Chapter 6 Flashcards
TEN (10) WAYS TOURISM PROFESSIONALS SHOULD HANDLE PEER DIVERSITIES
- In the workplace and among peers, the first rule is to always be yourself.
- Be a team player
- Become an inspiration to others
- Engage your peers in cultural diversity discussions.
- Become a walking Wikipedia.
- Find time for your peers, even outside of work.
- Include short three-minute diversity quotes/learnings in everyday meetings.
- Around the world.in 12 months.
- Be discreet and sensitive.
- Celebrate each other’s diversities.
If there is one behavior peers detest the most, it is when someone in their team is trying their best to be someone else instead of just being themselves. This behavior in colloquial lingo is referred to as people who are “plastic.”
In the workplace and among peers, the first rule is to always be yourself.
Successful teams’ equal successful companies. You are one among many team members of diverse personalities. The general idea in team building is that there can be unity even in diverse settings.
Be a team player.
Five characteristics of a good team player
× He / She embraces collaboration.
× He / She holds himself / herself accountable.
× He/ She is committed to the team.
× He / She is flexible.
× He / She is positive and supportive.
By behaving in a manner that will send signals to others that you are a highly mature and caring person, your peers will look up to you and aspire to be like you.
Become an inspiration to others
The more you intelligently discuss the different aspects of diversity like nationalities, regions, languages, dialects, religions, practices, traditions, and sex among your peers, the better you will understand one another.
Engage your peers in cultural diversity discussions
Learning more about countries, provinces, nationalities, languages, dialects, cultures, traditions, and religions.
Become a walking Wikipedia.
You and your peers can try your best to also relax and enjoy yourselves over dinner or a cocktail party every now and then. It is a very good idea to join this bonding time outside the workplace because all of you will be in a happy and celebratory mood.
Find time for your peers, even outside of work.
Staff usually start their shifts with a short daily 15–30-minute operation briefing. It will be a good idea to encourage multicultural diversity awareness among everyone by including a 1-3-minute daily sharing by a member of the team on anything related to diversity in the workplace.
Include short three-minute diversity quotes/learnings in everyday meetings.
The human capital department of your company should consider a program whereby all staff activities for a particular month will delve around a selected country.
Around the world.in 12 months.
Diversity issues like religion and sex are among the most sensitive of all diversities. Many would rather keep their religion or sexual life as private as possible, without having to share the details of these with their peers.
Be discreet and sensitive.
Celebration means total acceptance and understanding of our differences without any judgment, without any comparison, without any rating as to who is excellent, very good, average, marginal, or poor
Celebrate each other’s diversities.
FIVE (5) RULES TO BE GUIDED BY TO MAKE YOUR SUPERIOR FEEL AT EASE WITH YOU
- The boss is always right.
- Be very observant.
- Be inquisitive
- Respect his diversity.
- Include your superior in all multicultural diversity activities and discussions.
Rule number one in managing your superior who is diverse is to show them that you respect their authority and their person.
- The boss is always right.
Bosses sometimes do not ask all the questions they need to ask for one reason or another.
Be very observant.
Superiors appreciate staff that ask questions about something special and important to them. When you ask the right questions and engage your superior in a wonderful conversation,
Be inquisitive
No gender preference can make you better than the other. What is important is not your gender but your ability to perform a task you have been hired to do efficiently and professionally.
Respect his diversity
A boss should never be exempt from any multicultural diversity program in the company. They should be at the forefront of all these activities as a matter of fact.
Include your superior in all multicultural diversity activities and discussions.
Types of Diversity
- Internal Diversity
- External Diversity
- Organizational Diversity
- Worldview Diversity
Characteristics are ones related to situations that a person is
born into, They are things that a person didn’t choose for themselves and are impossible for anyone to change.
Internal Diversity
the term external is used to describe things that are related to a person but aren’t characteristics that a person was born with.
While external diversity can be heavily influenced by other people and theirsurroundings, even forcibly so, they ultimately are aspects that a person can change and often do over time
External Diversity
Defined as the differences
between people Tends to focus
more on a set of policies to meet
government-mandated diversity
compliance standards
Diversity
Also called functional diversity, relates to the differences between people that are assigned to them by an organization-essentially, these are the characteristics within a workplace that distinguish one employee from another.
Organizational Diversity
Another diversity type that changes with time–we conceptualize the world differently as we have new experiences and learn more
about ourselves and each other.
Worldview Diversity
Laws that Protect and Support Diversity
- The Equality Act 2006
- Equal Pay Act of 1963
- Title VIl of the Civil Rights Act of 1964
- Age Discrimination in Employment Act (ADEA)
- Pregnancy Discrimination Act
- Workplace Safety Laws
States that the public obligation of this regulatory body is to promote and sustain the growth of a community that appreciates the person’s human rights and motivates individuals to accomplish their potential without being restricted by bias or prejudice
The Equality Act 2006
makes it illegal for men and women who work in the same role under the same employer to be paid differently.
Equal Pay Act of 1963
Designed to protect employers against discrimination based on sex, race, national origin, or sexual origin.
Title VIl of the Civil Rights Act of 1964
It is illegal to discriminate against individuals who are 40 or older.
Laws that Protect and
Support Diversity
Age Discrimination in Employment Act (ADEA)
This act is a 1978 addition to the Civil Rights Law of 1964 that prohibits
discrimination against pregnant women or anyone experiencing events related to childbirth.
Pregnancy Discrimination Act
The OSHA (Occupational Safety and Health Act) ensures employees in every organization always work in safe working conditions
Workplace Safety Laws
Workplace Diversity
- Cultural diversity
- Racial diversity
- Gender diversity
- Sexual orientation diversity
- Linguistic diversity
- Socioeconomic status diversity
- Geographical diversity
- Disability diversity
- Religious and spiritual beliefs diversity
- Age and generation diversity
Culture refers to a person’s norms and way of life. Cultural diversity in your workplace means bringing people from different walks of life, norms, and values together.
Cultural diversity
Refers to a workplace consisting of employees from different races.
Racial diversity
Encompasses a workforce that’s representative of different genders. Gender diversity calls for more than hiring more of the underrepresented gender. It also requires you to equalize pay, promotions, and learning opportunities.
Gender diversity
Defined as an immutable romantic attraction to other people. Wher
discussing sexual orientation diversity, we’re referring to workforce inclusive of people with different sexual interests.
Sexual orientation diversity
Workforce comprised of people who speak different languages. Linguistic diversity refers to a There are over 350 languages spoken across the US, although English is the predominant language.
Linguistic diversity
refers to a workforce with different attitudes toward money education, and social status. This diversity is reflected in the residences people live in, the schools attended, their income, and their occupations
Socioeconomic status diversity
Refers to hiring employees from different locations, sometimes across borders.
Geographical diversity
Hiring skilled employees regardless of any physical and mental disabilities they may be experiencing. It also refers to embracing employees not in spite of their differences but including their different physical and mental abilities
Disability diversity
Religious diversity is accommodating employees from different religions (or lack thereof) in your workplace.
Religious and spiritual beliefs diversity
ompany works with employees across all Age and generational diversity happen when denerations. A diverse workplace typically features Baby Boomers, Millennials, Gen X, and Gen Z.
Age and generation diversity
A workplace in which unwelcome or offensive behavior occurs that makes employees feel scared, intimidated, or uncomfortable.
Hostile Work Environment
In a hostile work environment, employees may experience:
× Inappropriate sexual conduct
× Consistently aggressive remarks or attitude (whether passive or otherwise)
× Physical violence
× Victimization
× Threats of punishment
× Ridicule or bullying
Tell-tale signs you might have a hostile work environment
× Burnout
× Job dissatisfaction
× Fear due to job insecurity
× Complaints of being under-appreciated and/or underpaid
× Worry in regards to layoffs
For a workplace to be legally classified as a hostile work environment (as opposed to a toxic one), it must be one where harassment affects people or a person of a protected class, such as:
+ Race
+ Sexual identity
+ Age
+ Gender
+ Religion
+ Sexual harassment
meaning “something for something”.
Pertaining to all kinds of exploitative, threatening, or bribery scenarios. However, in the workplace, quid pro quo harassment usually applies to negative sexual coercion, harassment, or intimidation.
Quid Pro Quo
how to fix a hostile work environment:
Step 1. Know the difference between a hostile work environment and a toxic work environment.
Step 2. Review your anti-harassment policies ASAP
Step 3. Create a speak-up culture
Step 4. Make sure your team is securely suited up with corporate compliance training
5 Ways to Become a Diversity Champion
- Start with a global mindset.
- Become a “national hero.”
- Initiate and participate in diversity programs.
- Adopt one diversity.
- Be a diversity champion.
As tourism professionals, we should lead the way to include everyone. No one should be left out.
Start with a global mindset.
It is awesome to learn and experience all about other peoples and cultures in the world. But it is even more awesome when you become a master of your very own.
Become a “national hero.”
Our industry is among the most diversely populated industry in the world. These programs can include anything from learning another language, about a specific race, the complexities of religions in the world, or about celebrations and festivals of different countries.
Initiate and participate in diversity programs.
Having a general knowledge of all diversities is a must. Adopting one diversity as your own is another matter.
Adopt one diversity.
Being a global thinker, becoming a national hero, enhancing your diversity capabilities with new knowledge, and choosing to become familiar with at least one diversity transforms you from a tourism professional to becoming a diversity champion.
Be a diversity champion.
IMPORTANCE OF DIVERSITY IN THE WORKPLACE
- Having diversity in our workforce will transport our business into a more effective and successful global company with an understanding of more of the world, its peoples, and its cultures.
- Having a multilingual staff can make customer service more efficient just like in the case of the cruise line business.
- Allowing people of all faiths into our workforce will strengthen tolerance among one another and enhance respect for each other.
- Allowing people with disabilities to contribute their skills in the workforce will encourage compassion and kindness among one another and promote sincere brotherhood.
- Opening doors to the LGBTQ community will pronounce the organization’s acceptance and non-discriminatory values.
