diversity and inclusion
DESCRIPTION
Diversity and inclusion slide is ppt presentation i used in a workplace training. you will find it useful for a similar purpose.TRANSCRIPT
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Diversity and InclusionDiversity and InclusionDiversity and InclusionDiversity and Inclusion
A Workplace PerspectiveA Workplace Perspective
ByBy
Noruwa EdopkoloNoruwa Edopkolo
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Program 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.
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Focus Areas
• What is diversity?
• Why is it important to understand diversity?
• What are the consequences of not managing diversity
• How to manage diversity?
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Definition of termsWhat is diversity?• The fact or quality of being diverse; difference.
• A point or respect in which things differ.
• The ways we are different; the condition of having unique characteristics. The condition of being diverse : Variety ; especially : the 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.• Something included.
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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.
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Why is it important to understand diversity?
Diversity is more than just toleratingdifferences. 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. Stereotypes and other racial biases/prejudices are damaging to a business.
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Cont..
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 four (4) 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.
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The Four (4) Generations
• Traditionalists/Veterans (Born 1922-
1945)
• Baby Boomers (Born 1946-1964)
• Generation X (Born 1965-1982)
• Millennia's/Generation Y (Born 1983-
1997)
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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.
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Benefits of Understanding Generational
differences:
• More effective communication
• less misunderstandings.
• Increased recruitment and employee retention.
• More effective motivational methods.
• Better-formed expectations.
• Increased productivity and teamwork.
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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!
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Group discussion
What words describe the attitude to
diversity in your organization?
Time : 10mins.
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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
– Research suggests slight differences in treatment can cumulate and result in major disparities over time
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Top-management commitment and rewards for the supportOf diversity are critical ingredients for the success of diversitymanagement initiatives.
Managing Diversity Effectively Makes GoodBusiness SenseWhat 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
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Diversity Bias• Assumptions of Superiority
– I’m better than you.• Assumptions of Correctness
–This is the way it should be• Assumptions of Universality
–We’re all the same. Everybody is just like me.
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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.
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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
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summarySteps 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.
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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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