diversity and inclusion

Today's workplaces are growing and experiencing rapid change due to many factors such as technology and a global workplace; diversity is an important part of this change.

Diversity is essential to our ability to deliver high performance to clients. Our global workforce gives clients access to a rich range of talent, representing different styles, perspectives and experiences. This diversity is a critical strength that we work hard to maintain and foster. It makes us a better company on every dimension.“

Pierre Nanterme CEO Accenture

Every organization has a distinct culture created by a number of factors including the diversity of the workforce composition of the organization, across dimensions such as gender, race, national origin, ethnicity, caste, religion, age, sexual orientation, disability, language, education, social and economic background etc. as well as life experience. My role is to enable my organization understand and manage the dynamics produced by this mélange of identity dimensions and their impact, always in the best interests of our core business vis-à-vis poverty reduction.

Julie Oyegun

Chief Diversity Officer ,World Bank Group Office of Diversity Programs

Diversity and Diversity and InclusionInclusion

A Workplace Perspective ByNoruwa Edokpolo

International Labour Organisation Certified Master Trainer

Transformed Thinking

Focus AreasFocus Areas

What is diversity?What is inclusionWhy is it important to understand diversity?

What are the consequences of not managing diversity

How to manage diversity?

“Diversity is the sum of all the differences and similarities everybody brings to the table. Inclusion is leveraging those differences and similarities for the common good so that everyone is able to reach his/her full potential”. Julie Oyegun

Why is it important to understand Why is it important to understand diversity?diversity?

Diversity is more than just toleratingdifferences. It is: respecting, appreciating, and

understanding the varying characteristics of individuals.

Everyone is unique and no single person is a representative of a certain group.

Stereotypes and other racial biases/prejudices are damaging to a business.

Our collective failure to manage Our collective failure to manage our Diversity?our Diversity?

What about “ generation?”

Definition: A body of individuals born in approximately the same time period who generally share similar behaviors and attitudes.

Understand that there are now four (4) generations in the workplace

with different: expectations, motivations, attitudes, and behaviors.

An understanding of these generational differences can equip one to

handle workplace situations with increased insight.

The Four (4) Generations

Traditionalists/Veterans (Born 1922-1945)

Baby Boomers (Born 1946-1964)

Generation X (Born 1965-1982)

Millennia's/Generation Y (Born 1983-

1997)

What are the generations in your What are the generations in your organization?organization?How they differ:Preferred Leadership Approach.Communication Style. Motivational Buttons.How They Interact with Others. Preferred Approach to Feedback. View toward the Company.Work Vs. Personal Life. Desired Rewards. Financial Behaviors. Relationship with Technology. Expectations.

Benefits of Understanding Generational

differences:

More effective communicationless misunderstandings. Increased recruitment and employee

retention. More effective motivational methods. Better-formed expectations. Increased productivity and teamwork.

Consequences of not Consequences of not managing diversity.managing diversity.Discrimination breeds narrow-mindedness, impairs employee morale, strains employee relationships, and thus, damages productivity. Not to mention, it is illegal and costly in terms of litigation!

The Challenge of Workplace The Challenge of Workplace Diversity?Diversity?The challenge lies in the continuous

improvement of the integration and social acceptance of people from different backgrounds.

Our differing human characteristics influence the way we think, act, interact, and make choices.

Often, these differences interfere with our ability to support, trust, and respect each other, and thus to effectively function together.

Diversity BiasDiversity Bias

Assumptions of Superiority◦I’m better than you.

Assumptions of Correctness◦This is the way it should be

Assumptions of Universality◦We’re all the same. Everybody is just like me.

Avoiding biasAvoiding bias

Similar-to-me effect – perceive others who are similar to ourselves more positively than we perceive people who are different

Social status effect – perceive individuals with high social status more positively than those with low social status.

Salience effect – focus attention on individuals who are conspicuously different.

Knowingly and willingly denying divers individuals access to opportunities and outcomes in an organization

What a diversity of employees What a diversity of employees provides…..provides…..

◦A variety of points of view and approaches to problems and opportunities can improve managerial decision making.

◦Diverse employees can provide a wider range of creative ideas.

◦Diverse employees are more attuned to the needs of diverse customers.

◦Diversity can increase the retention of valued organizational members.

◦Diversity is expected/required by other firms

What message are they sending What message are they sending out?out?

We are an equal opportunity employer….

We are gender sensitive….

We do not discriminate based on sex, religious orientation etc…….

Managing DiversityManaging Diversity

Mission clarity and alignment. your Diversity and Inclusion (D&I) strategy must aligned be to the business strategy of the organization.

Explicit and demonstrable support for and commitment to diversity and inclusion at all levels of the organization, especially top leadership.

Managing Diversity cont.’Managing Diversity cont.’

Continuous development of cultural competence & learning.

Strategic awareness of the implications of D&I – especially the costs to the institution, the business, clients and partners as well as individuals when we fail to manage our diversity well.

components of an inclusive components of an inclusive organisation organisation

Commitment to diversity - value people for their differences as well as their similarities

Focus on people - consideration and support for work-life balance. Open communication encouraged between all levels and flows in all

directions

Equality - recognize everybody's contribution to the success of the organization

Commitment to continuous learning - value and encourage professional and personal development

Maximizes everybody's potential - recognize and leverage everybody's skills and experiences, both traditional and non-traditional

Collaboration - resolve conflict with consideration and input from all parties involved◦adapted from Susan Woods (Cornell University):

Action GoalsAction Goals

List 5 personal commitment action goal for dealing with discriminatory behavior at work?

Determine your generational differences with your colleagues, have you been sensitive to the diversity difference.

RefrencesRefrences

http://www.helium.com/items/1371846-workplace-diversity-challenges

http://www.eurojournals.com/EJEFAS_30_06.pdf

Noruwa EdokpoloNoruwa EdokpoloTransformed Thinking Nig LtdTransformed Thinking Nig Ltdwww.transformedthinking.netnoruwa@transformedthinking.net08332914730833291473BB: 262245B5BB: 262245B5skype: jopoloskype: jopolo