CAP 102: Valuing Diversity: The Benefits of Difference

Learning Objectives
Upon completion of this workshop, participants will be able to:
Explore personal understandings of difference Identify the multiple aspects of diversity and difference Develop an appropriate vocabulary to discuss diversity Explain the historical and contemporary discussions of diversity and difference Identify the multiple disadvantages to excluding diversity Identify the advantages of creating inclusive work environments Identify strategies for managing diversity in workplaces

Agenda
Introductory Exercise Explore personal understandings of difference Identify the multiple aspects of diversity and difference Develop an appropriate vocabulary to discuss diversity Examine the historical and contemporary discussions of diversity and difference Identify the multiple disadvantages to excluding diversity Identify the advantages of creating inclusive work environments Identify strategies for managing diversity in workplaces

Canadian Multiculturalism Act

Multiculturalism reflects the cultural and racial diversity of Canadian society and acknowledges the freedom of all members of Canadian society to preserve, enhance and share their cultural heritage;

Provides an invaluable resource in the shaping of Canada's future;

Promotes the full and equitable participation of individuals and communities of all origins in the continuing evolution and shaping of all aspects of Canadian society and assist them in the elimination of any barrier to that participation

Canadian Multiculturalism Act

Ensures that all individuals receive equal treatment and equal protection under the law, while respecting and valuing their diversity; Encourages and assists the social, cultural, economic and political institutions of Canada to be both respectful and inclusive of Canada's multicultural character; Promote policies, programs and practices that enhance the ability of individuals and communities of all origins to contribute to the continuing evolution of Canada

Definition of terms
Diversity
The variety of experiences and perspectives which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics.

The Chancellor's Committee on Diversity, UCSF,1996

Definition of terms
Diversity also includes a wide variety of other differences, including class, work experience, parental status, educational background, geographic location, language, citizenship and much more.

Definition of terms
Prejudice

An attitude of dislike or hostility towards individuals on the basis of their membership in particular groups
Stereotype

A one-sided exaggerated and normally prejudicial view of a group, or

class of people. Stereotypes are often resistant to change. Bias The appreciation or devaluation of another individual, group, characteristic, viewpoint or behavior based on ones personal world view, beliefs and experiences. It can affect our ability to effectively assess or process information that represents an alternative viewpoint.

Definition of terms
Race
In common sense terms, race refers to peoples visible and inherited physical characteristics and differences
Race is a socially constructed category that is used primarily to determine peoples access to social resources

Ethnicity
Similarity of cultural patterns The need to act to preserve the group Informs identity Can be related to a group, clan, family Is not necessarily race based There can be multiple ethnic groups within a particular race

Definition of terms

Discrimination The denial of equal treatment or opportunities to social groups. It is also about having the structural power to limit the advantages and opportunities of minoritized groups

Definition of terms
Managing Diversity
Planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized," Taylor Cox "Cultural Diversity in Organizations."

Managing Diversity involves.

Acknowledging people's differences Recognizing differences as valuable Preventing discrimination and promoting inclusiveness. Focuses on maximizing the ability of all employees to contribute to organizational goals

Managing Diversity involves.

1. Creating a workplace environment that values and utilizes the contributions of people with different backgrounds, experiences and perspectives
2. Recognizing the contribution that diversity of perspectives makes to generating new ideas and ways of doing things

Managing Diversity involves.

3. Embracing the range of individual skills, educational qualifications, work experience background, languages, etc. that can improve the organization 4. Changing workforce practices to accommodate diverse individual realities eg. parental status, sexual orientation, religion etc

Benefits of Managing & Including Diversity

Improves personal/interpersonal communications Improves team functioning and performance Increases creativity and innovation Increases the capacity for problem solving Provides a broader range of ideas and insights to draw on in decision making and policy development Enhances availability of opportunities Improves staff health and well being

Benefits of Managing & Including Diversity

Reduces absenteeism Improves staff morale Includes a more varied talent pool Increases ability to attract and retain valued employees Improves quality of service and client satisfaction Can lead to an enhanced community image Can lead to savings in recruitment and training costs

Cost of Ignoring Diversity

Time Money Efficiency, loss of productivity Unhealthy tensions Increased conflict Inability to attract and retain talented people Complaints and legal actions Inability to retain valuable employees Lost investments in recruitment and training.

LUNCH

Your Role.
Each person plays a key role in transforming the organizational culture to respect diversity. Some of the skills needed are: Develop an understanding and acceptance of diversity Recognition that diversity should be represented in every aspect of the organization Develop self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes Challenge and change institutional practices that present barriers to different groups

Four Layers of Diversity

*Internal Dimensions and External Dimensions are adapted from Loden M and Rosener J: Workforce America! 1991.

You as a Culturally Diverse Entity

YOU

YOU AS A CULTURALLY DIVERSE ENTITY

Identify important experiences and aspects of diversity that shaped you and label each circle with one of these experiences. Then, think about the beliefs, values, and biases that come from these experiences. 1. What is their impact on you in your professional life? 2. How do these rules, norms and values play out on the job? 3. How much do you know about the culture of others at work? 4. How has your knowledge or limited knowledge about others affected your interactions?

5. What are the skills that you need to develop to effectively engage with diversity?
Adapted from Managing Diversity: A Complete Desk Reference and Planning Guide Lee Gardenswartz and Anita Rowe

Developing a Workplace Diversity Program

Identify current state of the program Identify what the program will achieve Decide how the program will be developed and implemented Link initiative to larger organizational goals Identify the necessary resources Ensure that upper management is committed to the program and has input Evaluate the ongoing changes in your organization Highlight incentives for staff

Attracting and Developing People from Diverse Cultural Backgrounds

Provide access to training and development opportunities Establish mentoring and buddy programs Introduce programs to help improve language skills, both written and verbal Provide a quiet room for prayer and devotion Recognize religious festivities Establish a database of language and cultural skills, for specialized projects.

Attracting and Retaining People with a Disability

Ensure information about employment opportunities is available in accessible formats
Provide a single point of contact for people with a disability Providing support with induction and special equipment.

Leadership Development
Encourage members to undertake leadership development training
Encourage members to take advantage of development opportunities Encourage members to participate in working parties, committees and project teams.

Learning Objectives
Upon completion of this workshop, participants will be able to:
Explore personal understandings of difference Identify the multiple aspects of diversity and difference Develop an appropriate vocabulary to discuss diversity Explain the historical and contemporary discussions of diversity and difference Identify the multiple disadvantages to excluding diversity Identify the advantages of creating inclusive work environments Identify strategies for managing diversity in workplaces

CAP 102: Valuing Diversity: The Benefits of Difference