Many people assume that workplace diversity is only about increasing racial, national, gender, or class representation in our workforce. A diverse workforce embodies varied perspectives and approaches to work that members of different identity groups bring. At this program, you will learn how to address challenges that the expression of different perspectives presents for a team, as well as opportunities for professional development.
Call Girls In DLf Gurgaon ➥99902@11544 ( Best price)100% Genuine Escort In 24...
Affirming and Enabling Diversity
1. Affirming and Enabling Diversity
Office of Human Resources
Affirming and Enabling
Diversity
2. Affirming and Enabling Diversity
Office of Human Resources
“Williams embraces core
values such as welcoming
and supporting in the
College community people
from all segments of our
increasingly diverse
society…”
Core Value
Excerpt from Williams College Mission and Purposes
http://archives.williams.edu/mission-and-purposes-2007.php
3. Affirming and Enabling Diversity
Office of Human Resources
Contributes to creating an environment where
we all can live, learn, and thrive. Acknowledges
and values the unique differences that make us
who we are. Provides service in a way that
demonstrates sensitivity and responsiveness to
the unique identities of all members of the
Williams community.
Competency: Affirming & Enabling Diversity
4. Affirming and Enabling Diversity
Office of Human Resources
• What does this mean to
you?
• How do you counsel your
staff on what this means?
Discussion
5. Affirming and Enabling Diversity
Office of Human Resources
Groups protected from the employment discrimination by law.
• men and women on the basis of sex;
• any group which shares a common race, religion, color, or national
origin;
• people over 40; and people with physical or mental handicaps.
Massachusetts (MCAD) further protects:
• gender identity, age, criminal record (inquiries only), mental illness,
retaliation, sexual harassment, sexual orientation, active military
personnel, and genetics.
EEO laws were passed to correct a history of unfavorable treatment of
women and minority group members.
Equal Employment Opportunity Commission
6. Affirming and Enabling Diversity
Office of Human Resources
Diversity
The inclusion of different types of people (such as people of different races
or cultures) in a group or organization
The concept of diversity encompasses acceptance and respect.
It means understanding that each individual is unique, and recognizing our individual
differences.
It is about understanding each other and moving beyond simple
tolerance to embracing and celebrating the rich dimensions of diversity
contained within each individual.
7. Affirming and Enabling Diversity
Office of Human Resources
Dimensions of Identity
Universal
Affiliation
Group
Individual
8. Affirming and Enabling Diversity
Office of Human Resources
Bias is prejudice in favor of or against one thing, person or group compared with
another, usually in a way considered to be unfair.
Types of Bias
• Ableism
• Classism
• Discrimination
• Hate Crime
• Heterosexism
• Homophobia
• Implicit Bias
• Microaggression
• Oppression
• Prejudice
• Racism
• Sexism
• Silencing
• Stereotype
• Transphobia
• Xenophobia
10. Affirming and Enabling Diversity
Office of Human Resources
Generally speaking, a micro aggression is an act that stereotypes or
denigrates the recipient. Examples:
• I went to see a woman doctor.
• You don’t sound black.
• To a woman of color: you are so articulate
• You don’t look Jewish
• He is Christian, but very open-minded.
• It’s great you don’t have any accent (to a Korean American).
• I never would have guessed you were gay.
• Isn’t it nice that you are helping your wife out with the kids at home?
• You are no shrinking violent. And I mean that as a complement
• You are doing such a great job (to a disabled employee who is doing no
better than anyone else.
• I thought that way when I was young.
Micro Agression
11. Affirming and Enabling Diversity
Office of Human Resources
Generally speaking, a micro inequity is a slight that demeans or
marginalizes the recipient. Examples:
• The leader says good morning to everyone but one person.
• A manager repeatedly ignores the existence of a colleague in the
elevator.
• A group of employees go out for coffee or drinks after work and leave
one person on the team consistently behind.
• A manager is more lenient in providing time off to women to care for a
child than men.
• Asking the only woman in the room to take notes or minutes.
• Consistently asking the millennial in the office for tech support.
Micro Inequity
12. Affirming and Enabling Diversity
Office of Human Resources
• People’s willingness to
participate is negatively
impacted.
• They give less energy to
complete a task.
• When people feel devalued
they don’t give their best.
What impact do micro aggressions &
micro inequities have?
13. Affirming and Enabling Diversity
Office of Human Resources
• Root out hidden bias, recognition is
the first step to dealing with and
overcoming biases.
• Give and get feedback.
• Increase positive contacts with diverse
groups.
• Ensure diverse voices are heard.
• Be thoughtful.
What can we do?
14. Affirming and Enabling Diversity
Office of Human Resources
Impact on Performance
Managers can and should pay attention to small things.
Communication Gap
Spectator/Selfish
Inefficient & Uncommitted
Discouraged
Demotivated
Unengaged
Negative
15. Affirming and Enabling Diversity
Office of Human Resources
Affirming the work of another person is likely both to help that person do well,
and to help him or her to enjoy doing well.
Micro-Affirmations
Positive
Engaged
Self-Motivated
Efficient & Committed
Team Player
Better Understanding & Communication
16. Affirming and Enabling Diversity
Office of Human Resources
“I treat everyone the same.”
Managing Your Staff
17. Affirming and Enabling Diversity
Office of Human Resources
#the4thbox
What would you put in the 4th box?
18. Affirming and Enabling Diversity
Office of Human Resources
• Participate in Claiming Williams Day.
• Attend a cultural competency workshop.
• Voluntarily participates in campus committees.
• Hiring, retaining, and promoting individuals from diverse
backgrounds.
• Building cohesive, productive work teams.
• Resolving sensitive conflicts between team members.
• Demonstrates empathy and understanding of other person’s story.
• Creating an environment that promotes dignity and respect.
• Helps new employees acculturate to the institution’s norms.
• Speaks outs to educate, does not collude in insensitive exchanges.
• Displays random acts of kindness.
Performance Standards
19. Affirming and Enabling Diversity
Office of Human Resources
• What can you take back and
apply with you staff?
• Where is it you feel you need
help or more education?
Questions
Every U.S. citizen is a member of some protected class, and is entitled to the benefits of EEO law.
A way to learn more about how we know ourselves and others is to examine a model called Dimension of Identity. It’s a basic conceptual framework that affects how we see and interact with others, how we see ourselves, and how others see and interact with us. Provides insight into human behavior that can help us recognize why stereotypes persists.
The Dimensions of Identity diversity framework defines the ways in which we see others and ourselves. Its provides explanations for behavior and describes why how I see myself and how I see you will affect how I act toward you and how you act towards me. Identity is considered with 4 dimensions: individual, group, affiliation, and universal.
Assuming someone with a unique name is not from the US, commonly happens to Asian individuals
Assigning more labor physically intensive task to men
Assuming all Latino individuals are fluent in Spanish
Use of the word queer as a synonym for odd
Both have have serious cumulative, harmful effects, resulting in hostile work environments and continued minority discrimination in public and private workplaces and organizations. It is well-known that most micro-inequities occur as a result of implicit biases that we all possess.
However most people remain unaware of their biases.
Implicit association tests covering race, gender, ethnicity, weight, age, religion, disability and sexual orientation.
Workshops like these
Micro-affirmations are tiny acts of opening doors to opportunity, gestures of inclusion and caring, and graceful acts of listening. Micro-affirmations lie in the practice of generosity, in consistently giving credit to others—in providing comfort and support when others are in distress, when there has been a failure at the bench, or an idea that did not work out, or a public attack. Micro-affirmations include the myriad details of fair, specific, timely, consistent and clear feedback that help a person build on strength and correct weakness.
Originally drawn to show “equal opportunity” alone wasn’t a satisfactory goal and that we should somehow take into consideration equality of outcomes
What do these blocks represent?
What other underlying assumption here could you challenge?
“Mary Smith is lazy.”
“Mary Smith did not complete a single task on time, failing to meet her goals.”
Gender neutral bathroom, acknowledge the significance
