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    Diversity and Inclusion (PPT Outline)

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    Jasper Andrew Adjarani
    This document discusses diversity and inclusion in the workplace. It defines diversity as differences between individuals such as age, race, gender, and other attributes. Inclusion is the act of including diverse people in a group. The document emphasizes the value of diversity and the importance of understanding and managing it effectively to avoid discrimination and improve productivity. It also discusses generational differences and challenges in managing a diverse workforce.

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    Diversity and Inclusion (PPT Outline)

    Uploaded by

    Jasper Andrew Adjarani
    803 views5 pages
    This document discusses diversity and inclusion in the workplace. It defines diversity as differences between individuals such as age, race, gender, and other attributes. Inclusion is the act of including diverse people in a group. The document emphasizes the value of diversity and the importance of understanding and managing it effectively to avoid discrimination and improve productivity. It also discusses generational differences and challenges in managing a diverse workforce.

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    This document discusses diversity and inclusion in the workplace. It defines diversity as differences between individuals such as age, race, gender, and other attributes. Inclusion is the act of including diverse people in a group. The document emphasizes the value of diversity and the importance of understanding and managing it effectively to avoid discrimination and improve productivity. It also discusses generational differences and challenges in managing a diverse workforce.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    803 views5 pages

    Diversity and Inclusion (PPT Outline)

    Uploaded by

    Jasper Andrew Adjarani
    This document discusses diversity and inclusion in the workplace. It defines diversity as differences between individuals such as age, race, gender, and other attributes. Inclusion is the act of including diverse people in a group. The document emphasizes the value of diversity and the importance of understanding and managing it effectively to avoid discrimination and improve productivity. It also discusses generational differences and challenges in managing a diverse workforce.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 5
    At a glance
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    The key takeaways are that diversity and inclusion are important to understand and manage effectively in the workplace. It discusses the importance of respecting differences and avoiding biases and stereotypes. It also outlines some of the main aspects of diversity like age, gender, race and how to manage it properly.

    The main aspects of diversity discussed are age, race, gender, ethnicity, sexual orientation, religion, physical attributes, education, job title, disability, marital status, language and accent.

    Some of the benefits of managing diversity effectively mentioned are more effective communication, increased recruitment and employee retention, better productivity and teamwork, improved decision making with different perspectives.

    Diversity and Inclusion

    We are all different, which is great because we are all unique. Without
    diversity, life would be very boring.
    Catherine Pulsifer
    Objectives
    Emphasize the value of diversity.
    Eliminate misconceptions of diversity and its effects.
    Improve the management of diversity.
    Develop greater workplace productivity.
    Enhance human relations.

    Focus Areas
    What is diversity?
    Why is it important to understand diversity?
    What are the consequences of not managing diversity?
    How do we manage diversity?

    Definition of terms

    What is diversity?
    The fact or quality of being diverse (i.e. different)
    A point or respect in which things vary.
    The ways we are different; the condition of having unique characteristics;
    Business context: inclusion of diverse people (as people of different races or cultures) in a group or
    organization.

    What is Inclusion?
    The act of including or the state of being included.

    Aspects of diversity
    Age ( generational differences)
    Race
    Gender Ethnicity
    Sexual orientation
    Religion.
    Physical attributes etc.
    Education
    Job Title ,function ,skills.
    Disability
    Height/Weight
    Marital status.
    Language/Accent.
    MYER BRIGGS PERSONALITY TYPES

    Why is it important to understand diversity?


    Diversity is more than just tolerating differences. It is:
    respecting, appreciating, and understanding the varying characteristics of individuals.
    Everyone is unique and no single person is a representative of a certain group.
    FACT: Stereotypes and other biases/prejudices are damaging to a business.

    What about generation?


    Definition: A body of individuals born in approximately the same time period who generally share
    similar behaviors and attitudes

    Understand that there are now six (6) generations in the workplace
    with different:
    expectations,
    motivations,
    attitudes, and
    behaviors.

    An understanding of these generational differences can equip one to handle workplace situations
    with increased insight.
    The Six (6) Generations

    What are the generations in your organization?

    How they differ:


    Preferred Leadership Approach.
    Communication Style. Motivational Buttons.
    How They Interact with Others.
    Preferred Approach to Feedback.
    View toward the Company.
    Work Vs. Personal Life.
    Desired Rewards.
    Financial Behaviors.
    Relationship with Technology.
    Expectations.
    Benefits of Understanding Generational differences:
    More effective communication
    Lesser misunderstandings.
    Increased recruitment and employee retention.
    More effective motivational methods.
    Better-formed expectations.
    Increased productivity and teamwork.

    Consequences of not managing diversity


    Discrimination
    Breeds narrow-mindedness,
    Impairs employee morale,
    Strains employee relationships,
    And thus, damages productivity. Not to mention, it is illegal and costly in terms of litigation!

    Managing diversity
    The organization is diverse by default, and now it must deal with it.
    Effectively managing diversity can improve organizational effectiveness
    When managers commit to diversity , it legitimizes diversity effort of others.
    Promoting a nondiscriminatory workplace environment is crucial to an organizations progress
    Research suggests slight differences in treatment can cumulate and result in major disparities
    over time
    Top-management commitment and rewards for the support of diversity are critical ingredients
    for the success of diversity management initiatives.
    Managing Diversity Effectively Makes Good Business Sense!
    What a Diversity of Employees Provides:
    A variety of points of view and approaches to problems and opportunities can improve
    managerial decision making.
    Diverse employees can provide a wider range of creative ideas.
    Diverse employees are more attuned to the needs of diverse customers.
    Diversity can increase the retention of valued organizational members.
    Diversity is expected/required by other firms

    Diversity Bias
    Assumptions of Superiority - Im better than you.
    Assumptions of Correctness - This is the way it should be
    Assumptions of Universality - Were all the same. Everybody is just like me.

    The Challenge of Workplace Diversity?


    The challenge lies in the continuous improvement of the integration and social acceptance of
    people from different backgrounds.
    Our differing human characteristics influence the way we think, act, interact, and make choices.
    Often, these differences interfere with our ability to support, trust, and respect each other, and
    thus to effectively function together.
    Diversity can scale.

    Avoiding bias
    Similar-to-me effect perceive others who are similar to ourselves more positively than we
    perceive people who are different
    Social status effect perceive individuals with high social status more positively than those with
    low social status.
    Salience effect focus attention on individuals who are conspicuously different.
    Knowingly and willingly denying divers individuals access to opportunities and outcomes in an
    organization

    Summary
    Steps in Managing Diversity Effectively
    Empower employees to challenge discriminatory behaviors, actions, and remarks
    Reward employees for effectively managing diversity
    Provide training utilizing
    a multi-pronged,
    ongoing approach
    Encourage mentoring
    of diverse employees.

    Group discussion
    What is your experience (whether positive or negative) about diversity and inclusion in the workplace?

    Action Goals
    List 5 personal commitment action goal for dealing with discriminatory behavior at work.
    Determine your generational differences with your colleagues. Have you been sensitive to the
    diversity difference?

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