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Are you part of it? Change and diversity

  1. Women in Project Management SIG and SW Branch Are you part of it? Change and Diversity SIG Introduction by Teri Okoro 3 July 2014 1
  2. WIPM SIG - Overview 2 WIPM addresses the development and promotion of women working in project management environments and works to maximise the availability of expertise in the project management profession. We actively promote investment in gender diversity to ensure that all project managers have the potential to develop a highly rewarding career, supporting both men and women in their efforts to maintain a balance between the many demands imposed on them whilst striving to retain their own identity.
  3. • Developing a powerful profile • Promoting a no barriers culture • Engaging and responding • Collaborative community building WIPM SIG Strategy 3
  4. 4 Regional Events Scotland - September London - Knowledgeshare Thames Valley - tbc Main Celebration Event  25th September 2014 Webinar  9th April 2014 (RPP/FAPM & support group)  2nd date tbc Other  Video, Publications and Blogs, Survey  Inspire, PM feature/database, Joint Events, etc 21st Anniversary Celebrations
  5. Diversity Initiatives  APM  Other 5
  6. Thank You Q & A 6
  7. Presentation Are you part of it? Change and Diversity Sobitha Sashikumar 7
  8. Are you part of it? Change & diversity Sobitha Sashikumar
  9. 9 What is diversity? •It is who you are – your branding •It is something that cannot be changed and is therefore constant ‘Diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.’
  10. 10 Diversity can be classified into the following main areas • Gender – 50% of the world’s population is female, 40% of the global workforce are women, 70% of the total global spend in households are made by women • Race • Ethnicity • Sexual orientation • Social class • Age • Ability • Seniority • Religious/spiritual practices • Health status • Family of origin • Size/body type • Political beliefs • Educational background
  11. 11 Areas to consider.....
  12. 12 Why is diversity perceived to be so difficult? As a receiver •Needs you to be aware •Involves additional thinking •Adaptation •Honour the uniqueness of each individual As well as being influenced by –Upbringing, background, environment, attitude, culture and beliefs As an owner •Increases consciousness With the growing dependency on teams + the effects of globalisation, companies and managers are continually experiencing difficulties in managing teams comprised of diverse individuals. In "globalised" or multicultural teams, there is so many opportunities for misunderstandings, which makes global project teams with members from several work locations, companies or countries, a challenging task that requires a multidisciplinary approach. Since the accepted forms of diversity have substantially increased, leading to nearly every team experiencing some form of diversity, it is critical that project managers understand how to increase diversity awareness among team members.
  13. 13 Why is it so important in a project environment? What are the benefits of using diversity to your advantage? ‘Diverse and inclusive business communities make for innovative thinking, better decision making and greater commercial success’ Chris Sullivan, Deputy CEO, RBS •Follow the sun requirements •Global reach •Enables you to manage better by developing better relationships •Influence the thinking and behaviour of your leaders •Provides opportunities Addressing diversity in the workplace enables you to address systemic forces such as power, privilege, prejudice, discrimination, and oppression that hinder optimal development
  14. Diversity and organisational change •Employees  most important factor to project teams and organisational success •Employees are most difficult to manage globally •Global Project teams usually comprise a diverse group of professionals with complementary sets of skills •Cultural diversity can bring several advantages to global organization: • Innovative approaches to problem solving, • Greater wisdom and experience Cultural diversity remains an important catalyst for originality and inventiveness 14
  15. What is the challenge? Company culture • Get the right balance – • Single, static, identifiable culture Vs a strong, cult-like cultures (not open to change) • Organisations have to survive in an environment that is • Complex • Dynamic • Ambiguous • Full of threats and opportunities  present additional demands – internal control / need to adapt to the environment • Corporate cultures themselves need to be open for change and have diverse views The Corporate culture must therefore help the organisation Spot opportunities and threats in the environment Facilitate a dynamic response in adapting to them By providing an answer on how to make use of diversity to their advantage 15
  16. Corporate culture ‘The pattern by which a company connects different value orientations (rules vs. exceptions or a people focus vs. a focus on goals) in such a way that they work together in a mutually enhancing manner. The corporate culture pattern shapes a shared identity which helps to make corporate life meaningful for the members of the organisation and contributes to their intrinsic motivation for doing the company’s work.’ Corporate culture consists of shared networks of meaning, providing coherence and a sense of commitment even though the pattern of meaning is continuously reconstructed in an ongoing process of reconciliation. This acknowledges that corporate culture needs to reinvent itself constantly.’ Fons Trompenaars and Peter Prudhomme 16
  17. Diversity in project teams and organisations 17 Organisational cultures need to be adaptable to a changing environment. Changing corporate culture = finding a balance between radical change and organic modifications, between bold moves and incremental adjustment. • Ensure the strengths of existing corporate culture are maintained such that there exists a meaningful corporate culture with a mix of existing core values and new, aspirational ones.
  18. 18 What is the future? One world  get the right people, doing the right jobs for the right customers at the right price
  19. 19 Next steps & action plan – What are you going to change? • Short term • Medium term • Long term
  20. 20 Questions
  21. This presentation was delivered at an APM event To find out more about upcoming events please visit our website