diversity 101: diversity a practical overview diversity 101: the what, why and how of diversity in...

DIVERSITY 101:DIVERSITY 101:

The What, Why and How of DDiivveerrssiittyy in OrganizationsA PRACTICAL OVERVIEWA PRACTICAL OVERVIEW

Evangelina Holvino, Ed.D.Chaos Management, Ltd.September 30, 2008Brattleboro, Vermont

United Way of Windham County presents

© 2008 Chaos Management, Ltd. 2

IntroductionsIntroductions

•Name and organizational role

•One difference I bring to this group today is …


GoalsGoals

• Clarify meanings of diversity – The What What it means for you/organization

• Review 6 reasons for diversity – The Why Select those important to you/organization

• Understand the steps to diversity in your organization – The How Apply the MCOD model to define and support a diversity effort


AgendaAgenda

• Welcome, introductions, overview

• What is diversity? Discussion and examples

• Why diversity? 6 reasons and yours

• Break

• The process of diversity The Steps The MCOD Model and its Application

• Q & A, evaluation and survey


Today’s QuoteToday’s Quote

“Diversity work is diversity work,

regardless of whether it takes place in

a corporation, a community, an organization, or a school.

J. Henkelman-Bahn and J. Bahn-Henkelman, 2003


Diversity Meanings:Diversity Meanings:ExplorationExploration

•Reflect on the meaning of diversity for you. What words or elements come to mind?

•In large group, share and discuss.


The What:The What:Diversity Core Diversity Core

ConceptsConcepts

Under-represented/disadvantaged social groups e.g., race, ethnicity/national origin, religion, sexual orientation, gender, class, ability, age (“protected classes”)

continuedcontinued



ConceptsConcepts

From eliminating, ignoring, toleratingto accepting, affirming and utilizing differences

continuedcontinued



ConceptsConcepts

•Diversity

•Inclusion

•Equity


What is Diversity?What is Diversity?An ExampleAn Example

Girl Scouts of the USA is

dedicated solely to girls—all

girls—where girls build

character and skills for success

in the real world.

What is Diversity?What is Diversity?An ExampleAn Example

Statement on Diversity by the CEO of Girl Scouts: •Diversity has been a core value since 1912 ...

•Before laws promoting civil rights were passed …

•Ensured that African-American, American Indian and Hispanic girls were able to become Girl Scouts …

•Available to girls who lived in rural and urban areas …

•Rich, middle class, and poor …

•Girls born in this country, as well as immigrants …


Your “What”Your “What”

What statement of diversity should guide your organization?



CommentsComments

? ? ?

“There are only four goals of a diversity strategy:

VP of Global Workforce Diversity © 2008 Chaos Management, Ltd.

14

The Why: QuoteThe Why: Quote

1. To identify, attract and retain the best people of each group;

2. To create a workplace where talent can perform their best to respond to customers;

3. To assess and understand the diversity of your marketplace and respond to your customers;

4.To use your external contributions to eliminate disadvantage and increase the diversity of the candidates in the talent pool.”


6 Reasons for 6 Reasons for DiversityDiversity

in your in your OrganizationOrganization

1.The numbers: the shifting demographics Clients, products, services, growth, partners Talent recruitment and retention

2.Productivity, effectiveness, performance

3.Legal, compliance, mandates

4.Social justice/responsibility

5.Global citizenship and leadership

6.Alignment: mission, vision, image

Add your own …


Example of a Example of a Diversity RationaleDiversity Rationale

Global ServingOperational DiverseEffectiveness Markets

Employer Partnerof ofChoice Choice

Global ServingOperational DiverseEffectiveness Markets

Employer Partnerof ofChoice Choice


Why Diversity in Why Diversity in Your Your Organization?Organization?

•Review the reasons that apply in your organization

•Begin to build a case for diversity…


CommentsComments

? ? ?


The How :The How :Steps to “Doing” Steps to “Doing”

DiversityDiversity•Articulate rationale/commit to a vision

•Assess gap between reality and vision

•Identify specific goals and metrics

•Select, prepare and implement activities

•Monitor progress and evaluate results

•Communicate and institutionalize (or redirect)


The MCOD Model: The MCOD Model: A Useful FrameworkA Useful Framework

THE MULTICULTURAL ORGANIZATION DEVELOPMENT MODEL

Exclusionary Passive Club

Compliance PositiveAction

Redefining Multi-cultural

MONOCULTURAL TRANSITIONAL MULTICULTURAL

Values and promotes the dominant perspective …

Seeks to integrate others into systems created …

Values and integrates the perspectives of diverse identities …

ExclusionaryExclusionary

•Privileges values of one group

•Actively excludes and advocates dominance of one group

•Public vs. private organizations


Passive ClubPassive Club

•Active or passive exclusion

•Narrow interests; informal rules

•Accepts only those who fit; “are like us”

•“Public” organizations ≠ “clubs”


ComplianceCompliance

• Passively committed to including others under dominant norms

• Follows the law (not the spirit) Some changed policies, e.g., harassment

EEO vs AA

• Assimilation mode

• Non-dominants: tokens; entry level


Positive ActionPositive Action

•Actively committed to including others

•Special efforts to recruit; develop; retain

•Builds competence

•Changed policies, e.g., Sp preferred vs required

•Tolerance/limited use of differences


RedefiningRedefining

•Actively including all differences

•Learning to accept and utilize differences; not perfect

•Representation of non-dominant members throughout

•Expands range of acceptable behaviors


MulticulturalMulticultural

•Inclusive; diverse; equitable

•Visible and invisible differences

•On-going learning mode

•Openly confronts “isms”

•New systems, services, products to attend to differences



An Open Systems An Open Systems ModelModel

LEADERSHIPLEADERSHIP

STRUCTURESSTRUCTURESPEOPLEPEOPLE

POLICIESPOLICIES REWARDSREWARDS

PROGRAMSPROGRAMS

MISSIONMISSION

INPUTS OUTPUTS


The MCOD LensThe MCOD Lens

An Assessment Tool


The MCOD Lens: The MCOD Lens: ApplicationApplication

•Individually, locate your organization in the MCOD stage and be ready to discuss indicators used.

•In similar organizational groups: Discuss questions 1-4 on pg. 7 of MCOD article

Try to reach consensus, if same organization


What We’ve LearnedWhat We’ve Learned

•Intentional change

•Strategic

•Need to pass through stages

•Where you are and where you want to be

•MCDO = social justice in organizations


Comments / Q & AComments / Q & A

? ? ?


Contact InformationContact Information

Evangelina Holvino, PresidentChaos Management, Ltd.178 Meetinghouse LaneBrattleboro, VT 05301

[email protected]

www.chaosmanagement.comwww.chaosmanagement.com

802.257.5218

Thank you!

diversity 101: diversity a practical overview diversity 101: the what, why and how of diversity in...

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