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Inclusion and Diversity in the Workplace PACRAO CONFERENCE November 3, 2009

Inclusion and Diversity in the Workplace PACRAO CONFERENCE November 3, 2009. Agenda. • Purpose, Mission and Philosophy • Self-Reflection (Norms, Values and Beliefs) • Four Layers of Diversity • Culture as Software • Stereotypes and Prejudice • Managing Diversity

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Inclusion and Diversity in the Workplace PACRAO CONFERENCE November 3, 2009

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  1. Inclusion and Diversity in the WorkplacePACRAO CONFERENCENovember 3, 2009

  2. Agenda • • Purpose, Mission and Philosophy • • Self-Reflection (Norms, • Values and Beliefs) • • Four Layers of Diversity • • Culture as Software • • Stereotypes and Prejudice • • Managing Diversity • • Diversity Action Plan • • Questions

  3. Purpose • To examine issues, challenges, and opportunities presented by a diverse workplace and learning environment • To achieve this purpose we must understand how diversity can strengthen and enrich an organization • This will promote an environment where we learn to work effectively with each other, our faculty and students by embracing the diverse backgrounds and life experiences of one another

  4. Diversity Mission Statement • Apollo Group, Inc. recognizes and embraces the diversity of its students, staff, and faculty and, in recognition of this diversity, strives to maintain a united environment embodying principles of mutual respect and acceptance for everyone.  It is within this environment that Apollo and its stakeholders will achieve success.

  5. Diversity Philosophy • Diversity is an inside job. • Diversity goes beyond race and gender. • Human beings are ethnocentric. • The human species resists change and seeks homeostasis. • Human beings find comfort and trust in likeness. • It is difficult for people to share power.

  6. Self-Reflection • Self-reflection is how I acquired my…… • Norms • Values • Beliefs

  7. Self-Reflection Exercise • On the page entitled “You as a Culturally Diverse Entity” fill in the sources of your cultural programming. • Note how each source contributed to your… • Norms • Values • Beliefs

  8. Four Layers of Diversity Internal Dimensions and External Dimensions are adapted from Marilyn Loden and Judy Rosener, Workforce America! (Business One, Irwin, 1991) From Diverse Teams at Work, Gardenswartz & Rowe (2nd Edition, SHRM, 2003)

  9. Culture as Software • Human beings are programmed by cultural “software”. • Cultural “software” determines our behavior and attitudes. • Recognizing our own programming teaches us that we have the capacity to control our choices. Culture = Software Awareness + Knowledge = Choices

  10. Stereotyping • The term stereotype originated from the process of making metal plates for printing, to set an image. • It has a similar application when you stereotype people, but now they are mental plates.

  11. Stereotyping • Stereotyping happens in two ways: • Taking an attribute of an individual and applying it to everyone in the group to which you assign the individual. • Taking an attribute of a group and applying it to every individual in the group.

  12. Realities About Stereotyping • Resistant to change • Generalization based on limited experience • Non-rational • Self-fulfilling prophecy • Two-sided coin (perpetrators/targets)

  13. Prejudice • Occurs between groups. • Involves an evaluation (positive or negative) of a group. • Is a biased perception of a group. • Is based on the real or imagined characteristics of the group. Devine, P.G. (1995), Jones, J.M. (1997), Nelson, T. (2006)

  14. Prejudice • Prejudice = Stereotyping + (evaluation + group application)

  15. Question • How do we minimize or eliminate negative impacts of stereotypes?

  16. Response • Challenge stereotypic statements – yours and others’ • Question your own assumptions • Make it a point to interact with people who seem different from you • Ask questions and be open to learn

  17. Leadership and Diversity • Leaders are Role Models • Role modeling happens… • Informally • Unknowingly • Constantly • Leadership requires walking the diversity talk

  18. Managing the Business Case for Diversity

  19. Managing the Business Case for Diversity • Four Dimensions • Internal • Productivity and teamwork, job satisfaction, administrative costs, retention • External • Alumni loyalty, recruitment (students, faculty, staff), vendors • Liability • Grievances, complaints, turnover • Opportunity • Problem solving, decision making, survival, community recognition

  20. Taking Action • What is your role in creating an inclusive organization that makes the best use of diversity for both individuals and the organization?

  21. Closing Thought • We all have the same basic needs for dignity, survival, and social contact. • What is different between groups is the way in which these needs are satisfied. • Sondra Thiederman, PhD

  22. Questions • Questions?

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