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We're All Different, So What?
Building inclusive learning environments
Tom Verghese5 May 2006
Enabling us to Helps us connect with our compete for the best customer base in a talent in both new world that is global, and mature markets fast - moving, complex and competitive
Unleashes talent, energy
Diverse teams create and creativity by higher quality and more encouraging peopleinnovative solutions than to “bring all of homogenous ones themselves to work”
Gives us stakeholdercredibility in an increasingly“show me” world
Diversity
Diversity – Business Case Themes
Diversity
All 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
Primary Dimensions• Age• Gender• Race• Ethnicity• Physical qualities• Sexual orientation
Secondary Dimensions• Work background• Income• Parental status• Education• Religious beliefs• Marital status• Geographical location• Political beliefs
Diversity
Four Layers of Diversity
Source: 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
The Iceberg of Culture
The Iceberg
Eight Aspects of Diversity
• Age
• Culture
• Gender
• Mental/Physical Ability
• Organisational Role
• Race
• Religion
• Sexual Orientation
Ladder of Inference
Senge et al, 1994
actions
assumptionsconclusions
beliefs
meanings“selected” data
“observable” data
Inclusion/Exclusion Exercise
• Reflect on 2 separate occasions where you experienced exclusion and inclusion
– What happened?– What was the impact?– How did you feel?
Five Steps towards anInclusive Learning Environment
1. Assess the needs of current and potential students and staff.
2. Recruit a workforce that reflects the local community and the international nature of the organisation.
3. Support flexible working practices
4. Provide ongoing training and development
5. Seek feedback. Are you perceived as being inclusive?
Awareness Head
Understanding Heart
Skills Hand
Getting Started
Increased perceived opportunity
Decreased perceived risk
Decreased perceived opportunity
Increased perceived risk
The Diversity Adoption Process
TraditionalistSkepticPragmatistInnovator Change agent
2.5% 13.5% 34% 34% 16%
D evelop awareness
I nitiate dialogue about diversity
V alue similarities and differences
E mbrace role modelling behaviour
R espect diversity to create synergy
S eek first to understand
I nstigate diversity practices
T hink the talk. Talk the talk. Walk the talk.
Y ou make a difference!
Strategies for Managing Diversity