Workplace diversity: benefits and challenges

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Sarie Leroy Change & Leadership Coach HR Summit & Expo Dubai 2014 How workplace diversity drives and challenges performance

description

- What is meant by workforce diversity? - Am I ready for implementing workforce diversity? - Is my company ready for workfocre diversity? - Tips & tricks

Transcript of Workplace diversity: benefits and challenges

Page 1: Workplace diversity: benefits and challenges

Sarie Leroy

Change & Leadership Coach

HR Summit & Expo

Dubai 2014

How workplace diversitydrives and challenges

performance

Page 2: Workplace diversity: benefits and challenges

Twitter: @Sarie_Leroy 2

Setting the stage - exercise

Look at (one of) your neighbor(s) List 3 things in which he/she differs from you What conclusion can you draw from these differences?

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Various types of workforce diversity

agemarital status

physical abilities

religion

geographic background

racegender

culture

education mother tongue

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Workforce diversity: a definition"The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, ancestry, age, gender, marital status and other characteristics.“ (The Chancellor's Committee on Diversity – University of California)

“Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups.”

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Workforce diversity is not … but it is …

Affirmative action … optimizing business

necessity

Treating everyone the same … treating everyone

fair

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Learn from … other’s mistakesIt's one thing to recognize that adding diversity to your workforce can add value to your business. But it's another thing altogether to make it happen. No matter the size of your organization, or what industry you're in, on your journey to building a more diverse workforce, there's a chance you'll run into a few potholes along the way. But just like everything else in life, learning to do it right doesn't mean you have to make all the mistakes yourself.

This seminar aims at helping you with that.“When an organization lacks

diversity, it’s not the employees who need fixing. It’s the

business systems.”J. C. Williams - Harvard Business Review Oct’14

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How Well Do You Manage Diversity? Do you test your assumptions before acting on them?

Do you believe there is only one right way of doing things, or that there are a number of valid ways that accomplish the same goal? Do you convey that to colleagues?

Are you comfortable with each employee? Do you know what motivates them, what their goals are, how they like to be recognized?

Are you able to give negative feedback to someone who is culturally different from you? Or is it adding a challenge?

When you have open positions, do you insist on a diverse screening committee and make additional outreach efforts to ensure that a diverse pool of candidates has applied?

When you hire a new employee, do you not only explain job responsibilities and expectations clearly, but orient the person to the company culture and unwritten rules?

Do you take immediate action with people within your company when they behave in ways that show disrespect for others in the workplace, such as inappropriate jokes and offensive terms?

Is the company image one of corporate diversity?

Do you have a good understanding of institutional isms such as racism and how they manifest themselves in the workplace?

Do you ensure that assignments and opportunities for advancement are accessible to everyone?

If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well.

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The actual diversity driver “Company photo diversity”

The organization only considers the visible dimensions of diversity primarily race, and gender. The company photo looks good. This narrow definition of diversity offers little or no value to the organization in terms of new ideas, creativity and innovation. “ Diversity by Numbers”Demographics reflect the outside community but it is only at the lower levels. (Production, and unskilled labor) There is little or no diversity as you move up into management.

“Diversity as a distinct (competitive) advantage”

Flexibility, agility, innovation and many more benefits result from a diverse workforce.

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Tips to manage diversity

“Treat others as you want to be treated !”

“Treat others as they want to be treated !”

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Tips to manage diversity Challenge and change policies, practices, and ways of

thinking within your organization that have differential impact on different groups

List what organizational changes should be made to meet the needs of a diverse workforce, to maximize the potential of all workers, and to best contribute to the company result

Ensure that diversity is threaded through every aspect of management (at various levels)

Create self-awareness amongst all employees, in terms of culture, background, stereotyping

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My own diversity planType of

diversity% employees vs customers

Level in organization Advantages Challenges My actions to be taken

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Questions or remarks? Let’s connect!