Information Session. Cultural Awareness. Susan A. Lill, SPHR Align HR Services. Align HR 1

Transcription

1 Information Session Cultural Awareness Susan A. Lill, SPHR Align HR Services Align HR 1

2 Session Objectives Learn terminology - culture and diversity Understand demographics and the impact on our workplace Learn about the types and benefits of diversity Become familiar with socialized differences Learn about the 5 stages of cultural awareness Align HR 2

3 Affirmative Action Diversity Culture Race Ethnicity Ethnocentrism Multiculturalism Defining our terms Align HR 3

4 2000 U.S. Census AGE Boomers 11,000 turning age 55 each day By 2008 = 55% of workforce age 55 or older; less than 10% age and less than 20% age GENDER Increased number of women entering workforce now and for next 5 years; decreased number of men Equal number of men and women in workforce by end of decade Align HR 4

5 2000 U.S. Census RACIAL AND ETHNIC MINORITIES Increasing as Caucasian workers are decreasing as a percentage of population Hispanics now 13% of population (60% increase since 1990) and fastest growing minority group in Carolina s African-Americans 12.3% of population Asian-Americans 3.6% of population (48% increase since 1990) 11% of population is foreign-born/18% speak non- English at home Align HR 5

6 OTHER FINDINGS 50.9% women 2000 U.S. Census 55% Protestant, 28% Catholic, 2% Jewish, 8% none, 6% other 14% disabled 82% high school diploma 31% college degree 11 million heads of household unmarried partners (72% increase) Align HR 6

7 The Generations 4 Generations at work Builders age 56 and older (35 million) Boomers age (78 million) Gen X age (40 million) Gen Y 15 and under (57 million) Each has own sets of values and experiences that can either set them apart or join us together. Align HR 7

8 Diversity Factors Primary Factors More visible? Similarities AND differences can separate us RELIGION AGE DISABILITY ETHNICITY PERSON GENDER RACE SEXUAL ORIENTATION Align HR 8

9 Diversity Factors Secondary Factors Less visible? or bring us together LANGUAGE INTERESTS VALUES FAMILY STATUS PERSON EDUCATION POLITICS REGION Align HR 9

10 TIME: 15 minutes Group Exercise Called Similarities and Differences Take a few minutes to complete Column A on answer sheet Get up and go around the room looking for a person to match each of your answers Write in their name beside the match and move on only 1 match per person Debrief at end Align HR 10

11 Socialization Process Inputs Time and influences Outputs Align HR 11

12 Sources of Influence Inputs. Family School Neighborhood Church Relatives Friends Boss Co-workers Media Clubs/organizations Entertainers Align HR 12

13 Results of Socialization outputs Beliefs Values Attitudes Assumptions Prejudices Discrimination Preferences Bias Stereotypes Affinity or affiliation Align HR 13

14 Impacts To Workplace Positive Impacts Affinity groups Teamwork Camaraderie Inclusion and tolerance Negative Impacts Cliques Intolerance Discrimination Isolation Align HR 14

15 Stages of Awareness 1. Unawareness: no prior thought given to differences, attitudes and beliefs 2. Beginning Awareness: discomfort and begins to question prior assumptions. 3. Conscious Awareness: begins to work through discomfort and pursues learning. 4. Consolidated Awareness: commits to making changes to beliefs and behaviors. 5. Transcendent Awareness: multicultural awareness becomes a way of life. Align HR 15

16 Ignorance Is Not A Defense Legal liability issues Federal regulations EEO laws Harassment and discrimination cases Legal and other considerations Align HR 16

17 Legal Liability Investigations media scrutiny, law case examples, public record Fines Penalties Incarceration Organizational liability Personal liability Align HR 17

18 Federal Regulations ADA ADEA EEOC AAP/OFCCP Title VII Civil Rights Act FMLA PDA Align HR 18

19 Cases and Settlements Mitsubishi (1998) - $34 million Texaco (1996) - $176.1 million Ford (1999) - $8 million Coca-Cola (2000) $192.5 million Microsoft (2001) $5 billion lawsuit, settlement pending Celanese Acetate (SC) (2001) - $75,000 Duke University (NC) (2001) $500,000/Supervisor $5,000 Wal-Mart (2005) - $11 million out of court settlement Align HR 19

20 Other Considerations Intent vs. Impact Beliefs vs. Behavior Leaders act as agents for the organization (first and foremost) Personal liability rising Role of Supervisors and Department Managers Align HR 20

21 Benefits of Cultural Awareness Improved group problem-solving of complex issues Improved customer service Improved ability to find and keep employees Improved advancement, development, mentoring and role modeling for all employees Increased inclusion and sense of belonging due to improved cultural competence of workforce Greater ability to leverage full potential of employees and be flexible, adaptable and innovative as a group Align HR 21

22 The Key To Success 1. Prepare now for near future demographic changes in the workplace and local workforce 2. Create a workplace culture of awareness, inclusion and tolerance 3. Share personal responsibility for welcoming and understanding those different from you 4. Refrain from making assumptions about similarities and differences 5. Diversity = not about counting people but about counting people IN Align HR 22

23 CHINESE POEM Questions? Comments? Align HR 23

24 Gracias Grazie Danke Thank You Align HR 24