Diversity At Work
Ebony Johnson, Neha Choudhary, Kenneth Moody, Toyin Oladosu & Keilah Murray
Objectives of this Training
To deliver a rich understanding of
what diversity is and what it isn’t.
To increase a better awareness and
understanding to Diversity concerns
that go well beyond the supposed
To recommend behavioral instrument
for developing a more unified
Diversity Questionnaire Data
0% 4% 0% 3%
One to Three
Four to Six
Seven to Nine
Ten to Twelve
Twenty Six- Thirty
Fourty Two- Fourty
The condition of having or
being composed of different
elements: variety; especially:
the inclusion of different
types of people ( as people
of different races or cultures)
in a group or organization.
Distinction Between EEO, Affirmative
Action and Diversity
The enforcement of
statues to prevent
The effort to achieve
parity in the
eliminating barriers in
in the workforce to
achieve better results.
Cultural Perspective of Communication Viewed by Individuals
Blair-Loy, M. (2005). Work and Life Integration: Organizational, Cultural, and Individual Perspectives.
Administrative Science Quarterly, 50(4), 642-644.
Benefits of Workplace Diversity
Improved understanding of those you work for, with,
Creates a work environment that allows everyone to
reach their full potential
Provides multiple perspectives on problem solving
Better performance outcomes
Increase employee productivity
Boots employee morale
THE DIVERSE BENEFITS OF DIVERSITY. (2012). New Zealand Management, 59(10), 9.
The Business Imperative
What does research show us?
Workforce diversity is positively associated with higher business
performance outcome measures.
Racial diversity is positively associated with higher performance in
organizations that integrate and leverage diverse perspectives as
resources for product delivery.
Gender diversity is positively associated with more effective group
Diverse teams are more creative and perform better in problem
Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic
Management Journal, 34(3), 373-382. doi:10.1002/smj.2021
The values and behaviors that
contribute to the unique social
and psychological environment of
Key Questions to Think About
What's wrong with being “color- blind” or gender-blind or any kind of blind in the
Does the “way we’ve always done it” close out thinking as well as staff, program
participants and community based partners?
Is there some way you “ought to be in order to fit in the company?
Cultural Competence is a set of behaviors, policies, and attitudes which form a system or agency
which allows cross-cultural groups to effectively work professionally in situations. This includes
human behaviors, languages, communications, actions, values, religious beliefs, social groups, and
Accept differences in cognitive, behavioral, philosophical, social,
and communicative styles that are from different cultural
Seek to understand; ask for clarification or reasons for the
Communicates policies, procedures clearly to employees if you are
Be open to learning about
other culture and ideas.
Respect others’ opinions.
Give others the benefit of the
doubt in a dispute.
Seek first to understand
others points of view; then to
Don’t assume your
culture way is the
Don’t judge others by
your own cultural
How Can Company’s Promote Diversity?
Lead employees by example; respect people and
differences in the workplace
Create a welcoming, inclusive environment in in
which to conduct business
Incorporate diversity in policies, strategic plans,
Practice regular, effective, an open
communication; empower employees; requires
Demonstrate executive commitment to diversity
on an ongoing and regular basis.
How Can Employees Promote Diversity?
Practice positive, constructive work habits in the workplace;
work cooperatively towards a common goal.
Recognize and respect others and their individuality.
Think before you speak and be sensitive to others
Talk about your differences and ask tactful questions about how
people want to be treated.
Eliminate stereotypes and generalizations
An employee who works for a division that that is very diverse
is troubled by the fact that many of the employees who are of
the same cultural background tend to socialize with each
other almost exclusively, even though most of the employees
regardless of their culture seem to work well together. The
employee believes that if everyone socialized more cross
culturally this might help to improve the work environment.
Should the employee take it upon himself to try and promote
more cross cultural socializing during lunch or after work? Is
he right in his assumption?
“I have a self-made quote: Celebrate diversity,
practice acceptance and may we all choose
peaceful options to conflict.”
― Donzella Michele Malone
Apparemment, vous utilisez un bloqueur de publicités qui est en cours d'exécution. En ajoutant SlideShare à la liste blanche de votre bloqueur de publicités, vous soutenez notre communauté de créateurs de contenu.
Vous détestez les publicités?
Nous avons mis à jour notre politique de confidentialité.
Nous avons mis à jour notre politique de confidentialité pour nous conformer à l'évolution des réglementations mondiales en matière de confidentialité et pour vous informer de la manière dont nous utilisons vos données de façon limitée.
Vous pouvez consulter les détails ci-dessous. En cliquant sur Accepter, vous acceptez la politique de confidentialité mise à jour.