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Welcome to: Supporting Diversity at Supporting Diversity at

AutolivAutoliv

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High-Performance Leadership

Leadership Behaviours

• Grows People

• Exhibits Integrity

• Promotes Teamwork

• Encourages Innovation

• Is Results Oriented

• Provides Clarity and Direction

• Supports Diversity

• Demonstrates Accountability

• Displays Enthusiasm

• Supports Global Strategies

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Learning Outcomes

1. An improved understanding of diversity

2. An awareness of how to build a more inclusive workplace and leverage differences of all kinds

3. Personal action plans to support diversity and inclusion at Autoliv

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Agenda

Session Heading Time (minutes)

1 Welcome and Introductions 20

2 Country and Organisational Demographics 20

3 Definitions and Frameworks 30

4 Stereotypes and Perceptions 60

Break 10

5 Application of Learning 60

6 Action Planning 20

7 Summary 20

Total 240

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Ground Rules

• Speak for yourself - use “I” statements• Actively participate in the session• Be open to new ideas• Demonstrate mutual trust and respect• Maintain confidentiality

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The Iceberg of Culture

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DiversityAll the ways we differ.

Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organisations with which they interact.

Recognising, respecting and accommodating human differences to create and sustain an environment where everyone can achieve his or her full potential.

Inclusion

Definitions

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Four Layers of Diversity

*Internal Dimensions & External Dimensions are adapted from Marilyn Loden& Judy Rosener. Workforce America! (Business One Irwin, 1991) From DiverseTeams at Work, Gardenswartz & Rowe (Irwin, 1995)

Personality

Age

Location

Level

Ability

Education

Race Gender

Culture

Sexual Orientation

WorkExperience

Appearance

ParentalStatus

Marital

StatusIncome

Habits

Interest

ReligionWork

Location

UnionAffiliation

ManagementStatus

Role

Division/

Group

Seniority

Family Structure

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Benefits

• Becoming an employer of choice

• Leveraging workforce to full potential

• Improving services

• Increasing markets and business growth

• Improving as an organisation

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Barriers

• Managers/leaders holding all knowledge

• Negative evaluations

• Blame and criticism

• Power struggles

• Systemic discrimination

• Prejudice

• Parochialism

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Perception

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Perception

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Perception

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Ladder of Inference

Senge et al, 1994

actions

assumptionsconclusions

beliefs

meanings“selected” data

“observable” data

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Eight Aspects of Diversity

• Age

• Culture

• Gender

• Mental/Physical Ability

• Organisational Role

• Race

• Religion

• Sexual Orientation

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Strategies for Supporting Diversity

D emonstrate self awareness.

I nquire about other cultures.

V ive la diffèrence.

E ducate yourself.

R ole model appropriate behaviour.

S eek first to understand.

I nstigate diversity practices.

T hink the talk. Walk the talk. Talk the talk.

Y ou make the difference!