October 23–25, 2014

SUPPORTING HARMONIOUS WORKPLACE CULTURES

Embracing and Managing Diversity, Inclusion and Conflict

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Agenda

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

• Build the right D&I brand and image

• Transform organizational culture

• Create a plan for excellence in diversity and inclusion leadership

• Supporting harmonious workplace cultures

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Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

D&I Brand and Image

• Diversity & Inclusion should be a tool to help the company accomplish its mission. D+I should be fully tied to the company vision and values.

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Diversity & Inclusion Definitions

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

• In organizational terms, diversity simply refers to differences.– Valuing those differences and finding

similarities to enhance collaboration, teamwork, engagement, and performance.

• Inclusion is allowing differences to flourish.– Creating a climate and culture that allows

differences to add value to an organization.

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Diversity & Inclusion Exercise

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

The answer is green

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Transform Organizational CultureTop Down

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Gain Senior Leadership Support and Commitment

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Transform Organizational Culture Bottom Up

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Engage your employees

What does D&I mean to employees? In their own words…

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Transform Organizational Culture: Communicate

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

• Communicate D+I Commitment Internally and Externally – Employees, stakeholders,

and customers should understand your company’s D+I commitment and how it directly ties to the company’s overall strategy, vision, and values

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Supporting Harmonious Workplace Cultures

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Heritage/Ancestry

Where You Grew Up

Racial/Ethnic/Cultural Group Messages Gender Messages

“Hot Buttons”

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Supporting Harmonious Workplace CulturesManaging the Different Generations

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Similarities between the Generations

All generations want:

• Work that is interesting

• Feeling valued

• Employers who understand personal lives are important

• Clear sense of purpose from employers

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Dimensions of Diversity

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Personality

Internal Dimensions

External Dimensions

Organizational Dimensions

Shift

Corporate/Field

WorkLocatio

n

Function/Department

Tenure

Union/ Non-UnionManagemen

t/Non-mgmt.

Work Experience

Appearance

EducationalBackground

MaritalStatus

RecreationalHabits

ParentalStatus

Income

Religion

PersonalHabits

GeographicLocation

Age

Gender

Physical AbilitySexual

Orientation

Ethnicity

Race

Adapted from Loden & Rosener, Workforce America

and Gardenswartz & Rowe, Diverse Teams at Work

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Create a Plan for Excellence in D&I LeadershipDiversity & Inclusion Framework

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

LOW INCLUSION

HIGH

DIVERSITY

LOW

DIVERSITY

HIGH INCLUSION

Adapted from the Guide for Inclusive Leaders, 2006

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Create a Plan for Excellence in D&I LeadershipDiversity & Inclusion Framework

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

LOW INCLUSION

HIGH

DIVERSITY

Competitive Advantage: Low Collaboration: LowMorale: Low Engagement: LowRetention: Low

Competitive Advantage: HighCollaboration: HighMorale: HighEngagement: HighRetention: High

Competitive Advantage: AverageCollaboration: AverageMorale: AverageEngagement: AverageRetention: Average

Competitive Advantage: Low Collaboration: LowMorale: HighEngagement: HighRetention: High

LOW

DIVERSITY

HIGH INCLUSION

Adapted from the Guide for Inclusive Leaders, 2006

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Supporting Harmonious Workplace CulturesRoadmap for Inclusive Leadership

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

INCLUSION

Appreciate differences (of self, others and for key issues)

Identify & Transformexclusive to inclusive behaviors

Embed and Modelinclusion practices into culture

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2

3

DIV

ER

SIT

Y

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Supporting Harmonious Workplace CulturesInclusive Behaviors in the Workplace

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

• Acknowledge your biases.• Greet others authentically.• Express interest in your team members.

– Communicate clearly, directly, and honestly.– Demonstrate active and possibility listening.– Ask others to share their thoughts and experiences and accept their

frame of reference as true for them.– Address misunderstandings and resolve disagreements.

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Golden vs. Platinum Rule

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict

Treat others as you would want to be treated

Treat others the way they would like to be treated

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Questions

Supporting Harmonious Workplace Cultures: Embracing and Managing Diversity, Inclusion and Conflict