how workplace diversitydrives and challenges performance

Sarie Leroy

Change & Leadership Coach

HR Summit & Expo

Dubai 2014

How workplace diversity drives and challenges performance

Setting the stage - exercise

Look at (one of) your neighbor(s)

List 3 things in which he/she differs from you

What conclusion can you draw from these differences?

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Various types of workforce diversity

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age marital status

physical abilities

religion

geographic background

race gender

culture

education mother tongue

Workforce diversity: a definition "The variety of experiences and perspective which arise from differences

in race, culture, religion, mental or physical abilities, ancestry, age,

gender, marital status and other characteristics.“ (The Chancellor's Committee

on Diversity – University of California)

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“Diversity is otherness or those human qualities

that are different from our own and outside the

groups to which we belong, yet present in other

individuals and groups.”

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Workforce diversity is not … but it is …

Affirmative action … optimizing business necessity

Treating everyone the same … treating everyone fair


Learn from … other’s mistakes It's one thing to recognize that adding diversity to your workforce can add

value to your business. But it's another thing altogether to make it happen.

No matter the size of your organization, or what industry you're in, on your

journey to building a more diverse workforce, there's a chance you'll run

into a few potholes along the way. But just like everything else in life,

learning to do it right doesn't mean you have to make all the mistakes

yourself.

This seminar aims at helping you with that.

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“When an organization lacks diversity, it’s not the employees

who need fixing. It’s the business systems.”

J. C. Williams - Harvard Business Review Oct’14

Sarie Leroy – [email protected]

How Well Do You Manage Diversity?


Do you test your assumptions before acting on them?

Do you believe there is only one right way of doing things, or that there are a number of valid ways that accomplish the same

goal? Do you convey that to colleagues?

Are you comfortable with each employee? Do you know what motivates them, what their goals are, how they like to be

recognized?

Are you able to give negative feedback to someone who is culturally different from you? Or is it adding a challenge?

When you have open positions, do you insist on a diverse screening committee and make additional outreach efforts to ensure

that a diverse pool of candidates has applied?

When you hire a new employee, do you not only explain job responsibilities and expectations clearly, but orient the person to

the company culture and unwritten rules?

Do you take immediate action with people within your company when they behave in ways that show disrespect for others in

the workplace, such as inappropriate jokes and offensive terms?

Is the company image one of corporate diversity?

Do you have a good understanding of institutional isms such as racism and how they manifest themselves in the workplace?

Do you ensure that assignments and opportunities for advancement are accessible to everyone?

If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well.

The actual diversity driver

“Company photo diversity” The organization only considers the visible dimensions of diversity primarily race, and

gender. The company photo looks good. This narrow definition of diversity offers little or

no value to the organization in terms of new ideas, creativity and innovation.


“ Diversity by Numbers” Demographics reflect the outside community but it is

only at the lower levels. (Production, and unskilled

labor) There is little or no diversity as you move up

into management.

“Diversity as a distinct (competitive)

advantage”

Flexibility, agility, innovation and many more benefits

result from a diverse workforce.

Tips to manage diversity


“Treat others as you want to be treated !”

“Treat others as they want to be treated !”

Tips to manage diversity

Challenge and change policies, practices, and ways of thinking

within your organization that have differential impact on

different groups

List what organizational changes should be made to meet the

needs of a diverse workforce, to maximize the potential of

all workers, and to best contribute to the company result

Ensure that diversity is threaded through every aspect of

management (at various levels)

Create self-awareness amongst all employees, in terms of

culture, background, stereotyping


My own diversity plan Type of

diversity % employees vs customers

Level in organization

Advantages Challenges My actions to be taken


Questions or remarks? Let’s connect!
