Workplace - Diversity & Inclusion

Question 1

Diversity

Answer 1

Bringing together people who have different beliefs, racial and ethnic backgrounds, or different identities.

Question 2

Views on Diversity

Answer 2

Viewing diversity defensively–as a matter of legal or ethical compliance–to viewing it strategically–as a valuable asset that an orgz can use to compete.

Question 3

Diversity of Thought

Answer 3

This view focuses on valuing the unique perspectives individuals bring to orgz.

Question 4

Visible v. Invisible Diversity Traits

Answer 4

Visible: generally those external physical characteristics that are easily recognizable. (ethnicity, race, gender, nationality)

Invisible: attributes that are not readily seen, such as diversity of thought, perspectives, and life experiences. (education, family status, values, beliefs, working style)

Question 5

Equity

Answer 5

Refers to a focus on promoting fairness and justice via orgz structure, distinct from the notion of equality.

The goal of equity is not to provide everyone with the same level of support, which would be equality.

Question 6

Layers and Dimensions of Diversity

Answer 6

(Inside) Personality: your style, your characteristics

Internal Dimensions: assigned at birth, gender, have no control over

External Dimensions: results of life experiences, income, religion, education, appearance

(Outside) Orgz Dimensions: based on an individuals position in the orgz, union member, job title, department

Question 7

Inclusion

Answer 7

The extent to which each person in an orgz feels welcomed, respected, supported, and valued as a team member.

Question 8

Inclusion v Diversity

Answer 8

Diversity asks who do we bring into our orgz?

Inclusion asks how do we make them feel welcome when they get here?

Question 9

Covering

Answer 9

An orgz recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion.

Question 10

Covering Affects Workers’ Behavior Along 4 Dimensions:

Answer 10

1. Appearance: blend in
2. Affiliation: avoiding behaviors associated with their identity group
3. Advocacy: avoiding engaging in advocacy
4. Association: avoiding associating with members of their identity group

Question 11

Benefits of D&I

Answer 11

1. Improved creativity and innovation
2. Recruitment and retention: widens your net so much more
3. Market strengths
4. Branding: employer branding w/ recruiting
5. Global integration and local differentiation: being inclusive to local aspects

Question 12

3 Main Reasons Why a Strategic Approach is Required

Answer 12

1. Priority: D&I efforts will always have a lower priority than more immediate concerns.
2. Complexity: D&I’s complex problems need a strategic, orgz-wide solution.
3. Resistance: D&I involves major orgz change–and change is hard.

Question 13

Costs of D&I

Answer 13

1. Teams that nonproductive, and untimely
2. Inceased costs for training & recruitment
3. Increased mgmt time
4. Difficulties in communication
5. Blurred branding, image, and marketing efforts
6. The impact of the stereotype threat: managers rely on biases in the workplace
7. Global integration and local differentiation
8. Up front costs for designing and implementing a diversity strategy and programs

Question 14

Embracing Diversity

Answer 14

An Org must truly embrace diversity and integrate varied lifestyles, beliefs, and needs into its business culture to lead to true change.

Question 15

Diversity Initiatives that Get Results

Answer 15

1. Voluntary training
2. Self managed teams
3. Cross training
4. College recruitment targeting women and minorities
5. Mentoring for women and minorities
6. Diversity task forces
7. Diversity managers

Question 16

Diversity and Inclusion Process

Answer 16

1. Executive Commitment
2. Preliminary Assessment
3. Infrastructure Creation
4. System Changes
5. Training
6. Measurement and Evaluation
7. Evolution and Integration

Question 17

1. Executive Commitment

Answer 17

Without exec level leadership serving as role models and advocates, D&I cannot become a priority or demand resources

Question 18

2. Preliminary Assessment

Answer 18

Twofold:

1. To identify current needs in order to set corresponding priorities, goals, and objectives
2. To provide benchmarks against which the success or failure of D&I strategies can be measured

Question 19

3. Infrastructure Creation

Answer 19

1. Divesity Councils: a task force created to define the D&I initiative and guide the process
2. ERG: AKA affinity group or network group, is a voluntary group for EEs who share a particular diversity dimension
3. Strategic Alliance: formal links with national and global diversity orgz

Question 20

4. System Changes

Answer 20

Review and revise to align with diversity goals:

• Orgz systems
• Operational processes, procedures, and practices

*policy review, recruiting, succession planning, supply chain, marketing, CSR==>should all be reviewed to align with D&I

Question 21

5. Training

Answer 21

1. Diversity awareness courses, to help ppl develop a greater sensitivity to the opportunities and challenges of working in an increasingly dynamic and diverse orgz
2. Diversity mgmt courses, to equip executives to manage diverse teams effectivley and foster an inclusive work environment
3. Professional development opportunities, which help female, LGBT, and ethnically diverse EEs and others build skills to enable their success.

Question 22

6. Measurement and Evaluation

Answer 22

1. Process measures assess ‘how we did, what went well, what didnt and why’. Ex: the # of EEs participating in a mentoring program and their feedback on the experience
2. Results measures assess the difference it made to the orgz. Ex: was there a decrease in turnover and how much did that save the orgz?

Question 23

HRs Role to Ensure the D&I Strategy Positively Influences:

Answer 23

1. Policies/Procedures-to promote diversity
2. Individual-attitudes and behaviors
3. Managerial-skills and practices

Question 24

Individual Attributes/Behaviors

Answer 24

Relational Skills:

• Emotional Intelligence
• Intercultural Wisdom
• Building Trust
• Managing Conflict
• Negotiatin
• Global Mindset

==>Instilling these qualities throughout the orgz is a critical outcomes-based HR responsibility

Question 25

Ways to Increase Managerial Skills and Practices

Answer 25

4 T’s: travel, transfer, train, teams

*This builds cultural awareness

Question 26

Policies & Procedures to Promote Diversity

Answer 26

HR’s Challenge is to ensure that every policy applies equitably and fairly across:

• All diversity dimensions including gender, sexuality, race, cutlure
• All functions including IT, finance, manufacturing
• All global locations including mix of highly diverse cultures

Question 27

Dimension Specific Issues

Answer 27

Each diversity dimension presents unique issues and challenges (sex, age, religion, race, personality)