Tag Archives: Diversity in the workplace

Building a Leading Diverse People Culture

by

0

Yesterday I had the privilege of sitting in on the session “Building a Leading People Culture – Flexible and Inclusive Work Environments” presented by Jackie Lillie, Midwest sub-area inclusiveness and flexibility leader and Dot Proux, Ernst & Young, LLP – Chicago. These two chicks were way smarter than me and mostly spoke about things over my head but I did get in on a few things about diversity and inclusion. (look for my take on Flex – next week)

Diversity 

Here are a few things I found interesting. The first being “Diversity is strategy.” I’m sure you already knew that as smart as you are, but to me – it made one of my ears go up and I found myself sounding like Scooby-Doo saying “What’s that Scrappy?” I suppose I knew that myself but had never heard anyone use that word along-side it.

We heard so much about “engagement” this past week but I liked hearing it from the diversity end when I heard “If people feel included they will be engaged.” And that is so true.

If we could somehow do away with all our viewpoints of how we think this world or work place would be so much better if we didn’t have to deal with this particular group of people (be it women, men, blacks, whites, religious, non-religious, gays, non-gays) we could somehow have a mostly drama-free somewhat normal workplace and get rid of our dysfunctional mindset.

I think one of the great points also mentioned that made me really stop and think about the above was that one of the things Dot Proux noticed in her own behavior at work and her feelings against women being in the workforce was this:

“The things we experienced in our childhood or throughout our own life can sometimes cause us to be bias towards hidden things that we have not yet acknowledged.”

This so makes sense – It impacts our decisions even and especially in the workplace and how we engage and relate to our employees.

For instance, she told her own story of when she was 9 years old her mother had to go back into the working world after having been a stay-at-home mom. She explained how this so affected her that she then continued thinking “women shouldn’t work, especially if they have children” into her adult years and into her own practice.

After having been coached on the issues associated with a more diverse strategy at Ernst & Young she realized that she had these viewpoints because of her own experiences and that she needed to put those feelings aside and go forward.

Here are some Initiatives that get to the root of leading with a diverse and inclusive strategy:

  1. Creates Executive accountability to be mentors and champions
  2. Bias education for all levels
  3. We need to teach people to lead inclusively
  4. Increases role models and builds divers leadership teams
  5. It should be embedded in all communication and “people” processes
  6. It challenges our evaluation and development processes for equity
  7. It’s integral to our business operations and growth, which deepens our client relationship
Leverage

Diversity-inclusiveness – really go hand in hand. Diversity is about the mix and inclusivity is about leveraging that mix.

Leveraging diversity through inclusive leadership – is a journey!

I’ll end with these closing high-lights:

*Learn to appreciate differences and attitudes and biases towards (self, others)

*Identify and transform exclusive patterns and behaviors (that you’re not being exclusive)

*Embed and model inclusive practices into the culture (D&I should be looked at in everything you do)

Diversity Training the Michael Scott way

by

0

Does this remind you of what goes on in YOUR office? If so, you may want to address these issues – but not like Michael Scott.

At dictionary.com the definition of diversity is simply – being different. That’s it! And that’s what makes this great nation of ours so great! If everyone were just like YOU, that would totally suck!

Sometimes words like diversity, work-life balance and these type of buzz words are great to talk about, but what about implementation? Please tell me you don’t use post-it notes such as in the above video and handle in this manner.

Issues related to race, gender, age, disabilities, religion, job title, physical appearance, sexual orientation, nationality, multiculturism, competency, training, experience, and personal habits are encapsulated in that one word – diversity.

Defining diversity

Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995).

Diversity issues are now  becoming more than just buzz words and are projected to become even more important in the future because of the ever-increasing differences in our U.S. population. Companies are starting to focus on diversity and in looking for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages (SHRM, 1995).

Valuing diversity

Maximizing and capitalizing on workplace diversity has become an important issue for management today. Supervisors and managers are the targeted audience because they need to recognize the ways in which the workplace is changing, evolving, and diversifying.

Since managing diversity remains a significant organizational challenge, managers must learn the managerial skills needed in a multicultural work environment. Supervisors and managers must be prepared to teach themselves and others within their organizations to value multicultural differences in both associates and customers so that everyone is treated with dignity.

So, unlike these videos and their diversity training in The Office, we know that managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Ensuring that every employee is given an equal opportunity, regardless of their sexual preference, gender or nationality.

Demographic changes (women in the workplace, organizational restructurings, and equal opportunity legislation) will require organizations to review their management practices and develop new and creative approaches to managing people. Changes will increase work performance, customer service and overall morale.

Here’s what could happen if you don’t mind your diversity P’s and Q’s. Not to mention slapped with a law-suit.

Diversity: Being different is totally cool!

by

0

I recently took a trip (via METRA) to the city for a speaking gig for my business. I always find it intriguing to ride the train. There are so many diverse groups of people in one small space. It always reminds me of Richard Sherman ‘s Bus Stories. He has such a fabulous writing style in describing fellow passengers and what they may be thinking or experiencing on said bus rides.

Here we have such diverse nationalities coming together for the same purpose (we all need a ride). Several of them speaking different languages – and we’re all headed to the city for our own reasons. Some folks seem very friendly and wanna chat, which is okay by me. Sometimes I’m in a chatty mood (more so on the way to the city than on the way back) and some just choose to sit silent next to you (that’s also cool).

I sit and contemplate “I wonder what their story is. Have they dealt with a crapload of family issues before leaving for work? Are they heading to the city to visit a loved one or have a fun day? Do they work in the city and ride this god-forsaken train every day? (That would stink).

Everyone has a story. Just like in our workplaces, people are dealing with multiple facets of family dynamics and some either leave that at home, on the train, or bring it to work. Some find a colleague and use them as counselor (which I do not advocate) and some just need to get things off their chest.

I think understanding that we all have “things” we deal with on a regular basis and being somewhat sympathetic goes a long way. Of course there are those who will continue to push the envelope, come into your office and unload on you every day with their personal problems. Somehow, we have to put a stop to that. I call them “time robbers” who steal our time and never take our advice. I’ve learned over the years to just flat-out tell them, “look, if you’re not going to take my advice, don’t talk to me about it anymore” and most of the time it works.

I work virtually so my constant intruder is my husband. Sometimes I would love to put an “out of the office” sign on my door but think he would probably guess I’m still in there.

I think one of the things I love most about living in the Chicago area is its diverse population. It mixes it up a bit, and I like that. Being from Southeast Alabama, we mostly have three diverse groups: Rednecks (whites), Blacks, and a few Hispanics (who work in our tomato fields). Somehow, it’s just not that exciting unless a redneck gets out of control. That can be somewhat exciting.

In the end, its diversity that makes up this great nation of ours. The freedom of expression, whatever that may mean for each diverse group and I’m fascinated by that.

The “Spirit” of Diversity

by

0

I flew to SHRM on “Spirit” airlines and let me just say, lesson learned. If you want to hear more about that experience go to my post “Have you got Spirit?“.

While taking the red-eye back to Chi-town yesterday (which I don’t recommend) I began looking around the plane at the diverse group of fellow passengers and couldn’t help think “wow”! If I could have gotten away with taking their pictures with my handy-dandy camera in my phone, I would have. Instead, I thought that to be very intrusive to take pictures of characters with their mouths wide open while they slept.

Instead, I’ll describe them for you. On the same row with me of course was my business partner and friend who constantly talked to me but kept me laughing all the same. Next to her was an older gentleman, who even though had to go pee a million times and he was seated next to the window while I was in the aisle seat, I had great patience and sympathy for (My Dad has to pee a lot because of his prostate issues).

On the row across from me was an older guy snoring up a storm and next to him some pretty old chicks who talked incessantly (I’m not sure how he was able to sleep through that). One of them had to be wheeled to the gate because of some kind of debilitating unnoticeable handicap.

About 1/3 of the way into the 3 1/3 hour trip I started smelling something so nauseating I almost threw up in my own lap. I looked at Sue (aka – business partner) and noticed she had her shirt covering her nose so I asked her “what is that horrible smell?” She said, “OMG I don’t know but it’s coming from up there” and pointed to the seat in front of us where this not-to-bad looking guy sat next to Mr. Rapper. (We had to smell that smell, which apparently was halitosis to the umpth degree , the whole trip).

Somewhere from the back I kept hearing a kid talking so loud and was thinking, “Why would a kid be on the red-eye and why was what was he doing in Vegas in the first place?”

From the moment I found my seat I noticed that it was extremely cold and thought I would ask for a blanket (apparently, I thought this to be Delta or some sort of REAL airline) once we were in the air so I didn’t cause a scene and then asked the flight attendant if I could have a blanket to which she replied, “Ma’am, we don’t have blankets on the plane.” I was literally so cold I had to come up with a plan. If I could get my feet warm (I was wearing flip-flops because in Vegas it was about 112 degrees) than it would probably help all over. So I took out a few things from a zippered compartment in my backpack on the floor in front of me, took off my flops, and stuck my feet in their (like a pair of slippers). It helped a little.

I started thinking that this is the most diverse bunch of folks I had ever seen in once small space. Now, Vegas did have its diversity I noticed while walking the strip several times (I should have taken pics on that too but thought it might be illegal to post).

Isn’t this just like some of our workplaces? We have the older group of workers that may have disabilities, we have the Rap Stars (who refuse to turn off their music when told to turn off their electric devices – they are constantly pushing the envelope of RULES), we have the worker with extreme halitosis and we are constantly handing them mints or gum, we have those who love to bring their chatty kids to work, and we are constantly having those who think it’s too hot or too cold.

I love hearing my friend Joe Gerstandt talk about diversity because basically he says it’s just being “different.” That’s why we all love (or maybe just me) people watching. Yeah, we all think we’re normal and wonderful, but I couldn’t imagine living and working every day with folks who are just like me. How boring would that be?

In the end, it takes all kinds.

Mixed Nuts in the workplace

by

0

Last night I was catching up on my reading and found a great article on the subject in May’s issue of HR Magazine  entitled “Mixing It Up.” I encourage you to go back and read it if you haven’t already. It gives great statistics of our current 21st Century Workforce Demographics and the dynamics associated with such diversity and how each generation views the next.

The article stresses the importance of understanding the traits, values and stereotypes of the generations represented on your team, in your department or within your organization. When people see how one generation’s childhood is different from their childhood, their personal life experiences, then they begin to see how the values , opinions and work ethics of each generation were formed.

The Mixed Nuts Diversity

Let’s focus first on the Silent Generation or Traditionalists. These folks grew up during the Great Depression and experienced World War II. They witnessed the growth of the federal government as they implemented Social Security, creating jobs and safety nets for the poor and elderly. Their values in the workplace and life in general, tend to be more frugal, rule compliant, loyalty to employers, and a deep sense of responsibility and sacrifice for the good of the organization.

Then we have the Baby Boomers (76 Million of them in fact) who are labeled the “Me” generation.  These are those who go after individual rights in society and the workplace. Independence and social consciousness are their traits because these are those who marched against “the establishment” and fought for equal rights. They are competitive, independent, and workaholics and their identity was closely aligned by their profession.

Generation X (45 million). These are those who grew up as the divorce rated doubled, and single mothers were raising their children and working outside the home. They were often left to fend for themselves after school and had the TV to entertain them. They saw the personal computer come about and went through multiple recessions. Self-management, pragmatic and cynical are their traits. They are prepared at any time for the rug to be pulled out from under them and are just waiting for it. They have a Plan B.

Ahh….The 80 Million Millennials. The technology generation. These kids grew up with home computers and computers and technology in the schools. It seemed as if they were playing on computers when coming out of the birth canal. They grew up in a diverse population in schools and their neighborhoods and discovered cultural differences and were okay with that. Their parents became their friends and became their coaches, praising and encouraging them on a consistent basis. They were taught to get good grades, play instruments and volunteer which experts tell us make them “well-rounded” within the workplace. They also are the ones who don’t see work/life flexibility as perks (like the older generations who feel it is earned) they see it as a necessity for long-term productivity and engagement.

So, how do we bridge this gap? 

The experts say the best way to start bridging the generational gap within the workplace is to focus on their similarities. For example, Millennials insist on having work/life flexibility and the Baby Boomers and Generation X need this as well because they are either caring for their parents or sandwiched in between their children and their parents. And those generation gaps are closing in as the younger generation is stepping up to the plate to take care of their loved ones.

In the end we can’t chase after all the needs of this diverse group we have to do what’s right for our workplace. What’s your model telling you about the future of your workforce?

Source:

http://www.shrm.org/Publications/hrmagazine/EditorialContent/2011/0511/Pages/0511fox.aspx