Cultural Awareness and Inclusion Flashcards
What 3 areas should a workplace inclusion strategy address?
Objectives for three areas: Customers, Employees, Community
a written policy that expresses the belief that diversity and inclusion must become part of the organization’s culture
Workplace Diversity and Inclusion Strategy
Inclusion Strategy - Vision
The vision statement:
- sets the desired inclusion goal
- defines the future
- Incites action
- Generates commitment to achieving the goals
Inclusion Strategy - Mission
A mission statement must be clear and linked to the organization’s identity.
It should be motivating and encouraging.
Even though it may not seem immediately apparent, all constituents can benefit from a commitment to workplace diversity and inclusion.
Inclusions Strategy - Values
Values reflect the organization’s deepest beliefs.
They are nonnegotiable and are how the organization identifies and differentiates itself from others.
Values should be embodied in specific behaviors that the organization identifies and institutionalizes at all levels.
A leader must exemplify the inclusion values of the workplace.
Steps for Implementing Inclusion Strategy (6)
- Establish action plan
- Assemble, facilitate, or coordinate working groups
- Encourage involvement
- Set measurable goals
- Launch mentoring options
- Identify best practices as part of org’s policies and procedures
3 areas for facilitating/implementing D&I
- Recruitment - attracting a diverse workforce
- TD - maximizing training and development
- Legal - understanding ethical and legal requirements
Strategies for attracting diverse candidates (4)
Need a corporate structure supportive of diversity.
Need internal resources and ability to identify a variety of cultures.
Access to job boards/social networks - TD may need to work with other HR functions to fill roles with diverse people
Onboarding - what changes/additions may need to be made?
Strategies for maximizing L&D for D&I (5)
Consider all cultural concepts when designing and delivering training programs.
Examine design of communication efforts and product/services for diversity focus.
Consider accessibility.
Use gender neutral vocabulary.
Use appropriate and varied examples.
Considerations for training delivery (3)
jargon-free language
Appropriate dress
Attitudes about age, personal space, work, time, reactions to authority
ADA Considerations (4)
- Job applicants must be able to perform essential functions
- ADA does not guarantee the individual right to job
- Employers must offer reasonable accommodations for known mental and physical disabilities
- Effective communication and training must not exclude people with disabilities
Examples of reasonable accommodations (4)
written materials, sign language interpreters, close-captioned videos, recorded text/special reading software
Benefits/rationale for D&I (9)
- ability to attract and retain the best and brightest candidates
- candidate pool expands
- customer diversity increases market share
- enhanced employee communication, which enables innovation, responsiveness, and productivity
- wider range in perspective, leading to better decisions
- employee engagement increases
- increase employee morale and feeling valued
- more flexible and broader-thinking leaders better prepared for global economy
- org performance increases under cultural misunderstandings are overcome
Where to begin / minimum need
Begin with ensuring org understands rationale for integrating D&I into company culture.
At minimum, every org needs to evaluate D&I approach and develop a strategy.
Considerations with Ethical Standards
TD professionals should follow strict ethical standards regarding the confidentiality of employee information, especially related to:
- counseling
- the administration of psychological and personality tests
Be aware of credentials required to administer psychological assessments and ensure that they are administered by certified professionals.
