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Diversity Awareness and Respect. Walk in someone else’s shoes !. Exercise …. On a piece of paper, answer the following: What is it or would it be like to be white at ? What is it or would it be like to be black at ? What is it or would it be like to be Jewish at ?
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Exercise… • On a piece of paper, answer the following: • What is it or would it be like to be white at ? • What is it or would it be like to be black at ? • What is it or would it be like to be Jewish at ? • What is it or would it be like to be male at ? • What is it or would it be like to be female at ? • What is it or would it be like to be old at?
What is Diversity ? As defined by Webster Diversity Is: • A point of respect in which things differ
Diversity is an approach to business that…. • Regards human differences in the workplace as contributing to the success of the business. • Optimizes the willingness and ability of all employees to contribute to that success.
Diversity is… • A moral issue • An ethical issue • A social responsibility issue • Possibly a legal issue • Discrimination and harassment issues
Workplace trends... • If we look at trends in the U.S. • By 2005 native white males will only make up 38% of the workforce population.
Research on Diverse Group Productivity... • Mixed gender groups produce better quality solutions than all-male groups. • Routine problem solving better with homogeneous groups but non-routine/new problem solving better with heterogeneous groups. • Ideas produced by ethnically diverse groups judged more effective and feasible.
Diversity from different perspectives. • Demographics • Cultural Diversity • Diversity in Personality • Technology
The differences in people • Generation X versus The Baby Boomers • Blue Collar/White Collar • Race and Culture • Gender • Sexual Preference • Personality
Culture and Race “If we cannot end now our differences, at least we can help make the world safe fordiversity.” John F. Kennedy
Things to think about • The fastest growing minority group in the Midwest is Hispanics. • Three states will account for 45% of all population growth; California, Texas, and Florida • Where will the Midwest employees come from?
Age Diversity • What is a Baby Boomer? • What is Generation X? • What is Generation Y? • What is the Traditional View?
Change in the Workforce • In 1950, 73% of U.S. employees worked in production or manufacturing. Now less than 15% do
. . . And . . . • Less than half the workforce in the industrial world will be holding conventional full-time jobs in organizations by the beginning of the 21st century. Those full-timers or insiders will be the new minority.
Gender Issues • Things are a changing…women represent… • 46.5% of the U.S. labor force • 49.5% of managerial and professional occupations • 12.5% of corporate officers • 11.7% of board directors • 6.2% of highest titles • 4.1% of top earners • At least two Fortune 500 CEOs
What sidetracks women Sometimes referred to as the glass ceiling • Lack of encouragement • women are ignored in the grooming process of new execs • Lack of opportunity followed by disillusionment • Unequal opportunity followed by unequal rewards • Closed corporate culture-norms, values and beliefs • The “women’s ghetto” • Women are often pushed into jobs that are historically traditionally female. • Double Standards • Women have to be more qualified and make less mistakes
Where do we go from here? • Practice Inclusion!!! • Develop skills in teambuilding, communication and conflict resolution. • Respect the individual!
Diversity Strategies-Individuals • Connect with and value your own culture. Assess how your background influences what you do. • Remember how it feels in situations where you were the minority. • Try to understand each person as an individual rather than as a “group.” • Participate in educational programs that teach about different cultures.
Diversity Strategies-Individuals • Learn about the contributions by people from different cultures. • Experience other cultures. • Continue to re-examine your thoughts and language for unexamined assumptions. • Practice inclusion…practice empathy.
Diversity Strategies-Organizational • Include employees from a variety of backgrounds in decision making. • Develop mentoring programs that cut across diverse backgrounds. • Develop recruiting strategies that increase the applicant flow from diverse backgrounds.
Diversity Strategies-Organizational • Create employee development opportunities for individuals from diverse backgrounds. • Show sensitivity in the work environment in artwork, literature, etc. • Initiate a diversity taskforce. • Evaluate all official policies and procedures. • Walk the talk.
Leadership and Diversity • Empower others • Share power, solicit input without regard to background. • Develop people • provide opportunity and coach • Value diversity-view it as an asset • Understand different cultural practices and facilitate integration. • Communicate • clearly communicate your expectations to others.
Reach Out • Differing behaviors and work styles are acceptable so long as integrity and quality are preserved. • Members are slow to express criticism; they evaluate ideas only after they are fully understood. • Leaders reward respect and act as good role models.
