RESPECT & INCLUSION. Leveraging Cultural Differences & Diversity in the Workplace. Presented by:

Transcription

1 RESPECT & INCLUSION Leveraging Cultural Differences & Diversity in the Workplace Presented by: Dennis Hungridge, M.A., SHRM-SCP TPO Consultant/Training & Development Specialist

2 Respect and Inclusion Everybody is Different Treat them with Respect... Please fill out your evaluation form!

3 Diversity, Inclusion & Acceptance "Diversity is being invited to the party; inclusion is being asked to dance." Verna Myers

4 Diversity, Inclusion & Acceptance When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are.

5 Why Leverage Diversity & Inclusion? The diversity of the world is here. Your business outcomes depend on it. The compliance issues will persist. It s the right thing to do. What will you tell your grandchildren when they ask you, How did you treat people who are different from us?

6 Development in United States 1960s to Present 60s 70s 80s 90s Present Equal Opportunity Affirmative Action Promote Diversity Diversity/Inclusion Focus Eliminate discrimination for protected classes/reduce legal risk through compliance Actively promote equal opportunity Broader definition to include religion, cultural, LGBT, and different ways of thinking Make explicit linkage between workplace and marketplace for innovation, teamwork and to obtain the best team

7 Why Leverage Diversity & Inclusion? The diversity of the world is here. Your business outcomes depend on it. The compliance issues will persist. It s the right thing to do. What will you tell your grandchildren when they ask you, How did you treat people who are different from us?

8 Leveraging Inclusion for the Business The Gender POV Gender-diverse business units in the retail company have 14% higher average comparable revenue than less-diverse business units (5.24% vs. 4.58%.) Gender-diverse business units in the hospitality company show 19% higher average quarterly net profit ($16,296 vs. $13,702) than less-diverse business units.

9 Leveraging Inclusion for the Business Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.

10 WELL, YES! THAT ALL MAKES SENSE Where Do We Start? How Do I get Him to Listen to Me? Why Do THEY Act That Way? Why Can t Some People Just Get Over Things?

11 What Can t They Do? Review the list of employee types. Write the first thing that comes to your mind for each employee type. You will NOT be asked to share your responses.

12 What Can t They Do? 67 year-old welder. 23 year-old programmer. Woman in business suit wearing 4 heels. Single parent with 2 children under year-old from East Salinas.

13 What Can t They Do? So, how did that feel?

14 So, What s Next? Action Items Know the diversity/inclusion goals and vision of your organization. Participate in employee engagement surveys and respond as openly and honestly as possible. Actively engage in the diversity/inclusion effort. Become culturally competent. Learn about other cultures, religions and backgrounds.

15 So, What s Next? Action Items Treat people the way THEY wish to be treated. Drive positive change in the organization. Be a spokesperson for diversity issues that are not necessarily your own. Welcome ideas that are different from your own, and support others.

16 So, What s Next? Action Items Understand the diversity elements that you personally bring to the organization. Commit to continuous improvement. Seek and learn from feedback. Communicate and educate. Diversity/Inclusion is a journey not a destination.

17 Now It s YOUR Move! 1. Review the Action Items. 2. Decide on 3 that speak most clearly to you. 3. Write 3 actions you can take to live the three Action Items you identified. 4. Identify any obstacles you might encounter. 5. Decide on a timeline for taking action. 6. Identify a partner to support your efforts.

18 Q & A

19 RESPECT & INCLUSION please fill out your evaluation form! For TPO s Training Calendar, go to: Presented by: Dennis Hungridge, M.A., SHRM-SCP TPO Consultant/Training & Development Specialist dennish@tpohr.com