Transcript Managing Inclusion™ 2008

DIVERSITY & INCLUSION
AWARENESS
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Diversity and Inclusion
• The Y is made up of people of all ages and from every walk of life
working side by side to strengthen communities. Together we work
to ensure everyone, regardless of gender, income, faith, sexual
orientation or cultural background, has the opportunity to live life
to its fullest. We share the values of caring, honesty, respect,
responsibility and inclusion—everything we do stems from it
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Diversity and Inclusion
How do you define Diversity?
What do you think of when you hear Diversity?
• Diversity is about valuing and promoting differences, similarities
and unique characteristics of groups and individuals in the
workforce
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Diversity Defined and Measured
Diversity Defined
The presence of differences that
make each person unique and that
can be used to differentiate groups
and people from one another
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How do we measure
Diversity?
• Individual attitudes and beliefs
about diversity (i.e. how open
employees are to different cultural
groups, and how comfortable staff is
with cultural change);
• Organizational values and norms
that impact the management of
diversity
• Management practices and policies
that help or hinder the process of
becoming a multicultural business
(i.e. how do managers use
organizational systems such as
accountability, reward, and decisionmaking to capitalize on diversity.)
Diversity and Inclusion
How do you define Inclusion?
When you think about Inclusion, what does it mean to you?
• Inclusion is about empowering and leveraging diversity in the
workforce by enabling individuals to contribute to their fullest
potential through individual development, retention and pluralistic
work processes.
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Inclusion Defined and Measured
Inclusion Defined
The full engagement and
development of all YMCA
employees/members/volunteers/
guests
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Inclusion Measured
Engagement: How valued and
engaged everyone within the YMCA
feels.
Diversity Wheel
•
Diversity includes all the dimensions diagrammed on the Diversity Wheel on
the following slide. We are all diverse, because we are all similar and
different on a variety of dimensions.
A. Personality: this includes an individual's likes and dislikes, values,
and beliefs. Personality is shaped early in life and is both influenced by,
and influences, the other three layers throughout one's lifetime and
career choices.
B. Internal Dimensions: relate to our physical bodies; This dimension is
the layer in which many divisions between and among people exist and
which forms the core of many diversity efforts. These dimensions
include the first things we see in other people, such as race or gender
and on which we make many assumptions and base judgments.
C. External Dimensions: relate to our upbringing and socio-economic
environment, which might change over time, and which usually form
the basis for decisions on careers and work styles.
D. Organizational Dimensions: Include our histories and environment;
While much attention of diversity efforts is focused on the internal
dimensions, issues of preferential treatment and opportunities for
development or promotion are impacted by the aspects of this layer
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Context: Diversity Wheel*
*The Diversity
Wheel is adapted
from Marilyn
Loden’s chart in
her book
“Implementing
Diversty”
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(From Implementing Diversity © 1996. Irwin Professional Publishing.)
The Case for
Diversity and Inclusion
Diverse organizations aren’t necessarily inclusive
Inclusive organizations aren’t necessarily diverse
Diverse organizations do not necessarily out-perform non-diverse
organizations
_______________________________________________________
The highest performing companies are inclusive, diverse and
properly managed. Some of the poorest performing companies
may be diverse, but are not properly managed and don’t embrace
their diversity. Please look at the following diagram, which helps to
illustrate this philosophy.
•
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Not Diverse
Diverse
The Case for
Diversity and Inclusion in Companies
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Well-Managed/Inclusive
Poorly Managed/Exclusive
Highest
Performing
Poorest
Performing
Moderately
Successful
Mediocre
YMCA Focus
Diversity: The presence of differences that make each person
unique and that can be used to differentiate groups and
people from one another
Inclusion: The full engagement and development of all YMCA
constituencies
Our Mission: To put Christian
principles into practice through
programs that build healthy
spirit, mind and body for all
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Organizational Culture
Organizational Culture: The expression of an organization’s collective
values, beliefs, and behaviors.
KEY QUESTIONS:
Do staff, volunteers or program participants “check their individual
differences at the door?”
What’s wrong with just being “color-blind” or “gender-blind” or
“whatever-kind of blind?”
Is there some way you “ought to be” in order to fit in the
association and its programs?”
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How do we embrace Diversity and
Inclusion?
• Respect others’ opinions
• Acknowledge cultural/generational differences and historical
injustices without becoming defensive
• Be open to learning about other cultures and ideas
• Give others the benefit of the doubt in a dispute
• Seek first to understand others’ point of views; then to be
understood
• Don’t stereotype
• Don’t judge others by your own cultural standards
• Don’t assume your culture’s way is the only way
• Don’t talk down to anyone; communicate effectively
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What are some benefits of Workplace
Diversity & Inclusion?
• Improved understanding of those you work for, with, and around
• Creates a work environment that allows everyone to reach their full
potential
• Provides multiple perspectives on problem solving
• Better performance outcomes
• Increases employee productivity
• Increases retention rates
• Boosts employee morale
• Improved member relations
• Reduces complaints
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How can Managers Promote Diversity and
Inclusion?
• Lead employees by example; respect people and differences in the
workplace
• Create a welcoming, inclusive environment in which to conduct
business
• Incorporate diversity in policies, strategic plans, operational
procedures
• Learn and practice early conflict resolution strategies
• Practice regular, effective and open communication; empower your
employees; requires trust
• Demonstrate executive commitment to diversity on an ongoing and
regular basis
• Walk the talk.
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How Can Employees Promote Diversity?
• Practice positive constructive work habits in the workplace; work
cooperatively towards a common goal.
• Live up to the social contract; contribute to your fullest potential;
strive for excellence.
• Recognize and respect others and their individuality
• Think before you speak and be sensitive to others
• Talk about your differences and ask tactful questions about how
people want to be treated
• Work to eliminate (and make people aware of) stereotypes and
generalizations
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Definition of Stereotype
•
A stereotype is a commonly held popular belief about specific
social groups or types of individuals. The concepts of "stereotype"
and “prejudice” are often confused with many other different
meanings. Stereotypes are standardized and simplified conceptions
of groups based on some prior assumptions.
•
A stereotype is a generalization about a person or group of
persons. We develop stereotypes when we are unable or unwilling
to obtain all of the information we would need to make fair
judgments about people or situations. Our society often innocently
creates and perpetuates stereotypes, but these stereotypes often
lead to unfair discrimination and persecution when the stereotype is
unfavorable.
Example: All women like to cook.
This is a stereotype because not all women
like to cook.
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Facts About Stereotypes
Stereotypes:
-Originate within and are caused by a history of socio-political struggle
between unequal groups within a region, nation, or society.
-Present generalizations which function to create or sustain inequalities of
value, power, and/or wealth among socially constructed groups (by race,
age, sex, class, religion etc.).
-Are intended to harm or have a negative effect on the object of the
stereotype, or can reasonably be predicted to do so.
-Circulate repeatedly in a culture so that they are accepted as "common sense"
truths by many people in the culture, even those who are the object of the
stereotype.
-Disguise or distort the truth through misrepresentation based on only partial
aspects of a person or situation.
-Appeal to the prejudices of the audience, by attaching them to emotions of
pleasure or hatred that are reinforced often by casting stereotypes within the
entertainment world.
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Definitions of Generalization
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A generalization is a statement based on a fixed set of observations and
experiences, but claims to hold true for the larger set, even for those cases
that have not been seen or experienced. It is a foundational element of logic
and human reasoning. The process of verification is necessary to determine
whether a generalization holds true for any given situation.
Example: School is fun and easy.
This is a generalization because for some people
school is boring and hard.
•
All statements of fact or truth require generalization. All generalizations, then,
can be said to be theoretical. They offer a theory about how things are in
general. The generalization originates in a rational effort to categorize, not in
an irrational effort to take over.
•
Consider this: When does a generalization become a stereotype? Do they have
different origins or effects?
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Stereotypes/Generalizations Exercise:
• While all stereotypes are generalizations, not all generalizations
are stereotypes.
• Stereotypes prohibit really getting to know people as individuals
– Exercise: Think of a teenage mom, a homeless person, a CEO,
a Fast food worker. Take a moment and think of the stereotypes
that these individuals may fall under. Now think of an actual
person that you know that fits one of these categories and see if
some of those stereotypes don’t hold true for them.
•
These are individual people, everyone with a different story and
background. Work to get to know the person, rather than labeling a
stereo
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Remember…
Begin challenging your own assumptions. Your assumptions are
your windows on the world. Scrub them off every once in awhile,
or the light won't come in.
Alan Alda
Diversity is only F.A.I.R
•F
eedback/communication promotes understanding,
reduces conflict and enhances productivity
•A
ssist others to become culturally competent; support
one another-we are all in this together!
•I
nclusion should be practiced; empower employees to fully
perform and participate in pursuit of the YMCA Mission
•R
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espect is non-negotiable; honor the social contract
Famous Thoughts on Diversity & Inclusion
“We have become not a melting pot, but a beautiful mosaic—different
people, different beliefs, different yearnings, different hopes,
different dreams” –Jimmy Carter
“We all should know that diversity makes for a rich tapestry, and we
must understand that all the threads of the tapestry are equal in
value no matter what their color” –Maya Angelou
“I have a dream that my four little children will one day live in a nation
where they will not be judged by the color of their skin but by the
content of their character. I have a dream today.” –Martin Luther
King, Jr.
“When everyone is included, everyone wins.” –Rev. Jesse Jackson
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History of Y Initiatives
• Need for YMCAs to remain significant, relevant, and viable leaders
of our communities
• National Diversity Initiative began in late 1990’s
• Urban Group explored ways that associations and branches could
increase their level of cultural competency and inclusiveness
• Helped launch diversity efforts in numerous YMCAs and trained
2,500 leaders
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Y-USA’s 2020 Vision for Diversity & Inclusion
YMCA volunteers and staff are culturally competent, inclusive, and they understand,
respect, and value the diversity of others as an intuitive and preferred way of
operating.
Diversity and inclusion practices at the Y foster a high-performing learning
environment where staff and volunteers are engaged, valued and encouraged to
collaborate, generate ideas and contribute at the highest level. We are passionate
about our cause and know that our ability to achieve it begins with reflecting and
partnering with all people and communities
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QUIZ
Please click the link below to take the quiz.
Diversity Quiz
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