Welcome to.. : (c) 2009 HumaNext LLC 1 Welcome to..
Hope for a Change : (c) 2009 HumaNext LLC 2 Hope for a Change "We must
accept finite
disappointment,
but we must never lose
infinite hope."
- Martin Luther King, Jr.
“We must become the change we want to see in the world.”
- Gandhi
Hope for a Change : (c) 2009 HumaNext LLC 3 Hope for a Change Ultimately, America's answer to the intolerant man is diversity, the very diversity which our heritage of religious freedom has inspired.
-ROBERT F. KENNEDY
Workshop’s Objectives : (c) 2009 HumaNext LLC 4 Workshop’s Objectives Acquiring the attitude and skills of managing
Diversity by learning:
What is Diversity?
Acquiring a full understanding of diversity.
Why do I and my organization need to value and manage diversity: The Business Case.
How can I, and my organization, deal effectively with Diversity at Work?
Self Intorduction : (c) 2009 HumaNext LLC 5 Self Intorduction
Self Introduction : (c) 2009 HumaNext LLC 6 Self Introduction Francois Basili and son John at Mt. Etna in Italy- 2006
Valuing Diversity Self-Inventory : (c) 2009 HumaNext LLC 7 Valuing Diversity Self-Inventory Take a few minutes for this Self-Inventory tool that helps you explore your own attitudes and behaviors with regard to differences.
The Business of Diversity : (c) 2009 HumaNext LLC 8 The Business of Diversity Our success as a global company is a direct result of our diverse and talented workforce.
Our ability to develop new consumer insights and ideas and to execute in a superior way across the world is the best possible testimony to the power of diversity any organization could ever have.
John Pepper, CEO,
Opening Agreement : (c) 2009 HumaNext LLC 9 Opening Agreement I..
recognize that it is natural to have difficulty understanding people who are different from me.
I give myself permission to struggle with the issues of differences.
I recognize that I am a product of my culture.
I do take responsibility for:
Learning as much as I can about how cultures and other factors impact behavior
Challenging myself to explore my own assumptions about differences.
Striving to apply the concepts and skills that help me work more effectively with others without regard to differences.
How Old Is This Woman? : (c) 2009 HumaNext LLC 10 How Old Is This Woman?
What Is Diversity? : (c) 2009 HumaNext LLC 11 What Is Diversity? Where and How Does Diversity Show Up?
The Diversity Wheel
In What Ways Are People Different?
What Is Culture? : (c) 2009 HumaNext LLC 12 What Is Culture? The values and behaviors deemed so essential for survival of a group that they deliberately get transmitted to the next generation.
- Edgar Schein, Professor of Management at MIT
Culture:
The way in which
we are programmed to behave.
The Culture Metaphor:Tip of the Iceberg : (c) 2009 HumaNext LLC 13 The Culture Metaphor:Tip of the Iceberg What we can see on the surface is the way people
dress
eat
walk
talk
relate to others
behave in public
What is hidden is the
way people
think
understand
believe
relate to time
relate to the group
relate to power
Diversity: From the Personal Case to the Business Case : (c) 2009 HumaNext LLC 14 Diversity: From the Personal Case to the Business Case Diversity has a personal side and a business side.
Diversity is first a personal issue, then a business issue.
If no personal commitment to diversity is made, it’s unlikely that a business commitment to it will happen.
How does diversity show up in your life? At work?
EEO / Affirmative Action Diversity : (c) 2009 HumaNext LLC 15 EEO / Affirmative Action Diversity Changes the way an Changes the way an
organization LOOKS organization WORKS
1- Federally-mandated 1- Voluntary
2- Politically-based 2- Business-based
3- Legally-driven 3- Efficiency-driven
4- Focuses on race, 4- Focuses on the expanded
gender, ethnicity aspects of diversity
5- Changes people’s mix. 5- Changes the system
6- Perception of preference 6- Perception of equality
7- Problem-focused 7- Opportunity-focused
8- Reactive 8- Proactive
9- Measured quantitatively 9- Measured qualitatively
Diversity: The Business Case : (c) 2009 HumaNext LLC 16 Diversity: The Business Case Global business
- Consumers
- Business partners
Diverse customers
- Products
- Services
Diverse employees
- Recruitment
- Retention
- Teams
Respectful / productive workplace
PROJECTED CHANGES IN THE ETHNIC COMPOSITION OF THE AMERICAN WORKFORCE(Workforce 2020. Hudson Institute. Indianapolis, IN) : (c) 2009 HumaNext LLC 17 PROJECTED CHANGES IN THE ETHNIC COMPOSITION OF THE AMERICAN WORKFORCE(Workforce 2020. Hudson Institute. Indianapolis, IN)
PERCENT RACIAL COMPOSITION OF 100 LARGEST U.S. CITIES : (c) 2009 HumaNext LLC 18 PERCENT RACIAL COMPOSITION OF 100 LARGEST U.S. CITIES
CHANGES IN BUYING POWER: 1990-2002 (in billions) : (c) 2009 HumaNext LLC 19 CHANGES IN BUYING POWER: 1990-2002 (in billions)
Diversity Statement: How PGS Defines Diversity : (c) 2009 HumaNext LLC 20 Diversity Statement: How PGS Defines Diversity Diversity at Our Organization
Diversity Statement
Present/ discuss your organization’s diversity mission statement
Diversity Statement: How PGS Defines Diversity : (c) 2009 HumaNext LLC 21 Diversity Statement: How PGS Defines Diversity Our Vision: We want to be:
Present / discuss your organization’s vision for diversity and its diversity initiative
The Business Case for Diversity: A Performance Issue : (c) 2009 HumaNext LLC 22 The Business Case for Diversity: A Performance Issue Experiencing Diversity:
Inclusion / Exclusion Activity
Case Studies for Discussion : (c) 2009 HumaNext LLC 23 Case Studies for Discussion Case A:
The African-American Applicant
Case B:
A Presenter with a Heavy Accent
Case C: Serving Your Community
Managing for Diversity : (c) 2009 HumaNext LLC 24 Managing for Diversity The Golden Rule:
Treat others as YOU want to be treated
The Platinum Rule:
Treat others as THEY want to be treated
Diversity Communication : (c) 2009 HumaNext LLC 25 Diversity Communication People may not interpret the same message in the same way.
Communication is culture-based.
There are communication style differences within each culture.
The individual’s own style preference may be different from his or her culture’s style.
Persons With Disabilities at Work : (c) 2009 HumaNext LLC 26 Persons With Disabilities at Work Persons with disabilities are the largest minority group in the USA
Focus on the ability, not the disability
Focus on ability to perform Essential job functions with or without reasonable accommodations
Persons With Disabilities at Work : (c) 2009 HumaNext LLC 27 Persons With Disabilities at Work The ADA (Americans with Disabilities Act) prohibits employment discrimination against “qualified individuals with disabilities.” Individuals are considered to have a disability if..
They have a physical or mental impairment that substantially limits one or more major life activities
They have a record of such an impairment, or
They are regarded as having such an impairment
Persons With Disabilities at Work : (c) 2009 HumaNext LLC 28 Persons With Disabilities at Work To qualify for a position, a candidate with disability must:
Satisfy the skill, experience, and education levels required for the position.
Be able to perform the “essential job functions” with or without “reasonable accommodations.”
Persons With Disabilities at Work : (c) 2009 HumaNext LLC 29 Persons With Disabilities at Work Essential Job Functions:
are those tasks that are fundamental and necessary for the position, but do not include incidental duties.
Persons With Disabilities at Work : (c) 2009 HumaNext LLC 30 Persons With Disabilities at Work Reasonable Accommodations:
are any modifications or adjustments to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.
Case Study