This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
3. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
4. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
5. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
6. For details on how to bring this training session to your organization, just call or send us an email request.Contact Information Performance Solutions by Design, Inc. 863 Flat Shoals Road SE, Suite C-314 Conyers, Georgia 30094 Telephone: 770-860-0198 Website: www.psbydesign.com
7. “The reality of life is that your perceptions – right or wrong – influence everything else you do. When you get a proper perspective of your perceptions, you may be surprised how many other things fall into place.” Roger Birkman, Ph. D. -- renowned psychologist
8. What We Will Cover… Diversity Defined The Business Case for Diversity & Inclusion The Dimensions of Diversity in Our Workplace Applying What You Have Learned
13. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion World Population: 6,942,900,000 China (19.24%) 1,339,724,852 India (17.38%) 1,210,193,422 U.S. (4.48%) 312, 266,000 Indonesia (3.41%) 237,556,363 Brazil (2.74%) 190,732,694
16. The range of categories within a society that are perceived as dividing its people into significant groups.
17. The idea that differences in people must be valued and treated as a plus instead of a negative. We’ve always had differences, but we have not always had diversity.
18. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Basic Principles of Diversity It is about inclusion and engagement – leaving no one behind Everyone must work together – synergy A belief that everyone deserve dignity and respect and that everyone adds value Everyone deserves an equal opportunity to contribute and achieve Requires the elimination of prejudice Diversity in thought must occur at all levels of the organization It is everyone’s responsibility
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20. When I hear a point of view different from mine, I ask the person to tell me more about their idea.
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22. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Key Dimensions… Race Age Ethnicity Gender Educational Level Socio-Economic Status Mental and Physical Abilities Religious and Political Beliefs
23. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Key Dimensions of Diversity… Leadership Styles Communication Styles Reward and Recognition Range/Level of Authority Work-life Values/Balance
24. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion EXPERIENCES FAMILY FRIENDS Perceptions, Stereotypes, Prejudice: Where do they come from? RELIGION VALUES MEDIA
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26. How do these differences contribute to the STRENGTH of your team?
27. Where might we be UNDERUTILIZING the diverse strengths of our team?
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29. I frequently work with people who have different perspectives than me.
30. I strongly believe that every person has a unique way of contributing to his or her group.
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32. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Diversity – Why is it important? It’s the law of the land and organizational policy It addresses our changing demographics It promotes a creative and productive environment It’s the right thing to do
33. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion How Are our Customers Diverse? Race Age Ethnicity Gender Educational Level Socio-Economic Status Mental and Physical Abilities Religious and Political Beliefs
35. The Barriers to Diversity What do you believe are the barriers/obstacles to celebrating diversity? What can we do as team members to overcome these barriers? Fear Prejudice Stereotyping
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37. Think about the impact of our comments and actions before we speak or act.
38. Avoid generalizing the behaviors or attitudes of an entire group based on observation of them.
45. Diversity Awareness in the Workplace Turning Our Differences into Opportunities for Synergy & Inclusion Be kind, say thanks. Give credit. Empathize. Read, listen, observe. To listen is to learn about yourself, about others. Don’t be afraid to say, “Help me understand.” “What can I do to help?” Each one of us must be the change we want in the world. -- Mahatma Gandhi
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47. When working on a project, I seek out different ideas and opinions.
48. Whenever possible, I try to work on projects or tasks with at least one other person.
69. She is also author of two popular leadership books -- The Six Principles of Service Excellence, and The Leadership Book of Numbers, Volume 1.
70. Her firm works with luxury and premium brands globally, helping them create and sustain a culture of service, performance, and operational excellence.
71. Prior to launching Performance Solutions by Design in 2003, Theo was Vice President of Training & Organizational Effectiveness with The Ritz-Carlton Hotel Company where she enjoyed a successful 17 year career.
72. For information on how to bring this training session to your organization, contact us by telephone or email.Contact Information Performance Solutions by Design, Inc. 863 Flat Shoals Road SE, Suite C-314 Conyers, Georgia 30094 Telephone: 770-860-0198 Website: www.psbydesign.com
Notas del editor
PARTICIPANT INTRODUCTIONSSo let’s quickly jump into the session by first having everyone quickly share some information about themselves.Please tell us… <READ SLIDE><ADVANCE TO NEXT SLIDE>
DEFINING DIVERSITYSo from your perspective, WHAT IS THE DEFINITION OF DIVERSITY? Is it “putting up” with the difference of others? Or is it “valuing” others by seeking out their individual strengths and contributions?(Facilitator Note: pauses to solicit participant responses)<ADVANCE TO NEXT SLIDE>
DIVERSITY IS…<READ SLIDE>Valuing DIVERSITY means understanding that each individual is unique, and appreciating all of the things that make us different.As the quote states, “We’ve always had differences, but we have not always had diversity.”
DIMENSIONS OF DIVERSTIYSo, now that we have established that the basis of Diversity in the Workplace is valuing the differences and uniqueness that everyone brings to the table.So, what are the key dimensions of diversity? (pause to solicit participant response, write responses on the flipchart)<ADVANCE TO NEXT SLIDE>
ASSESSING OUR WORK ENVIRONMENTNow, in assessing our work environment – let’s discuss some of these questions.What are the key dimensions of DIVERSITY within your work team? (what is the predominant AGE, EDUCATION LEVEL, RACE/ETHNIC GROUP, GENDER, CREATIVE THINKERS, STRATEGIC THINKERS, etc.)How do these differences contribute to the STRENGTH of your team? (we collaborate better, we are more aligned in our thought process, we relate to each other well, etc.)Where might we be UNDERUTILIZING the diverse strengths of our team? (we don’t solicit input from our Creative/Strategic Thinkers enough, we don’t use other perspectives in making a sound decision that impacts everyone, etc.)Where might areas of IMPROVEMENT exists? (better utilizing the strengths that we have identified…)When it comes to driving diversity awareness in the workplace, these are the simple questions that rarely get asked or acted on.<ADVANCE TO NEXT SLIDE>
THE BUSINESS CASE FOR DIVERSITY Now let’s shift to talking about the Business Case for Diversity & Inclusion in the Workplace and why it is important.<ADVANCE TO NEXT SLIDE>
OUR CHANGING CUSTOMER-BASENow in thinking about the dynamics of your customer-based, how have they changed from the 1980s and 1990s compared to today (the 2000s)?EXAMPLE: In thinking about Diversity Awareness Training – During the 1980s mainly large/major corporations and government agencies focused on it. Then in the 1990s as the economy and labor pool branched out and became more diverse – midsized and entrepreneurial organizations also started placing more emphasis on valuing difference in the workplace. Many organizations offer ESL and SSL classes in-house…Now, in the 2000s the economy and labor pool is more globally focused. So, we not only have to look at the diversity of our workforce in the U.S. – but also how we deal with clients and parent-companies that are international. Some organizations are now even looking at offering classes to teach the Chinese languages and its difference dialects.<ADVANCE TO NEXT SLIDE>
BARRIERS TO DIVERSITYSo, what do you belief are some of our barriers to fostering diversity and inclusion in the workplace? Outlines on this slide are a few examples, what would you add? (unwillingness to change, peer pressure,…)AND, what can we do as a team to overcome these barriers? (Facilitator Note – answers on next slide)<ADVANCE TO NEXT SLIDE>
PUTTING IT ALL TOGETHERAs we begin to wrap-up this session, let’s look at our role in putting it all together.<ADVANCE TO NEXT SLIDE>
OUR UNIQUE DIFFERENCESIn putting it all together, we must remember that it’s our unique TALENTS, SKILLS, STRENGTHS, EXPERIENCES, and ASPIRATIONS that make our teams and organizations great.In assessing your team one last time, in which of these unique areas do we excel the most?<ADVANCE TO NEXT SLIDE>