“Diversity in the Workplace” A Workshop for SDFs

1. “Diversity in the Workplace”A Workshop for SDFs Facilitated by Theresa Oakley-Smith

2. Overview of the Workshop • Why do we need training in Diversity? • What is workplace diversity? • What are its challenges? • Understanding the transformation framework (BBEE;EE;SD) • Assessing my life experiences • Understanding stereotyping • Impact of stereotyping in the workplace • Implementing diversity in the workplace • Leveraging diversity in the workplace

3. “If relationships within organisations are not based on valued diversity, then how will we interact in a proactive and positive way with a diverse outside world”

4. What is dversity? “Diversity is the sum of all the people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organisations in which they interact”.

5. Diversity Concepts:Managing Diversity Creating a climate in which the potential advantages of diversity for organisational or group performance are maximised while the potential disadvantages are minimised. (Cox & Beale) Implementing management initiatives and practices in such a way that the environment works for all employees. (Carnevale & Kogod)

6. What is Valuing Diversity? “Recognising and appreciating that individuals are different, that diversity is an advantage if it is valued and well managed.” “Diversity is not simply to be tolerated but encouraged, supported and nurtured.”

7. Benefits of Managed Diversity in the Workplace • Performance advantages • Enhances creativity & innovation • Improves problem solving quality • Enhances marketing (cross cultural difference in consumer behaviour) • Enhances organisational flexibility

8. Challenges of Diversity • Stereotypes & associated assumptions • Actual cultural differences • Exclusivity of “in-group” and / or associated access to information & relationships • Unwritten rules & double standards for success • Lack of Communication

9. Assessing my Life Experiences

10. Stereotyping • Stereotyping is an unconscious process by which individuals are viewed as members of groups, & the information we have stored in our minds about the group is ascribed to the individual. • Stereotyping is an exaggerated belief associated with a category • Its function is to justify / rationalise our conduct in relation to that category • A stereotype is not necessarily a valid generalisation about the group • It is never applicable to all members of the group

11. Stereotypes in the Workplace • Encourage low expectations • Encourage managers to perceive risk in employing minority groups • Affect how jobs are assigned • Affect how people are treated (e.g. as subordinates) • Result in low morale / loss of energy • Reduce motivation

12. School Friends Workplace Media Society Sources of Learning Family

13. You’ve Got To Be Taught… You’ve got to be taught to hate and fear You’ve got to be taught from year to year You’ve got to be taught before it’s too late before you’re six or seven or eight to hate all people your relatives hate You’ve got to be carefully taught.

14. The Diversity Journey Getting to know Getting to accept Getting to value DIVERSITY AGENDA Managing Effectively Leveraging difference Business Benefits

15. Implementation PlanConduct A Diversity Audit • Consult • Analysis • Revising Policy • Develop Report • Questionnaire • Interviews • Observations

16. Plan/Design Diversity Strategy • Goals • Objectives • Methodology • Mentoring • Maintenance

17. Link to other initiatives • BBBEE • SD • EE

18. Barriers to implementation • Failure of senior leadership to be involved • Complexity not understood • Business imperative not understood • Insufficient resources • Failure to understand the need

19. Internal Cost effective Ownership Sustainability Understanding of organisation Inexperience Dealing with conflict Career limiting External Expertise Comparison Credibility Deal with emotion better Openness Trust Professionalism Internal or External Skills Transfer

20. How to evaluate providers • Accreditation • Track record • CV’s of trainers • Organisational fit • Prepared to customise • Ongoing support

21. Develop Strength in diversity • Ask questions • Research • Listen • Educate • Practise • Reflect

22. Structural Pillars BB BEE OWNERSHIP CONTROL PROCUREMENT CSI NUMERICAL GOALS ENABLING ENVIRONMENT AFFIRMATIVE ACTION EMPLOYMENT EQUITY SKILLS DEVELOPMENT DEVELOPMENT / TRAINING COACHING MENTORING INTEGRATED PLAN FASSET

23. Olive Schreiner: “The ultimate chant of the human race is not to be conceived as a monotone chanted on one note by one form of humanity alone but rather as choral symphony chanted by all races and all nations in diverse tones on different notes in one grand complex harmony”

24. Thank You!