness and diversity • Civility and the free exchange of ideas • Civic and international engagement • Appreciation for the perspectives and talents of each individual • Integrity and transparency • Effective stewardship • NEW VP of Diversity, Inclusion & Equal Opportunity! Department of Human Resources

3. Change Agent Survey • Partner Exercise • Please fill out the survey and partner with someone close by to answer the following questions. • What stood out for you? • What are some of the workplace implications of these • issues? • Were you surprised by any of your responses? If so, share one with your partner. Department of Human Resources

4. Old Race Gender New Race Age Gender Identity/Expression Sexual Orientation Ethnicity Education level Physical Ability Socio-Economic Class Religion Marital Status Military Experience Geographic Location Parental Status Others…………………………… The “D” Word Department of Human Resources

5. Diversity vs Inclusion • What are the differences between diversity & inclusion? Department of Human Resources

6. Managing A Diverse Workforce • Are there advantages to having a diverse team? If so, what are they? • Are there challenges to having a diverse team? If so, • what are they? Department of Human Resources

7. Managing A Diverse Workforce • Do’s • Recognize that this is a process for individuals and the organization • Do commit to building awareness, knowledge and skills related to diversity and inclusion over an extended period of time. This is not a one day workshop. • Do remember that people and work systems develop the capacity for being reflective and adapting new work styles. • Do know that both individuals and organizations are at various levels of awareness, knowledge and skills along the continuum. Department of Human Resources

8. Managing A Diverse Workforce • Don’ts • Do not assume that only certain employees benefit from developing diversity and inclusion skills and awareness. We all do! • Do not try to evolve a formula for working with different groups. Although you can develop awareness about racial, religious, or generational groups, do not assume everyone within that group will fit into a formula. • Do not forget elements of diversity that are often overlooked: sexual orientation, region, country of origin, disability, generation etc are all elements that impact communication, marketing, educations styles and safety for some groups that you come into contact with. Department of Human Resources

9. Inclusive Teams • Inclusive teams are characterized by open communication, transparent decision making and creativity. The purpose of an inclusive team is to create a productive work climate of trust and respect. Department of Human Resources

10. Tips for Creating An Inclusive Team • Develop a brief vision statement related to teamwork and inclusion for your department- enlist the team! • Link inclusion to specific behaviors that are likely to generate trust, openness and inclusion. • Communicate regularly with the staff about why inclusivity is important. • Don’t rely on the same advice from the same people all the time. • Don’t allow exclusionary or intolerant behavior to go unaddressed. Respond efficiently and with respect to behaviors that mock shame and insult or injure staff. Department of Human Resources

11. Department of Human Resources

12. Micromessaging • 90% of our communication is non-verbal • What kinds of messages are you sending? Department of Human Resources

13. Microinequities • Death by a thousand cuts………negative micromessages • Coined by Mary Rowe • Can you think of examples? Department of Human Resources

14. Microadvantages • Positive micromessages • Can you think of examples? Department of Human Resources

15. It’s not what you say……. • I didn’t say she stole the book………… • I didn’t say she stole the book………… • I didn’t say she stole the book……….. • I didn’t say she stole the book……….. • I didn’t say she stole the book……….. • I didn’t say she stole the book………… Department of Human Resources

16. Chris Argyris’s Ladder of Inference Department of Human Resources

17. Feedback • What is feedback? • What are some things that impact how we give and receive feedback? Department of Human Resources

18. Guidelines forGiving Feedback • Examine your intent • Clarify your intention • Focus on specific behaviors • Correct ineffective behaviors • Ask powerful questions and listen to the response Department of Human Resources

19. Guidelines for Soliciting Feedback • View it as a learning opportunity • Listen with full attention • Ask for specific examples • Don’t defend your actions or shift the focus to other topics • Express appreciation Department of Human Resources

20. Questions & Answers Department of Human Resources