Diversity in the Workplace

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Diversity in the Workplace
Paul L. Gerhardt, Ph.D.
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Diversity Defined
Understanding and utilizing the unique
contributions and talents of ALL of an
organizations employees- by creating a work
environment where everyone is openly invited to
be involved - Diversity At Work
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What To Expect

• About Your Host Paul L. Gerhardt, Ph.D.
• Open Learning EnvironmentNo Bad Questions
• Team Building, Role Plays, Educational, and
  EnjoyableNot just lecture
• Share what you knowfull-participation is
  requested

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Heritage Test

• Take test to see what you know
• We dont know as much as we think we know
• Good leaders know what they know and know what
  they dont know
• Genius is more hard-work than genius(Chinese
  Proverb)
• Review Test

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Get To Know Each Other Better

• We know what we are, but know not what we may
  be.--William Shakespeare
• Treasure Hunt
• Find people who you do not know and have them
  sign their names to ONE section that applies to
  them.
• Write key words in space provided about a story
  associated with each item.

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Ground Rules

• __________________________
• __________________________
• __________________________
• __________________________
• __________________________
• __________________________
• __________________________
• __________________________

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Expected Learning Outcomes

• Develop a better understanding of different
  cultures values and norms
• Receive valuable tips for working and
  communicating with different cultures
• Apply new techniques through case studies and
  role plays
• Be able to recognize and avoid cultural clashes
  or misunderstandings

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Learning Outcomes

• Learn what each culture brings to the marketplace
  and how to leverage it
• Identify how to serve members of diversity more
  effectively
• Be prepared to effectively contribute to the
  cultural awareness of their credit union
• Network and build relationships

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Understanding the Impact of Culture on Work

• Share words that describe Culture

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What Is a Culture?

• Cultural Elements
• Values, heroes, myths. rituals, networks, symbols

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How Do Cultures Differ?

• Cultural Difference 1 Im Controlled or I
  Control?
• Cultural Difference 2 Us-First or Me-First?
• Cultural Difference 3 Tight Ties or Loose
  Ties?
• Cultural Difference 4 Achievement-First or
  People-First?
• People-First Connecting, Cooperating
  Feminine Aspect
• Achievement-First Focus on Competition,
  Things Masculine Aspect
• Cultural Difference 5 Equality or Not?
• Inequality Rank/Status Cultures
• Equality Democratic Cultures
• Cultural Difference 6 Take Risks or Play It
  Safe?
• Cultural Difference 7 TimeStep-by-Step or
  Dive-Right-In?
• Cultural Difference 8 SpaceCome Close or Back
  Off?
• Cultural Difference 9 Communicating Directly
  or Indirectly?
• Using go-betweens and implied messages
• Going to the person getting to the point

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Understanding the Impact of Culture on Work

• 2. Culture impacts every aspect of life including
  values, beliefs, assumptions, and perceptions.

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Understanding the Impact of Culture on Work

• Understanding the Impact of Culture on Work
  Culture
• The more a person understands the influence of
  culture the more effective communication can be.

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Why Is Diversity Appreciation Important?

• In your groups, come up with a list of why you
  believe diversity is important and should be
  embraced.
• Be prepared to share with the class what you came
  up with and why.

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What are some key payoffs for effectively
managing diversity?

• attracting and retaining the best available human
  talent
• increasing organizational flexibility
• gaining greater market share, locally and
  globally
• reducing costs
• improving the quality of management
• creating and innovating more powerfully
• solving problems more effectively
• increasing productivity
• contributing to social responsibility
• bottom line increased profits

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What is the 5-step process for becoming a
diversity-savvy person?

• Step 1. Become aware of culture .
• Step 2. Recognize your own biases.
• Step 3. Learn about your own culture.
• Step 4. Learn about other cultures.

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The key factors that make up workplace diversity
are

• minorities and women moving into different types
  of positionsexecutive, managerial, technical,
  and professional
• Global business marketssuppliers and customers
  are international in scope
• Respecting diversity in the workplacerecognizing
  what makes us the same and respecting what makes
  us different

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The workplace is changing in the following ways

• Since the Civil Rights laws of the 1960s, more
  minorities, immigrants, and women have gained
  advanced degrees and technical expertise and are
  entering the workforce at all levels.
• Increasing numbers of people with disabilities,
  gays, older employees, and those with weight
  challenges expect to be treated fairly in the
  workplace.
• Many large and small businesses are functioning
  in the global marketplace.
• Old business hierarchies are changing with the
  use of self-managing work teams with team
  leaders, as well as hiring outside consultants
  and technical experts.
• Key future trends point to the need for
  multicultural leadership skills.

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Communication Activity

• Please do your best to follow the instructions if
  asked to participate
• When you are NOT participating, please observe
  attentively to share your understanding of the
  activity
• Share openly when asked

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Silence Partner Activity

• Both Partners must never speak using any spoken
  or written word
• Both partners must be touching the pen at all
  times
• Wait for further instructions

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Tips on Cross Cultural Communication

• Diversity has many levelseveryone is different
• Treat people like the ARE thoughtful intelligent,
  and deserving of respect
• Be willing to admit what you dont know
• Listen Carefully
• Accept responsibility for any misunderstandings
• Notice and remember what people call themselves
  and use those terms e.g. Black, African
  American, Asian, Korean, Chicano
• Give nonjudgmental feedback to be sure you heard
  what you thought you heard
• Showing knowledge of other cultures may be
  intrusive
• Expect to meet people with experiences different
  than yours
• Be more formal, when in doubt

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First Thoughts

• Look at each of the words in your handout and
  write down the first two or three adjectives that
  come to mind (your thoughts or traditional
  stereotypes). Just write down your first
  thoughts, positive or negative.
• What other categories can you think up?

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Values, Attitudes, and Behaviors

• Diversity work in organizations focus on helping
  people develop behaviors that demonstrate the
  value of diversity and help manage diversity
• Values are your beliefs. Most are held for a long
  time and dont change easily.
• Attitudes are acting, feeling or thinking that
  shows your disposition.
• Behavior is the way you act.

Learning to value and manage diversity may
require some people to change their behavior. But
it does not require a person to change his or her
values.
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What are the seven strategies for moving beyond
stereotyping to powerful connections?

• Strategy 1 Get in Touch with Stereotypes and
  Prejudices
• Strategy 2 Open Your Mind to Other Viewpoints
  and Listen
• Strategy 3 Learn About Other Groups
• Strategy 4 Express Respect and Appreciation
• Strategy 5 Build Trust
• Strategy 6 Work With Diverse People Toward
  Common Goals
• Strategy 7 Go for Creativity and Innovation
• Seek collaboration.
• Work toward synthesis.
• Use the synergy

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Gender Diversity Male-female myths and
stereotypes include

• The typical American family consists of a husband
  with a career and a wife who stays home and takes
  care of the two children.
• Women are either good or bad.
• Womens status in society is equal to mens.
• Real men are in control of the situation.
• Real men dont cry.
• Women are too emotional and soft to be real
  leaders.

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Men respond to womens new roles by

• feeling a loss of power
• feeling pressure to perform and change
• being more violent
• coming to grips with a barren-son relationship
• asking for emotional supportfinally
• participating in the mens movement

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Activity What strategies can you do to overcome
gender barriers?

• Discuss in small groups and see how many you can
  come up with.
• Answers on next slide
• See how well you did

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What strategies can you do to overcome gender
barriers

• Value Equality in Relationships
• Promote Gender Equity
• Value Gender Differences
• Communicate Across the Gender Gap
• Support Career Planning
• Help to End Pay Inequity and the Glass Ceiling
• Give Needed Training
• Resolve Conflicts in Career and Family Demands
• End Gender Stereotypes and Sexual Harassment

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What are the key values of the African American
community?

• Value 1 Sharing and Interrelating
• Value 2 Expressing Personal Style and
  Uniqueness
• Value 3 Being Real and Genuine
• Value 4 Being Assertive
• Value 5 Expressing Feelings
• Value 6 Bouncing Back
• Value 7 Distrusting the Establishment

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Who are the Latino Americans? A Diverse
Population of Many Subgroups

• A Diverse Population of Many Subgroups
• Mexican American 58
• Puerto Rican American 10
• Cuban American 4
• Central American 5
• South American 4
• Other Latino American 19
• Fast-Growing and Young Babies and Immigration
• Concentrated in a Few States, and in Cities
• Wide-Ranging Educational Levels and Language
  Barriers
• Job Discrimination, Lower Income, and Relative
  Poverty

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How can I help Latino Americans contribute to my
organization?

• Need 1 Meeting Family Obligations
• Need 2 Understanding Organizational Needs for
  Information and Goals
• Need 3 Learning to Turn Conflict Avoidance
  into Resolution with Sensitivity
• Need 4 How to Deal Constructively with
  Promotion Anxiety

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What are the core values common to Asian American
cultures?

• Value 1 Putting Group Concerns Before
  Individual Desires
• Value 2 Promoting Group Harmony
• Disciplined Emotional Expression
• Avoidance of Open Conflict
• Modesty
• Self-effacement
• Maturity Focusing on Others, Conforming,
  Giving
• Value 3 Accepting Status Differences the
  Hierarchy
• Typical Customs or Behaviors
• Respect for the Managers Status
• Value 4 Revering Education
• Value 5 Communicating Vaguely, Indirectly,
  Silently

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How can I help the organization to meet the needs
and wants of Asian Americans?

• Need 1 Provide Support in Overcoming Barriers
  
• Need 2 Avoid Typical Assumptions and
  Stereotypes
• Remember, theyre Americans, not foreigners
• Determine generational status
• Ascertain citizenship status
• Dont make assumptions about language ability
• Dont assume theyre cultural ambassadors
• Avoid such terms as Oriental
• People with Spanish surnames may be Filipinos
• Constantly question your assumptions about
  behaviors
• Need 3 Help People Get to Know Asian American
  Co-workers

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How can I help Asian Americans contribute to the
organization?

• Opportunity 1 Build on Typical Asian American
  Traits
• Opportunity 2 Recognize Asian American Values
  as Strengths
• Work with the value of strong obligation to
  family
• Respect their values regarding hard work and
  cooperation
• Understand their values of modesty and humility
• Understand the values of indirectness
• Respect their expression of emotion
• Opportunity 3 Apply Leadership Strategies
• Explain deviations from traditional boss-worker
  practices
• Use the team approach
• Help bring problems to the surface
• Provide assertiveness training
• Build trust
• Express sincere personal concern
• Communicate clearly and check for understanding
• Choose motivators and rewards according to
  employees values
• Opportunity 4 Help Asian Americans Make
  Marketplace Connections
• Help them connect with the Asian American
  marketplace
• Help them connect with Asian countries

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Time Permitting

• Do activities in your manual.

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Ten Payoffs For Managing Diversity Well

• Attracting and retaining the best available human
  talent
• Increasing organizational flexibility
• Gaining and keeping greater market share, locally
  and globally
• Reducing costs
• Improving the quality of management

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Ten Payoffs For Managing Diversity Well

• 6. Creating and innovating more powerfully
• 7. Solving problems more effectively
• 8. Increasing productivity
• 9. Contributing to social responsibility
• 10. Bottom line increased profits
• Source Carr-Ruffino, N. (2002). Managing
  Diversity People Skills for a Multicultural
  Workplace. Boston, MA Pearson Education
  Company.

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Why it Matters

• Competition
• Law Ethics
• Changing Demographics

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Challenges

• Clashing Generations
• Fair vs. Equal Treatment
• Communication
• Personal Biases and Attitudes
• Resistance to Change

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Managing Diversity

• Legal Compliance
• Vision Statements
• Diversity Programs/Training
• Effective Communication
• Leadership

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Benefits

• Increases creativity and innovation
• Broader service range
• Increases productivity
• Improves language skills
• Enhances reputation
• Increases adaptability

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Any Questions

• Thank you very much for your participation.
• I sincerely appreciate your time today.
• Please do not hesitate to contact me if you have
  any questions.
• www.paulgerhardt.com 253-964-6429