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BSBDIV501A DIVERSITY IN THE WORKPLACE PRESENTATION 3
PRESENTATION OUTLINE
• Applying Diversity Principles to Work Areas
• Implement Actions
• Improving Diversity Policies and Initiatives
• Stakeholder Analysis
• Understanding Differences
APPLYING DIVERSITY PRINCIPLES TO WORK AREAS
Just to remind you best practice:
• Exceeds minimum legal obligations because of a commitment to
ethical work practices and the realisation that where
discriminatory behaviours are allowed, they will generate
significant productivity costs
• Involves establishing workplace culture that respects difference,
and practices and policies beyond legal minima
• Creating clear rights and practices to address harassment by
colleagues and clients
IMPLEMENTATION ACTIONSImplementing diversity policies and diversity initiatives involves a range
of actions, including:
• Incorporating diversity practice into recruitment and selection process
• Providing new recruits with information on the organisation’s diversity
policy at induction
• Prominently displaying policy in public areas such as noticeboards,
lunchrooms
• Holding meetings to explain the policy to existing staff
• Reinforcing key messages in the supervisory discussions, performance
appraisals and other business practices
• Providing training into the purpose and benefits of the policy, and
behavioural expectations as a result of the policy
IMPROVING DIVERSITY POLICIES AND INITIATIVESIt is important that business
continues to review and improve
their diversity policy to reflect
the rapid rate of change in the
world and expectations.
Managing diversity effectively
requires a strategic cycle
approach, consisting of the
following steps.
These stages will work in
conjunction with all stakeholders
on their feedback and
suggestions.
Organisational Preparation
Needs Assessment
Strategy Development and Implementation
Evaluation of Progress
STAKEHOLDER ANALYSIS
• Is a term that refers to the action of analysing the attitudes of
stakeholders towards a risk, activity, change or project
• Can be done once or regularly to track changes in stakeholder
attitudes over time
• Develops cooperation between the stakeholder and project team
to, ultimately, assure successful outcomes for the project
Identify your stakeholders Work out their power,
influence and interest, so you know who to focus on
Understand the most important stakeholders to
know their likely responses in order to win their support
Record this analysis on a stakeholder map
STEP 1: WHO ARE YOUR STAKEHOLDERS?
Depending on your project you could have any number of
stakeholders both internal to the organisation and external.
Stakeholders are anyone who has an interest in the outcome of your
work, positive or not!
Supervisors and managers
Co workers and team Family members
Customers – past, present and potential
GovernmentShareholders
and others with financial interest
Business partners
Community or public
STEP 2: HOW IMPORTANT ARE THEY TO YOUR PLANS?
Mapping your stakeholders on a grid such as the Power/Interest Grid
pictured is an excellent way to prioritize your stakeholders. What
power do your stakeholders have over the outcomes you seek?
Power/Interest Grid commonly used “dimensions” include:
Example: You propose to extend trading hours in your business. It is a great idea from the perspective of increase profits as the precinct you operate from is already working extended hours and you are losing profits by not being open. Who does this affect? Deciding on the way forward without the involvement of the stakeholders would be problematic. Imagine your staff are predominately working mothers/fathers with school age children. They may not want to accommodate your plans. By involving them at the outset you will have a chance to work with the most influential, who will in turn, help you implement your plans to the satisfaction of all staff.
Power
•high, medium, low
Support
•positive, neutral, negative
Influence
•high or low
Need
•strong, medium, weak
STEP 3: THINK ABOUT YOUR STAKEHOLDERS
How do they measure based on the dimensions mentioned above.
• Stakeholder’s position on the grid shows you the actions you have
to take with them. In the example of increased trading hours we need to understand where our team fits in the grid. Increasing hours of trading will impact on people’s routines with their families, with their life outside the workplace, they may not be as excited about the increase hours as you! Consult the EBook for more about this example.
UNDERSTANDING DIFFERENCESUnderstand that everyone brings different characteristics to a team.
• It is important for all team members to understand and address their
own prejudices and to foster and demonstrate respect for everyone
within the workplace
• Every staff member needs to recognise that each individual has skills
and qualities to contribute to the success of the team
• By identifying and utilising all team members’ individual strengths and
experience it is possible to build a skilled and dynamic workforce
• Collective differences provide enormous strength to improve the
organisation’s products, services and customer relations
• Diversity in the workforce provides increased flexibility - improvements
through efficiencies which helps with team morale and retaining a
skilled workforce and economies with our human resource cost
UNDERSTANDING DIFFERENCES
• To manage diversity within the workplace effectively you can:
• Aim for diversity in selecting and recruiting staff
• Understand that everyone brings different characteristics to a team which may include:• Their educational level• Their life and work experiences• Their personalities• Their marriage status and
socioeconomic status
• Bring diversity into team meetings regularly
• Put up pro-diversity posters• Be a positive role model in the
promotion of diversity• Arrange for diversity training• Gather feedback and suggestions for
improvement to the diversity policy and diversity initiatives within the organisation
UNDERSTANDING DIFFERENCES
Work Area
• Identify job roles or tasks that require special skills
Job Role/Tasks
• Identify skills or abilities needed
Skill/Ability
• Identify: diversity issues to watch out for and benefits to be gained through diversity
Migrants
•16% of people in Australia speak a language other than English at home
•Comprise more than 45% of population growth
•Come from a range of cultural, economic, social and political backgrounds
•May have been affluent and well educated; many may be fleeing war and atrocities
Culture
•To understand other cultures, understand your own
•Not just personality traits; they’re important cultural differentiators developed over generations.
•Differences can be seen as a source of misunderstanding and negative conflict
•Educate, train and understand to manage diversity in the workplace
Be aware
•Builds cultural intelligence, and productive workplaces as people work effectively across cultures
•When people are “culturally aware”, they stop thinking of the way they do things as “normal” and other ways as “different”
•They don’t assume they know how someone from another culture will, or “should” behave.
To manage diversity within the workplace effectively understand everyone brings different skills and experience to a team.
PRESENTATION SUMMARY
Now that you have completed this presentation you will know about:
• Applying Diversity Principles to Work Areas
• Implement Actions
• Improving Diversity Policies and Initiatives
• Stakeholder Analysis
• Understanding Differences