Celebrating Differences since 1969. To prevent and eliminate unlawful discrimination by ensuring...
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Transcript of Celebrating Differences since 1969. To prevent and eliminate unlawful discrimination by ensuring...
To prevent and eliminate unlawful discrimination by ensuring people in Florida are treated fairly and given equal access to opportunities in employment, housing, and public accommodations
To promote mutual respect among groups through education and partnerships
To become the chief resource on human relations for the state of Florida
Investigate and mediate discrimination
Seek to ensure fair treatment and equal access to all Floridians
Promote mutual inter-group understanding and respect
Help people and communities resolve problems
Provide training and education on rights and responsibilities
Form partnerships with public and private entities in order to build inclusive communities
The Florida Civil Rights ActFlorida Civil Rights Act prohibits discrimination in education, employment, housing, and public accommodations based on race, color, religion, sex, national origin, age, disability, familial status or marital status.
Title VII - Civil Rights Act of 1964 —prohibits employers with 15+ employees from discriminating against applicants and employees on the basis of race, color, sex, national origin, religion
ADA - protects qualified individuals with a disability; Title III contains expansive definition of public accommodation
ADEA - protects employees aged 40+
Title II - guarantees access to and enjoyment of places of public accommodation
Title VIII – Federal Fair Housing Act —prohibits discrimination in the sale, rental, and financing of dwellings based on race, color, national origin, religion, sex, familial status, and disability
• To increase awareness of participants’ own biases and experiences of difference.
• To promote mutual respect in a growing multicultural environment.
• To facilitate dialogue among co-workers on the issues of difference, cultural sensitivity, and communication.
The Commission’s Diversity Training Objectives
All noise machines on vibrate Respect one another at all times Use “I” and “Me” instead of “Us” and “We” Keep an open mind…remember the definitions OUCH! and EDUCATE No Politics! What happens in Vegas stays in Vegas (well here too)
We will reserve a spot for you in the Parking Lot Return from breaks on time please Please leave ALL titles at the door HAVE FUN!!!
Ground Rules
This Module Aims To:
◦Heighten participants’ knowledge of how personal experiences impact interaction with individuals from other groups
Awareness Building
Culture – A body of learned beliefs, traditions, principles and guides for behavior that are shared among members of a particular group
Bias – Prejudice Prejudice – An attitude, opinion, or feeling
formed without adequate prior knowledge, thought, or reason
Perception – a point of view Stereotype - A positive or negative set of
beliefs held by an individual about the characteristics of a certain group
Diversity Concepts
Cultural Awareness – recognizing and understanding the diversity of others
Inclusion – to welcome in or embrace as a part of a whole or as a group
Sensitivity – tactful and sympathetic in relation to the feelings of others
Tolerance – 1: recognition and respect of values, beliefs, and behaviors that differ from one’s own; 2: the act of putting up with something or somebody irritating or otherwise unpleasant
Respect - the act of giving a particular consideration or value
Diversity Concepts (cont’d)
A positive or negative set of beliefs held by an individual about the characteristics of a certain group
Unreliable, exaggerated generalizations about all members of a group that do not take individual differences into account
Denies complexity and diversity of that group
Stereotypes
Word of mouth: friends, family, others Television Movies News media Music Textbooks Toys Scientific research Mental Tape Recordings
Sources of Stereotypes
• Language
• Personal Experiences
• Culture: family traditions, customs, practices, etc.
• Cultural Greetings
• Social “Norms”
• Lack of Dialogue
• Fear
• Any Others???
Is there a difference between the public’s perception and your own?
What has created or perpetuated these perceptions?
What can change these perceptions?
Ask before you help. Don’t assume! Be sensitive about physical contact.
◦ Wheelchairs, canes, scooters are part of one’s personal space.
Think before you speak. ◦ Speak to the individual, not his companion, aide, or
interpreter. Respond graciously to requests
Tips on Interacting with Individuals with Disabilities
Put the person first.◦ Person with a disability, person with MS
Equipment enables individuals to get around. Wheelchairs are liberating, not confining.◦ Wheelchair user, not confined to a wheelchair or
wheelchair bound
Avoid negative, disempowering words like “victim” or “sufferer”. ◦ Person with AIDS, not AIDS victim
Terminology Tips
Not all disabilities are apparent. ◦ Someone may make a request or act in a manner
that seems strange. It may be disability-related. Developmental disabilities Learning disabilities Psychiatric disabilities Internal illnesses or disorders Side-effects from medication
Respect the person’s needs and requests whenever possible.◦ Even when disabilities are hidden, they are real.
Hidden Disabilities
This Module Aims To:
◦ Promote awareness of how misunderstandings can occur during cross-cultural communication;
◦ Place emphasis on the importance of clear verbal, non-verbal, and written communication; and
◦ Highlight relevant guidelines for avoiding offensive and insensitive communication mistakes.
"Everything sends a message.”– Stephen Young Small, subtle sometimes unspoken, often
unconscious messages we routinely send and receive that have a powerful impact on our interactions with others
Between 40 and 120 micro-messages sent in a routine 10 minute conversation between two people
Looks, gestures, inflections, nuance Micro messages may reveal how we feel towards
someone
“..those subtle actions that discount certain people and create an unjust work environment.” – Mary Rowe, 1973
“When these micro-messages take the form of micro-inequities, they can take various forms, some less obvious than others. They may include behaviors that communicate a lower level of expectation in performance or exclusion from company meetings or discussions” – Stephen Young
Devalue, discourage and ultimately impair workplace performance at all levels
Damage goals and undermine self-confidence; eventually see withdrawal from co-workers in office
Can spark creativity, leadership, and performance
Can motivate employees to excel and commit to company
Can reverse the effects of long-standing micro-inequities
When people are under stress, they are more apt to inject communication barriers into their conversation.
Barriers can exist in:◦ Verbal communication◦ Nonverbal communication ◦ Written communication
Flashing or rolling eyes Quick or slow movements Arms crossed, legs crossed Shrugging of shoulders Gestures made with exasperation Slouching, hunching over Doodling Staring at people or avoiding eye contact Excessive fidgeting with materials Yawning
Is your organization’s commitment to diversity reflected within the organization’s core values?
Is your organization’s diversity the unintended consequence of shifting demographics?
Does management reflect the values of your organization and the individuals who make it up?
Is your organization’s commitment to diversity reflected in its budget as well as its demographics?
Can you have an open dialogue about diversity issues in your workplace? If so, how? If not, why?
Do employees trust management and each other enough to communicate these issues?
Do employees advocate for each other and understand the value in advocacy?
What is the largest diversity concern in your workplace?
Understanding experiences of members of various cultural groups
Understanding barriers to communication across cultures
Applying knowledge to everyday practices is what builds cultural competence
Can be used to train and motivate employees, develop skills and leadership, and mark your organization as an employer of choice
Respect. Reliability. Retention.