“Harnessing the diversity of thought”

Rob Estell LSCSWThe University of Kansas for

Diversity in the workplace

Today’s AgendaToday’s Agenda

• What is Diversity• Why Diversity? (Best Practice)• Macro to Micro (global)• Dimensions of Diversity• ABC’s OF Self Awareness• Strength Perspective• Harnessing the Diversity of Thought

After this class you will:

•Understand and be able to articulate the business case for diversity

•Be able to use a variety of tools/methods to work effectively with a diverse workforce.

Learning ObjectivesLearning Objectives

Table 1: Differences between Diversity, EEO, and Affirmative Action

Diversity EEO Affirmative Action

Inclusive of all groups Eliminates discrimination Targets underutilized groups

Maximizes the potential of all employees

Provides equal access opportunity

Measures good faith efforts for minorities and women

Broader than ethnicity, race, and gender

No one is excluded from participation.

Helps to prevent discrimination

Not legally mandated Legally mandated Legally mandated

Grounded in individuality Grounded in assimilation Grounded in assimilation

Change the system or operation Change the mix of people Change the mix of people

Equality Preference Preference

Focuses on all elements of diversity

Focuses on race, gender, and ethnicity

Focuses on race, gender, and ethnicity

What is Diversity? What is Diversity?

If we could shrink the earth’s population to a

village of precisely 100 people,

with all the existing human ratios remaining the same, it would look

something like this . . . . .

57 Asians, 21 Europeans, 14 people from the Western Hemisphere (north and south,) 8 Africans. 52 would be female 48 would be male 70 would be non-white and 30 white 70 would be non-Christian, 30 would be Christian 89 would be heterosexual, 11 homosexual 59% of the entire world’s wealth would be in the hands of only 6 people and all 6 would be citizens of the United States. 80 would live in substandard housing 70 would be unable to read 50 would suffer from malnutrition One would be near death; one would be near birth Only one would have a college education One would own a computer. When one considers our world from such a compressed perspective, the need for both acceptance and understanding becomes very evident.

Something to think about…Something to think about…

The Changing MarketThe Changing Market• Women

> By 2010, women are expected to control $1 trillion, or 60% of the country’s wealth.

• African-American market> Estimated $723 billion in purchasing power, growing by 127% between 1990 and 2003

• Hispanic/Latino market> Purchasing power in the U.S. is $686 billion and projected to reach $1 trillion by 2010.

• Asian American market> Buying power is estimated at $400 billion

• Native American market> $48 billion in discretionary spending power

• People with Disabilities> $220 billion in discretionary spending power

• GLBT market> Total buying power of the U.S. gay, lesbian, bisexual and transgender adult population is estimated to be $641

billion.• Traditionalist/Baby Boomer market

> $1.7 trillion in buying power; accounts for 50% of all discretionary income.

0 21 3 4

THINKTHEYARE A FIVE

THEY HAVETO

BUSINESS

REASONS

5

DOGOODERS

TRANSITION EQUITABLESYSTEMS

No problem Here!

Legislatedfairness

Good CorporateCitizens

Vision ofBecoming a 5

Level Playing Field

UltimateGoal

Drivers for diversity and equality in the workplace

Drivers for diversity and equality in the workplace

• As shown on the previous screen, there are many reasons why an organization might/ should focus on Diversity.

• Usually, these fall under two broad themes: the Values Case and the Business Case.

• Both the Values Case and the Business Case are important and necessary; they do not contradict each other, but rather complement each other.©SHRM 2008

Values CaseValues Case Business CaseBusiness Case

“It’s the right thing to do, and will make our people happier.”

“It’s the smart thing to do, and will improve our bottom line.”

The bottom line…The bottom line…

Dimensions of Diversity

Dimensions of Diversity

Are we getting Diversity wrong?

Diversity off Thought

Diversity awareness is NOT about changing who you are

Self AwarenessKnowing who you are,

your own cultural assumptions, and perspectives

Awareness of OthersLearning about others, recognizing

similarities and differences

Interpersonal DynamicsInteracting with and managing those who are

like you and those who are different in ways

that are effective and respectful

Self AwarenessABC’s of Thinking

A B C

Triggers Automatic Reaction Thought

ATTITUDES or CONDITIONAL BELIEF

“BLANKET STATEMENT”GENERALIZATIONS

Self awareness questionsSelf awareness questions• How much do I know about the beliefs and values of

my co workers?• What do I need to know to understand the behaviors

of clients who are totally different from my expression of diversity?

Organizational Questions

Organizational Questions • How can my beliefs and strengths help me to work

better in my organization/practice?• How does my diversity profile add value to the

overall vision and mission of my organization or practice?

• What should I do to create an inclusive work environment that acknowledges and maximizes the positive aspect of all diversity?

Self-Awareness Negative Outcomes?

People avoid discomfort

Denial is a common method of defending one's self from uncomfortable information, and used behavioral responses tend to stay intact.

Examples

Strengths Perspective

STRENGTHSCHARATERISTICS

INTERNAL

EXTERNAL

CONCEPTUALIZE“BIG PICTURE”

LOGICAL

COMUNICATION SKILLS

DRIVEN

OPTIMISTIC

SENSE OF HUMOR

BOTTOM LINE FOCUS

SPIRITUAL

WARM

OVER WEIGHT

MALEAFRICAN AMERICAN

MIDDLE -AGED

CALMING PRESENCES

INTELLIGENCE

Diversity of Thought

I know what I know I know what I don’t know

I don’t know what I think I know

I don’t know what I don’t know

“Diversity of thought”

Diversity?

Diversity of ThoughtDiversity of Thought

To be successful, we must harness diversity of

thought. – Diversity of people,– Diversity of background,– Diversity of experience,– Diversity of skills and strengths.

But most important,

1. Diversity of ideas.

2. Diversity of inventiveness.

In closing……In closing……

If we are doing our job as corporate leaders, we must think beyond the

current stock price. • Where will new ideas come from? • Where will new business models come from? • Where will talent come from? • Where will our customers come from?

We’re living in an era that’s defined by the power of ideas, the power of connections to knowledge, to information. Smart people reside everywhere in the world - all kinds of people and smart

people brimming with ideas that have yet to be heard.