workforce cultural diversity training - documentation website · 2016-03-15 · workforce cultural...
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Workforce Cultural DiversityTraining
First Transit, Inc.
TP23 - Cultural Diversity
OBJECTIVES
Upon completion of this course, learners will beable to:Define diversity; Explain what diversity is, and what it is not; Analyze diversity issues beyond the assumed
categories; Apply behavioral tools for fostering a more
inclusive work atmosphere.
TP23 - Cultural Diversity
Diversity Defined
Diversity is the mosaic of people who bring a variety ofbackgrounds, styles, perspectives, values and beliefs asassets to the groups and organizations with which theyinteract.
TP23 - Cultural Diversity
Primary and Secondary Dimensions ofDiversity
Age
SexualOrientation
Ethnicity
Gender
Race
Disability
Geographiclocation
Education
Working /Thinking Style
Family Status
CommunicationStyle
OrganizationalRole and Level
First Language
Religion
SocioeconomicStatus
Work Experience
MilitaryExperience
TP23 - Cultural Diversity
Examples of Cultural and GenerationalDifferences:
Individual vs. Team Work orientation
Visual vs. Oral Learning Style
Expressive vs. Introverted behavior
Physical vs. Non-Physical
Emotional vs. Reserved Personality
Assertive vs. Obliging Behavior
Outgoing vs. Solitary Social Style
Work vs. Family Focus
Divergent vs. Convergent Thinking
Long Term vs. Short Term Career Planning
TP23 - Cultural Diversity
A New Metaphor for American Culture
The “melting pot” metaphor ofAmerican society has evolved.Instead, consider a vegetable soupmetaphor.
You can easily identify and tastethe flavors of the individual parts.
Member of individual groups maynot want to be assimilated, theywant their tastes, looks, andtexture to remain whole.
To reap the business benefits ofdiversity you must employinclusive work strategies.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
ImprovedUNDERSTANDING ofthose you work for, with,and around.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Creates a workenvironment that allowseveryone to meet their fullPOTENTIAL.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Provides MULTIPLEPERSPECTIVES onproblem solving.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Better PERFORMANCEoutcomes.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Increased employeePRODUCTIVITY.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Increased RETENTIONrates.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Boosts employeeMORALE.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Improved CUSTOMERRELATIONS.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
Reduces COMPLAINTSand grieveances.
TP23 - Cultural Diversity
Benefits of Workforce Diversity andInclusion
IT’S THE RIGHT THINGTO DO.
TP23 - Cultural Diversity
What does Diversity mean for theWorkplace?
TP23 - Cultural Diversity
What does Diversity mean for theWorkplace?
To be a high performingorganization:
Diversity should bebroadly defined by EEOCdemographics
Social perspectives
Cognitive perspectives
Behavioral perspectives
TP23 - Cultural Diversity
What does Diversity mean for theWorkplace?
To be effective, diversity management must be strategically implemented andaligned with business goals
Diversity requires investment and attention to be effective.
TP23 - Cultural Diversity
What does Diversity mean for theWorkplace?
Intolerance and insensitivity to diversity breeds disastrous andcostly results.
TP23 - Cultural Diversity
What does Diversity mean for theWorkplace?
Diversity principles must beincorporated to all aspects of anorganization’s performanceculture, including: Leadership communications Recruitment and retention
strategies Rewards and development
systems Group work processes Succession planning Strategic planning
TP23 - Cultural Diversity
What is Organizational Culture?
Organizational culture is the expression of assumptions, values,and beliefs which govern how people who are part of anorganization behave.
TP23 - Cultural Diversity
What is Organizational Inclusion?
Equity of Practices
Organizational Culture
Voice & Participation
Extent to which the organizationprovides fair and equitabletreatment to all employees andgroups
Extent to which culture avoidsassimilationist strategies and is opento learning from different and non-traditional sources
Extent to which the organizationdraws up on diverse sources ofknowledge and experience forplanning and operations
TP23 - Cultural Diversity
Obstacles to Cross-CulturalCommunication
Fear
IrrationalAssumptions
Prejudice
Misunderstanding
TP23 - Cultural Diversity
Obstacles to Cross-CulturalCommunication: Irrational Assumptions
An irrational assumptionis a belief that is foundedon baseless supposition,often skewed by bias. Oneof the best examples ofirrational assumptions arethe stereotypes weformulate about peoplebased on their associationor membership with culturalor ethnic groups.
TP23 - Cultural Diversity
Obstacles to Cross-CulturalCommunication: Misunderstanding
Misunderstandings are anormal part of communicationeither because we unintentionallyor intentionally use the wrongwords or because we don’tunderstand what is being said tous. To prevent misunderstandingknow who you’re talking to, berespectful, and be sure of whatyou want to say
TP23 - Cultural Diversity
Obstacles to Cross-CulturalCommunication: Prejudice
By definition, prejudice iseither a bias in favor of oragainst something. Suchbiases can of course bebenign, however, thosepreferences having to dowith people can be hurtfuland cause problemsespecially in the workplace.
TP23 - Cultural Diversity
Obstacles to Cross-CulturalCommunication: Fear
Fear of change in the workplace is counterproductive, especiallyfear of ideas and people who are different from us.
TP23 - Cultural Diversity
#1 Rule for Diversity, Inclusion, andConstructive Conflict Management
Dialogue! Dialogue!Dialogue!
In order to understand theother person’s point ofview, seek first tounderstand
In order to communicateyour own position
In order to arrive at amutually beneficialagreement that servescommon goals
TP23 - Cultural Diversity
How Can Managers Promote Diversityand Inclusion?
Lead employees by example; respect people and diversity in theworkplace
Create a welcoming, inclusive environment in which toconduct business
Incorporate diversity in policies, strategic plans, and operationalprocedures
Learn and practice early conflict resolution strategies
Practice regular, effective, and open communication;empower your employees. This requires trust.
Demonstrate executive commitment to diversity on anongoing and regular basis.
Walk the talk.
TP23 - Cultural Diversity
How Can Employees Promote Diversity?
Practice positive, constructive work habits in the workplace workcooperatively towards a common goal.
Live up to the social contract; contribute to your fullpotential; strive for excellence.
Recognize and respect others and their individuality.
Think before you speak and be sensitive to others.
Talk about your differences and ask tactful questions abouthow people want to be treated.
Eliminate stereotypes and generalizations.
TP23 - Cultural Diversity
Case Study
Susan, a First Transit employee, was sent to Costa Rica for several weeksto learn about transportation industry opportunities. The day Susanarrived, she was scheduled to meet with local transit authorities for aninformal, social networking event at 7 pm. She arrived at 7 pm sharp, buthad to wait a half hour before her colleagues began to show up. No oneapologized for being late. Susan was so upset by this, that shecomplained. They were all unresponsive to her concerns. She regardedthis tardiness as a sign of disrespect, and could not understand why noone was sympathetic to her.
What should Susan have done? Is this a cultural issue?
TP23 - Cultural Diversity
Case Study
Costa Ricans are known for observing Tico time, known locally as “la horatica”. Traditionally, late arrivals to social events, and even sometimes tobusiness meetings, are not viewed as rude. Tardiness is not meant tooffend (p. 71) .
It is Susan’s responsibility to educate herself on Costa Rican culture,customs, and etiquette before traveling. Had she done this, Susan wouldhave:
had a better idea of what to expect from her hosts; not take the tardiness of her hosts personally; and been prepared to respond appropriately and with respect to the
people she could potentially be doing business with.
Gillespie, K. , Hennessey, H. (2016). Global Marketing. New York, NY: Routledge.
TP23 - Cultural Diversity
Contact Information
Please email any questions or concerns to:[email protected]
TP23 - Cultural Diversity