diversity in the workplace powerpoint presentation

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Diversity in the Workplace PowerPoint Presentation

Number of slides: 10

Diversity in the workplace means including people of different cultures, genders, religions, ages, and opinions to bring multiple perspectives and team dynamics. Promoting diversity and inclusion between colleagues is essential to building a respectful workplace for everyone. If you’re working on a diversity training program, this PowerPoint template is ideal for you to define what diversity means, showcase your diverse teams, and how you encourage diversity and inclusion in the workplace.

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PPT template for Diversity in the Workplace Training

Importance of the workplace diversity slide.

Diversity brings in new ideas and perspectives that create a workplace where everyone can learn from each other. Plus, companies with a diverse workforce are better at problem-solving and have access to multiple world-views, enhancing customer experience. As you can see, diversity in the workplace goes beyond working with great talents; it impacts business.

Diversity Challenges in the Workplace Slide

When discussing diversity and inclusion in the workplace, it is important that you also mention the challenges that your team may face and how to overcome them together. Some of these diversity challenges could be communication issues, cultural differences, and stereotyping. Use this slide to address these situations and share resources to educate your team on these sensible topics.  

Diverse Teams Slide

Show don’t tell! What better way to prove your company encourages diversity and inclusion than showcasing your diverse team. In this slide, you’ll be able to share your colleagues’ stories and even highlight quotes about their experience in the company.

Future Actions

Show people what the company is committed to doing to promote diversity in the workplace. A good way to do so is by closing your diversity training presentation with a plan for future actions.

Diversity illustrations in PowerPoint

The Diversity in the Workplace PowerPoint template comes with vibrant illustrations of diverse teams to make your presentation more visually appealing and engaging.

Diversity Training Programs and Inclusion Talks

Company leaders and managers are called to give these diversity and inclusion talks to their teams in order to create a fair and safe environment for everyone.

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Diversity and inclusion presentation: The all-in-one guide

Learn everything you need to know about from planning and delivery to tips for engaging your audience.

Raja Bothra

Building presentations

Hey there, fellow presenters!

Today, we're diving deep into the world of diversity and inclusion presentations.

Whether you're an experienced presenter or just getting started, this all-in-one guide will equip you with the knowledge and tools to create compelling presentations that promote diversity and inclusion in your organization.

So, let's embark on this enlightening journey together!

What is diversity?

Diversity is more than just a buzzword; it's the beautiful tapestry of differences that make our world unique. In a workplace context, diversity encompasses a wide range of characteristics, including race, gender, ethnicity, background, and more. Embracing diversity means recognizing and valuing these differences, making space for everyone's unique perspectives.

What is inclusion?

Now, let's talk about inclusion. Inclusion goes hand in hand with diversity. It's about creating an environment where everyone feels welcome, respected, and valued. Inclusion means removing barriers and fostering a sense of belonging for all employees, regardless of their background or characteristics.

Benefits and challenges of diversity and inclusion

Now, let's delve deeper into the compelling world of diversity and inclusion, exploring the remarkable benefits they bring to the workplace, as well as the complex challenges that must be addressed. When done right, diversity and inclusion are not just buzzwords; they are powerful tools that can transform your organization in the following ways:

Benefits of diversity and inclusion

• Improved decision-making: Imagine a team where each member brings a unique perspective to the table. Diverse teams are more likely to consider a wider range of perspectives, leading to more creative and innovative solutions. When individuals from various backgrounds collaborate, they bring fresh ideas and approaches that can revolutionize decision-making.
• Increased creativity and productivity: Diversity of thought and experience can act as a catalyst for new and better ideas, products, and services. When individuals with different life experiences come together, they spark a synergy that drives creativity and boosts productivity.
• Stronger business results: Research has repeatedly demonstrated that companies with diverse and inclusive workforces perform better financially. Embracing diversity isn't just a moral imperative; it's also a smart business strategy.
• Improved employee engagement and satisfaction: Employees are more likely to be engaged and satisfied with their jobs when they feel valued and respected for their unique contributions. Inclusivity fosters an environment where every team member feels heard and appreciated.
• Reduced turnover: Employees are more likely to stay with a company that values diversity and inclusion. When individuals feel a sense of belonging and see their contributions recognized, they are less likely to seek opportunities elsewhere.
• Enhanced brand reputation: Companies that are seen as diverse and inclusive are not only attractive to customers but also to potential employees. A reputation for inclusivity can set your organization apart in a competitive job market.

Challenges of diversity and inclusion

However, it's crucial to acknowledge that the path to diversity and inclusion isn't without its obstacles. Some of the challenges include:

• Unconscious bias: We all have unconscious biases, which can lead to discrimination and exclusion. These biases are often deeply ingrained and require conscious effort to address.
• Communication barriers: Language and cultural differences can create communication challenges within diverse teams. Effective cross-cultural communication is key to breaking down these barriers.
• Power dynamics: People from different backgrounds may have varying levels of power and privilege. Navigating these dynamics can be complex and requires a commitment to creating an inclusive environment.
• Fear of change: Change can be intimidating, and some individuals may resist diversity and inclusion efforts out of fear or discomfort. It's essential to provide education and support to address these concerns.

Overcoming the challenges

To overcome these challenges, organizations can take proactive steps:

• Provide training and education on unconscious bias: Awareness is the first step towards change. Training programs can help individuals recognize their biases and take steps to mitigate them.
• Create opportunities for cross-cultural communication and collaboration: Encourage employees to learn from each other and build relationships across different backgrounds. This can foster mutual understanding and respect.
• Implement policies and procedures that promote equity and inclusion: Diversity recruiting, anti-discrimination policies, and unconscious bias training for managers are just a few examples of measures that can promote equity and inclusion.
• Create a culture of respect and inclusion: Valuing all employees for their unique contributions and creating a workplace where everyone feels safe and welcome is at the core of diversity and inclusion efforts.

By understanding both the remarkable benefits and complex challenges of diversity and inclusion, organizations can take concrete steps to create a workplace where everyone has the opportunity to thrive.

How to structure an effective diversity and inclusion presentation

Creating an impactful diversity and inclusion presentation is like sculpting a work of art – it requires careful planning, skill, and a deep understanding of your audience. A well-structured presentation can make all the difference in conveying your message effectively.

Here's a comprehensive breakdown of how to structure your diversity and inclusion presentation, inspired by best practices:

1. Start with a compelling introduction:

Begin with a captivating hook that grabs your audience's attention. Share a real-life story, a compelling statistic, or a thought-provoking quote related to diversity and inclusion. Make your audience curious and eager to learn more.

2. Define key terms:

Clear communication is essential. Start by defining essential terms like diversity, inclusion, equity, and belonging. Ensure that your audience comprehends these concepts from the get-go. Provide real-world examples to illustrate each term.

3. Discuss the benefits of diversity and inclusion:

Delve into the many advantages of embracing diversity and inclusion in the workplace. Explain how diverse teams lead to improved decision-making, increased creativity, heightened productivity, and enhanced financial performance. Use real-life case studies or success stories to underscore your points.

4. Identify the challenges of diversity and inclusion:

Honesty is key when addressing the challenges organizations may face in promoting diversity and inclusion. Acknowledge issues such as unconscious bias, communication barriers, power dynamics, and the fear of change. Relate these challenges to real-world scenarios to make them relatable to your audience.

5. Offer solutions to the challenges:

Transition smoothly from discussing challenges to presenting actionable solutions. Share strategies and best practices that organizations can implement to overcome these obstacles. Emphasize the importance of unconscious bias training, cross-cultural communication, diversity recruiting, and the creation of inclusive policies.

6. End with a compelling call to Action:

Leave a lasting impression by concluding your presentation with a strong call to action. Encourage your audience to take concrete steps towards promoting diversity and inclusion in their workplaces or communities. This could include further education, engagement in diversity initiatives, or supporting organizations dedicated to diversity and inclusion efforts.

When delivering your presentation, remember to incorporate visuals, stories, and real-world examples to engage your audience and make your message memorable. Be prepared to answer questions and be open to feedback. Maintain a respectful and positive tone throughout, avoiding stereotypes or generalizations.

Finally, remain optimistic about the future of diversity and inclusion, and convey that positivity to your audience. By following this structured approach, your diversity and inclusion presentation will undoubtedly make a lasting impact.

Do’s and don'ts on a diversity and inclusion presentation

Now, let's explore some do's and don'ts when creating diversity and inclusion presentations:

• Embrace diversity in your organization.
• Celebrate differences and promote acceptance.
• Value the contribution of every team member.
• Promote a culture of equality and fairness.
• Use diverse templates and designs to emphasize your message.

Don't:

• Use discriminatory language or behavior.
• Rely on stereotypes.
• Exclude anyone from the conversation.
• Neglect to emphasize the value of diversity.
• Use slang or phrases that may be offensive or exclusionary.

Summarizing key takeaways

• Diversity includes differences like race and gender.
• Inclusion fosters a respectful environment.
• Better decision-making, creativity, and satisfaction.
• Stronger results and reduced turnover.
• Unconscious bias and communication barriers.
• Bias training and inclusive policies.
• Respect and a culture of inclusion.
• Start strong, define key terms, discuss benefits and challenges, and end with a call to action.

Inclusivity is not just a checkbox; it's a principle that should be ingrained in every aspect of your organization. When you emphasize diversity and inclusion, you empower your employees to speak clearly and slowly, fostering an environment where everyone can thrive.

1. What should I consider to ensure accessibility for audience members with disabilities?

To ensure your presentation is accessible to all, consider using sufficient contrast in your slides, and you can even use a blindness simulator tool to check. Additionally, avoid flash animations, as they can be problematic for individuals with epilepsy or migraine.

2. How can I eliminate discriminatory behavior in my corporate presentations?

Inclusive leadership plays a vital role in eliminating discriminatory behavior in corporate settings. Leaders should aim for ongoing integration of diversity and inclusion principles into the workplace culture to make a difference.

3. How can I make sure my slides represent a variety of backgrounds and ethnicities?

When crafting your presentation, aim to include images, icons, and charts that are representative of diverse backgrounds and ethnicities. This promotes a more inclusive visual experience.

4. What is the outcome of using inclusive leadership principles in corporate presentations?

The outcome of implementing inclusive leadership in corporate presentations is improved retention and recruitment. Inclusive leaders create an environment where individuals from all backgrounds feel valued and motivated to stay, and this attracts new talent.

Here is a guide on recruitment presentation .

5. Why is it essential to aim for ongoing integration of diversity and inclusion principles in presentations?

Ongoing integration ensures that diversity and inclusion become ingrained in the culture of your organization. This commitment helps to eliminate discriminatory behavior and fosters an environment where everyone can thrive.

Create your diversity and inclusion presentation with Prezent

Now that you're equipped with knowledge and best practices, it's time to take action. Crafting a powerful diversity and inclusion presentation has never been easier with Prezent. In today's world, embracing inclusion isn't just a choice; it's a necessity for organizations to thrive.

By using Prezent to create effective diversity and inclusion presentations, you're not just delivering information; you're promoting a culture of acceptance and innovation. Remember, diversity is our strength, and inclusion is our path to excellence.

So, take the lead, empower your team, and make a meaningful difference!

Signup our Free Trial or book a Demo today with Prezent!

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Diversity in the Workplace Infographics

It seems that you like this template, free google slides theme, powerpoint template, and canva presentation template.

Do you work in a place where not only there are women and men almost equally, but also people from different places of the world? That's great! Embracing diversity at the workplace is very enriching, and these infographics will help you give some statistics and information about that concept! These colorful diagrams, graphs and compositions contain various text boxes and illustrations to convey the data and provide context to your audience.

Features of these infographics

• 100% editable and easy to modify
• 32 different infographics to boost your presentations
• Include icons and Flaticon’s extension for further customization
• Designed to be used in Google Slides, Canva, and Microsoft PowerPoint and Keynote
• 16:9 widescreen format suitable for all types of screens
• Include information about how to edit and customize your infographics

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5 Strategies to Infuse D&I into Your Organization

• David Lancefield

One-off initiatives aren’t enough.

There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach to D&I. The authors offer five strategies for making more progress and creating a more representative, fair, and high-performing workforce. First, ensure the CEO positions themselves as the top champion for D&I efforts. Second, center D&I in your business strategy. Third, hold executive leaders accountable for D&I outcomes. Fourth, mitigate implicit bias at the systemic level. Finally, pivot from diversity training to leadership development coaching.

There is broad agreement that diverse and inclusive workplaces are a good thing. These environments value all employees’ contributions and reflect the demographic characteristics of the available labor force.

Put most simply, it’s the right thing to do. Additionally, diverse and inclusive companies find and nurture the best talent , increase employee engagement , and improve customer willingness to buy.

But there is a long way to go. The killing of George Floyd in May 2020 was a clarifying catalyst that helped business leaders see the enormous inequities that have always existed. A year later, stakeholders (including current and prospective employees and customers) want to know if companies have lived up to the big promises they made last summer.

Opportunities for Midsize Businesses in 2021

Historically, people of color have faced the following vast disparities in the workplace:

Lower-than-expected hiring rates . White job applicants tend to receive more callbacks than equally qualified applicants of other races. Hiring rates (the number of hires as a percentage of the total number of candidates) for Black and Hispanic Americans did not improve between 1990 and 2015.

Lower-than-expected representation in white-collar and leadership jobs. People of color are overrepresented in lower-paying jobs and underrepresented in top leadership roles. Asian Americans and Pacific Islanders (AAPI) are the least likely to be promoted to management and executive levels in Silicon Valley high-tech jobs compared to other groups. A total of 21 Black Americans have held Fortune 500 CEO positions, including the five who currently hold the top spot. Although the number of Hispanic Fortune 500 CEOs is increasing, they still represent less than 4% of those 500 CEO slots. There are no Black chairs, CEOs, or CFOs of companies in the FTSE-100 .

Negative day-to-day experiences at work. Employees of color consistently report less-positive experiences at work than their white colleagues. About 31% percent of AAPI employees and 25% of Hispanic and Black employees experience stereotypes and bias at work. Black employees say they’re treated less fairly and get less support to advance. Black female employees feel less valued and less respected than employees of other races and ethnicities.

During 2020 and so far in 2021, many companies, including McDonald’s , Microsoft , Boeing, and Best Buy, made pledges to improve diversity hiring practices and introduce diversity and inclusion (D&I) training. The hiring of D&I professionals in general spiked, too; more than 60 U.S. companies appointed their first-ever chief diversity officer (CDO).

However, much of this work has not yet taken root. In one recent survey , 93% of leaders agreed that the D&I agenda is a top priority, but only 34% believed that it’s a strength in their workplace. In another survey , 80% of HR professionals viewed companies as  “going through the motions.” In other words, they didn’t notice any significant positive impact from the organizations’ actions. Another survey revealed that while 78% of Black professionals believe senior leaders’ D&I efforts are well-intentioned, 40% hear more talk than action and have not noticed material changes to policies or culture. Meanwhile, many CDOs leave their roles because of a lack of strategic, financial, and political support.

It’s time for a new approach

Boards and CEOs are facing more pressure from investors to deliver on their D&I promises. Several asset managers, including New York City Employees’ Retirement System and Black Rock, have asked corporations to release their workforce gender, racial, and ethnic composition data as a way to incentivize change.

One-off D&I “initiatives” do not effectively address these long-standing disparities. Instead, leaders should infuse D&I throughout their organizations. Based on our experience and research, we have developed five strategies that can turn D&I into an improved employee experience and a strategic advantage for the enterprise.

Ensure the CEO positions themselves as the top champion for D&I efforts

The CEO needs to take a public stance, embed D&I in the organization’s purpose, exemplify the culture, and take responsibility for progress toward goals. They need to be out front, even if a CDO is part of the team.

PwC’s U.S. chairman, Tim Ryan, has been an exemplar for at least five years. He co-founded CEO Action for Diversity and Inclusion after police shootings in the summer of 2016 to spur business executives to collective action on D&I. The publication of PwC’s workforce diversity data in 2020 revealed that women and people of color are underrepresented, especially at senior levels, showing that even the most dedicated companies still have a lot of D&I work to do.

Nielsen’s CEO, David Kenny, added the CDO title to his leadership portfolio in 2018 so he could “ set hard targets for ourselves and make those transparent to our board and measure them like we measure other outcomes like financial results.” He relinquished that title to a new CDO in March 2020, noting the D&I progress his team had already made.

If you’re a board member, you have an essential role to play in D&I governance. You should make sure there is action and change that employees can see and feel. You should be asking your CEO questions about:

• The current experience and representation of non-white groups.
• Their leadership on the D&I strategy and goals.
• Their visibility to employees and the community regarding these matters.
• The progress the company is making on D&I goals.

You should also evaluate the impact, stance, and activities of new CEO candidates in their previous roles and their D&I ambitions and plans should they be appointed.

Center diversity and inclusion in the business strategy

D&I is far more than an “HR issue.” It should be a core ingredient in the design and execution of business strategy and embedded in the activities of the organization day in, day out. Increasing the number of non-white individuals involved in the strategy process will help develop a core purpose that better reflects a broader group of customers and employees. It also gives the organization more opportunities and places to succeed.

Alex Gorsky, chair and CEO of Johnson & Johnson, who has put D&I at the center of his pursuit of sustainable competitive advantage, said , “The best innovations can only come if our people reflect the world’s full diversity of individuals, opinions, and approaches.” A diverse design group is more likely to create products and services that work for a diverse clientele, avoiding biased assumptions, generalizations, or shortcuts. When organizations test products and services on a diverse group of potential clients and employees, it’s easier to identify the variations necessary to enhance the adoption of the final offering. And, when a company has an enterprise-wide D&I strategy, leaders can use it to guide the selection of operating ecosystem partners that are aligned with its D&I intentions.

Channel 4 , the UK television company, announced a strategy “to shift focus to authentic portrayal and representation, allowing audiences to recognize themselves on-screen.” This effort even extended to “helping (its) partners and suppliers become more confident in inclusion and diversity” by providing a written guide to employing people with disabilities. In addition, CEO Alex Mahon set out six commitments to anti-racism that focused on on-screen talent, content, business model (advertising), supply chain, and overall workforce. She told David:

Channel 4 is unique because we have the principle of diversity written into our remit by Parliament. We don’t only pursue diversity and inclusion because of the remit, or because it’s the right thing to do, we also do it because we know it makes us a better business. We find — delightfully — that it brings us genuine competitive advantage: We attract and retain people of creative and commercial brilliance through our creative freedoms and audiences seek out our independent voice and noisy content.

As an illustration of this approach, Channel 4 announced plans for “Black To Front,” a day this coming September where its entire programming schedule will highlight Black talent, both behind and in front of the camera.

Hold executive leaders accountable for driving D&I outcomes

John Doerr opined in his book Measure What Matters that “Ideas are easy. Execution is everything.” Organizations can use his objectives and key results (OKRs) concept to encourage and incentivize meaningful D&I outcomes.

Give each functional leader and business unit leader formal accountability for achieving two sets of D&I results in their part of the business: diversity results that focus on representation (such as hiring, promotion, and mobility outcomes) and inclusion results that focus on day-to-day experience (such as employee engagement, equity, and psychological safety outcomes). Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I. BBC Director-General Tim Davie has stipulated that each leader’s performance and progress will be assessed based on gender, ethnicity, disability, and LGBTQ+ equity goals.

Make sure to give those accountable business leaders access to best-practice organizational development, talent development, and D&I resources to help them achieve these OKRs, in partnership with the CDO and chief human resources officer (CHRO). All of this has to be considered a fundamental part of the day job, not an “out-of-hours” activity — executive leaders must provide the requisite time and resources to get the job done. Finally,  executives must establish how they will reinforce desired leader behavior and what consequences they will introduce when outcomes don’t align with the stated goals.

Mitigate implicit bias at the systemic level

Calvin Lai ’s research indicates that organizations should focus on mitigating systemic bias embedded in talent management and other decision-making processes rather than focusing primarily on eliminating individual bias.

Many hiring, selection, and career mobility processes operate in ways that could unintentionally increase bias. For example:

• Recruiters only advertise jobs to a narrow range of potential candidates or only reach out to certain schools and universities.
• Hiring managers use selection criteria that don’t relate to performance on the job, such as automatically ranking employee referrals higher than other candidates.
• Managers give high-visibility work only to in-group team members and promotions to those who “know somebody.”
• Managers don’t select people of color for client-facing or revenue-generating jobs that can lead to C-suite roles.

To address these biases, undertake a thorough investigation of talent management policies and processes to understand which ones limit opportunity. Then identify what leaders, managers, human resources, and D&I professionals should stop, change, or redesign.

Pivot from diversity training to leadership development coaching

One-shot diversity training programs that focus solely on reducing implicit bias do not typically result in sustained behavior change . Instead, diversity training is most effective when it’s part of an enterprise-wide strategic approach, includes both awareness and skills development, and is conducted over time.

It’s also essential to focus on coaching managers to enhance their relationships with those they lead since the most significant driver of employee engagement is manager behavior. Organizations can train managers to personalize their interactions with their teams so that they’re more likely to create psychological safety and make equitable decisions regarding the processes they control, including pay , performance measurement , promotions , and work assignments .

These new leadership behaviors should positively impact employee engagement, equity, and psychological safety, which leaders can then measure, track, and incentivize using the OKR approach.

There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach. By following these five strategies, leaders can make more progress and create a more representative, fair, and high-performing workforce.

• Gena Cox , PhD, is an organizational psychologist, leadership strategist, and professional speaker. She advises executive leaders who are  redefining  the role they play in driving diversity and inclusion strategy. Her book on the subject will be published in 2022. You can reach her at  Feels Human, Inc ., where you can download the Inclusion Infusion Index, or follow her on  LinkedIn .
• David Lancefield is a  catalyst, strategist, and coach  for leaders. He’s advised more than 40 CEOs and hundreds of executives, was a senior partner at Strategy&, and is a guest lecturer at the London Business School. Find him on LinkedIn (@davidclancefield) or at  davidlancefield.com , where you can sign up for his free “Mastering Big Moments”  workbook .

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A Complete Guide to Diversity & Inclusion Training for Corporate Employees With Training Material Included [Free PDF Attached]

Madhusheel Arora

In nature, diversity is the order of the day. Plants and animals embrace diversity in all its glory and celebrate it with zest, enthusiasm, and complete acceptance.

We, humans, are not that lucky or accepting, especially in the way we run our businesses. The enterprises might be as diverse as steel-making to manufacturing paper, but within these, Diversity and Inclusion (D&I) are not anywhere near-perfect.

Click here to get complete access to the comprehensive Diversity and Inclusion deck

Businesses want the world to be their playground and target diverse markets, but resist the inclusion of diversity in their ranks.

Our complete course on D&I is designed to sensitize the workforce to embrace Diversity. The trainer can download this comprehensive presentation deck to get the most well-researched content, fortified with impactful designs to deliver a powerful training experience.

The comprehensive course — with training material included — is also the most credible, relevant resource available online to a query on how to conduct D&I training. The course is structured across eight sessions, which are:

D&I: Working on beliefs, attitudes, and behavior

We start with ‘Bias Acknowledgment’ as Session 1 . Without this realization, one fails to spot biases that actually necessitate the study of D&I. The well-researched exercises in the session underline the relevance of D&I as a business concern that must be addressed. The goal is to bring about a positive mindset change as trainees undergo a rigorous intellectual shake-up.

The in-depth, one-of-its-kind course also touches upon the three devils that plague businesses’ efforts towards D&I. The trainer helps participants identify and deal with Stereotypes, Prejudice, and Discrimination in Session II . The approach remains practical with trainees encouraged to subject themselves to rigorous introspection on discriminatory behavior.

Types of biases and specific, unique strategies to deal with each are presented in Session III . Our 26-slide Session IV on ‘Bias Formation’ allows the trainer to take trainees on an investigation to find the causes of bias.

Session V builds upon the previous four sessions and introduces trainees to the concept of ‘Understanding’. The idea of Understanding is seen through the prism of Diversity, Inclusion, Belonging, and Equality and Equity (DIBE). The much-confused concepts of Equality and Equity are explained in a fresh, dynamic way. Here, the trainer also gets the chance to discuss the six-question approach to understand culture.

In Session VI , we list out how the Lack of D&I Practices Impact Businesses. The Starbucks Racial Incident of 2018 is covered to illustrate how quickly matters escalate out of control, when D&I is not a part of the organization DNA.

Our penultimate session talks about the salient features of D&I Policy for Inclusive Leadership. The trainer gets to share the six key traits of an Inclusive Leader.

We conclude our content repository with D&I Policies for Employees and Diversity Council, the title of Session VIII . This session opens with the hashtag of #Leave No One Behind as the first slide. This is a customable session, where the trainer can key-in the purpose and the scope of D&I Policy that the corporation wants to implement.

All sessions end with three key indicators of trainees’ involvement in the training. These are:

• Key Takeaways
• Let’s Discuss
• Let’s Test What We Have Learnt

The guide also includes Bonus Material in the form of an Appendix of D&I Activity Calendar, Posters and Mailers. The master slide of the icons used is also provided.

*************************************

The preview

SESSION I: BIAS ACKNOWLEDGEMENT

Where it all starts

The key learning outcome of Session I is that trainees gain an awareness of how their personal biases influence decision-making.

Experts testify that even though we are not consciously aware of biases that we cultivate, these reflect in our behavior. Biases are like sugar-heavy drinks, giving us the energy and the capability to make quick, off-the-cuff decisions. These are palpable to all, except the person exhibiting the bias.

Session I is designed to help trainees see the problem and its many manifestations. The trainer is provided the required resources to tackle the issue head-on. The first exercise is a picture puzzle, where the trainer can demonstrate that how the ‘mere appearance of an individual’ is a source of great bias. If unchecked, this can be a source of great grief or delirious happiness.

Another pictorial exercise lets the existence of bias sink in further.

Thought-provoking, open-ended questions add to the increasing clarity among trainees on the concept of bias. An activity, Completing the Wheel, lets the trainer and trainees interact as they resolve the issue of bias. Finally, a consensus may or may not emerge, but the entire training effort has made its point.

The Circle of Trust activity is also a must-do for better understanding of bias.

The self-reflective questionnaire on Unconscious Prejudice brings out each trainee’s ‘uniquely-placed’ bias across race, gender, sexuality, weight etc. This session offers links to take Harvard University’s bias test, also known as the Implicit Association Test.

Next, our session offers datapoints and empirical evidence to help the trainer build a strong business case for the elimination of bias.

These include a CNBC study, which shows that the color of your skin sets you up for 33% lower hourly pay in the US.

Some penalty, this, for the way God made you. For those on the other side of the divide, the same facts should be taken as a lottery, but are taken as rightful entitlement. Trainers who download this pioneering course may use this as a discussion point. This may spark a heated debate, but will add real value to the learning from the path-breaking course.

SESSION II: STEREOTYPE, PREJUDICE, DISCRIMINATION

The key learning outcome of Session II is that trainees can let go of personal discriminatory behavior, if any, when armed with the correct tools. They are also given an understanding of how such discriminatory behavior is the result of unchecked stereotypes and prejudices. The session also lists out preventive measures and Memes to drive home the point.

The hands-on session puts the spotlight on the actual tackling of stereotypes and prejudices in day-to-day work situations. Before doing this, the course design, backed by tons of research, ensures that everyone in the hall grasps the three concepts.

Of several actionable takeaways from the session, the one that the trainers may try and drill into the trainees is that workplace discrimination leads to poor employee engagement and satisfaction. A brand, built painstakingly over decades, might just evaporate overnight if managers and agenda-setters in business fail to up their guard against stereotypes, prejudices and discrimination.

SESSION III: TYPES OF BIASES

The key learning outcome of Session III is to ensure that trainees learn to identify multiple types of biases (those tempting and seductive sugary drinks mentioned earlier). The trainee also learns that biases have disproportionate results. Here, small problems mean a major catastrophe.

The session brings trainees up to speed on the 11 types of biases that lower productivity or trap businesses to take sub-optimal decisions, especially during recruitment. The session concerns itself with the two big HOWs on each of the biases listed; its impact on the workplace and how to control biases from running riot?

The session helps the trainer answer another HOW on the process through which stereotypes result into biased judgments in the selection process. The integrated course content across all eight sessions mean that such backward and forward linkages are frequent and help in better retention, and hopefully, a change in behavior.

The session ends with a seven-question slide that seeks detailed responses from trainees on how biases have affected them.

SESSION IV: REASONS BEHIND BIAS FORMATION

The key learning of the relatively short Session IV is to ensure that trainees become mindful of the reasons that lead to bias formation. The trainer has been given the straightforward job of listing out the causes that, fundamentally, are beyond anybody’s control.

The session emphasizes that Cultural Conditioning, is amenable, somewhat to human will and effort. The five-step process is explained in detail to identify stages where the trainer may suggest remedial action and prevent the formation of biases

At this stage in the course, the trainer may also put forward the pretty mature, if shocking, claim. He/she can confidently claim that a person’s background, his life experiences make his/her story. The Cultural Conditioning process, then, ends with the punchline of ‘Our Life Story Creates our Biases’.

The session digs deep into our physiology and brain functioning. It ekes out the conclusion that biases are needed as a survival mechanism, but we humans have, effectively, given it far too much power over us.

SESSION V: UNDERSTANDING DIBE (DIVERSITY, INCLUSION, BELONGING AND EQUITY

The key learning outcome of Session V is that D&I and Equity lead to Achievement of Excellence across organisations. The credo for businesses seeking to achieve excellence is also listed out, which is that ‘Every Individual is provided with similar opportunity to achieve their full potential’.

Business and organizations that catch this insight from our result-oriented guide can aim to be integrated, engaged and empowered. We illustrate the DIBE through our three Olympic rings; it is indeed an Olympian effort to tackle D&I.

The trainer then takes up another how on the impact of DIBE on business, and its benefits.

The six-step approach to acceptance of diversity is designed to ensure that the complete overhaul of the organisation is carried out. The trainees can have a deadline for each of the steps, if the group decides.

The path-breaking course is intended to result in better and more business. The idea of a ‘Varied Person’ is also discussed.

The Four-Dimensions Approach to Diversity highlights the way the concept is perceived with the individual personality, at the Centre. Hofstede’s Cultural Dimensions Theory is presented in an innovative manner to add intellectual heft to the session.

The trainer then ends with the idea of how to inculcate Belonging at the workplace, as an integration (not addition) of Diversity, Inclusion, and Equity. The gold-standard course also represents the ideas of Equality and Equity in a wonderfully-done visual explanation.

Session VI: LACK OF D&I PRACTICES AND THEIR IMPACT ON BUSINESS

The key learning outcome of Session VI is that the immediate impact of lack of D&I in an organization is akin to a major earthquake. Rebuilding is massively expensive and brands lose credibility and may even have to rethink how they offer value.

The idea is for the trainer to really push for positive D&I as a permanent facet of businesses with a case study.

The long-term impact on business due to lack of D&I practices is discussed from a 360-degree perspective. It is illustrated, with example, of what happens when businesses go ‘tone-deaf’ in terms of products and services they offer.

At this stage, the trainer has a slide that talks about the Impact of Good D&I in business. Of the six major benefits on the slide, the trainer may prefer to discuss a couple in detail. The session also throws up questions that engage the trainees, helping them master D&I in both theory and practice.

The session ends with questions that spur action on issues like the formation of a Diversity Task Force. The trainer may give some time to the trainees to come up with ideas to foster D&I into their workplace.

As the issue concerns policy, the leadership team of businesses have to be convinced of the efficacy of D&I. This is what the course guide dwells upon in Section VII.

SECTION VII: D&I POLICY FOR INCLUSIVE LEADERSHIP

The key learning outcome of Session VII is to see how complete commitment to an inclusive D&I creates its own brand of leadership. The trainer is invited, and offers resources, to dig deep into Inclusive Leadership and hope that some of the trainees can cotton on to some of these.

Next up, our course offers behavior pattern that Inclusive Leaders have to get used to measure up to the challenge of driving performance in the business set-up. The session offers expected outcomes in situations of both High and Low Diversity. Moving the boundary is an idea that the trainer and the trainees can take home and reflect upon, at leisure.

The session creates a fertile ground for change with a study sourced from Deloittee that tracks the exponential growth of companies that focus on Inclusive Leadership.

SESSION VIII: D&I POLICIES FOR EMPLOYEES AND DIVERSITY COUNCIL

In today’s online world, the hashtag that business have to follow has to be #Leave No One Behind, be it customers or the staff. The key learning outcome of Session VIII is that it is possible to breathe life into the workplace poster, ALL ARE WELCOME. D&I is workable and indeed, desirable.

A bonus learning for top management is that it is indeed worth allocating your manpower to introduce, track and then actually measure D&I’s productive impact. At this stage, it is not something that you can put on account books and measure against cost. The punch, however, is that D&I gives you the option to do three things:

• Act as a source of competitive advantage
• Recognize inappropriate conduct with speed, before it harms the business
• Transform the process of recruitment

For the trainer, the trainer lists the way in which business defines its D&I Policy and its purpose in their specific and unique context. A standard, well-working policy statement and requirements is provided. The policy inclusions and managers’ responsibilities towards these are delineated. It is also to declared that the organization is an Equal Opportunity Organization.

As a process to internalize D&I, the process of Employee Resource Groups (ERGs) is explained in detail with a slide devoted to its benefits. The trainer also gets to familiarize trainees with special accommodation requirements of specific diverse groups.

The end-game in the session is about Diversity Council formation, which the CEO is generally mandated to lead. Its ingredients for success are listed out to increase the chances of success. The uniquely-designed Responsible, Accountable, Consulted and Informed (RACI) matrix for each hierarchy level in the Diversity Council is introduced as a tool to measure results.

Download the free Diversity & Inclusion PDF .

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• Diversity and Inclusion Training: Top 10 Courses to Go From Knowledge to Practice
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CULTURAL DIVERSITY IN THE WORKPLACE

Published by Irma Gibson Modified over 6 years ago

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Presentation on theme: "CULTURAL DIVERSITY IN THE WORKPLACE"— Presentation transcript:

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Challenge Questions How well do we meet the need of our stakeholders?

Challenge Questions How good is our strategic leadership?

VLGMIN 2013 Forum Workplace Diversity Moreland City Council Case Study Insert TRIM Document Number.

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Equality and Diversity

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14 July 2024

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Empower your students with our insightful 151-slide PowerPoint presentation on Equality and Diversity.

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Diversity in the Workplace

Jan 05, 2020

220 likes | 325 Views

Diversity in the Workplace. Overview. How Diverse Are We and Why Is Diversity Important? Benefits of Diversity Types of Diversity Laws and Executive Orders Prohibiting Discrimination. US Workforce is More Diverse than Ever Before. More women are working than ever before

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• gender diversity
• age diversity
• diversity workplace policies
• pregnancy discrimination act 1972

Presentation Transcript

Overview • How Diverse Are We and Why Is Diversity Important? • Benefits of Diversity • Types of Diversity • Laws and Executive Orders Prohibiting Discrimination

US Workforce is More Diverse than Ever Before • More women are working than ever before • The workforce will continue to get older • The number of immigrants has increased • Ethnic and racial diversity is increasing

Workplace Diversity • Refers to the variety of differences between people in an organization; it encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education and background.

Diversity • It not only involves how people perceive themselves, but how they perceive others, and these perceptions affect their interactions.

Benefits of Diversity • Increased Adaptability • Employees from diverse backgrounds bring individual talents and experiences • Broader service range • Allows a company to provide service to customers on a global basis • Variety of Viewpoints • Varying points of view provides a larger pool of ideas and experiences.

Challenges of Diversity in the Workplace • Communication • Cultural and language barriers could cause ineffective communication which can result in confusion, lack of teamwork and low morale. • Resistance to change • “We’ve always done it this way” mentality silences new ideas and inhibits progress. • Implementation of Diversity Workplace Policies • Build a strategy to maximize the effects of diversity in the workplace.

Types of Diversity • Gender Diversity • Age Diversity • Cultural Diversity • Sexual Orientation • Family Situations • Physical and Psychological Disabilities • Political Views • Personal Idiosyncrasies

Gender Diversity: Nonstandard work • More women in workforce today than ever • Better educated than ever • Most “nonstandard” workers (those who do not hold regular, full-time jobs) are women • 55% of workers paid by temporary agencies are women • 70% of part-time workers are women • Stereotypes still remain • Glass ceiling, etc.

Gender Diversity: Wages and Income • In 2000, women who worked full-time, year round earned 74.3 cents for each dollar earned by men • Over a lifetime of work, the average 25-year-old woman who works full-time, year round until she retires at 65 will earn $523,000 less than the average working man • 58% of the workers who benefited from the last minimum wage increase were women

Age Diversity • As population ages, more older workers are available • Re-entry of middle-aged women to work • Retirees returning to supplement pension • Internships bring in more younger employees

Cultural Diversity • Affects values, view of the world • More than 40% of new entrants into U.S. workforce from non-“majority” groups • About 22% new immigrants • About 20% African-American or Hispanic • Growing international business • Employees maintain ties to national and cultural heritage

Equal Pay Act (1963) Civil Rights Act (1964; amended 1972, 1991) Executive Order 11246 (1965) Age Discrimination in Employment Act (1967) Equal Employment Opportunity Act (1972) Pregnancy Discrimination Act (1972) Americans with Disabilities Act (1978) Family and Medical Leave Act (1993) Federal Laws and Executive Orders Prohibiting Job Discrimination

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What We Know About the Global Microsoft Outage

Airlines to banks to retailers were affected in many countries. Businesses are struggling to recover.

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By Eshe Nelson and Danielle Kaye

Eshe Nelson reported from London and Danielle Kaye from New York.

Across the world, critical businesses and services including airlines, hospitals, train networks and TV stations, were disrupted on Friday by a global tech outage affecting Microsoft users.

In many countries, flights were grounded, workers could not get access to their systems and, in some cases, customers could not make card payments in stores. While some of the problems were resolved within hours, many businesses, websites and airlines continued to struggle to recover.

What happened?

A series of outages rippled across the globe as information displays, login systems and broadcasting networks went dark.

The problem affecting the majority of services was caused by a flawed update by CrowdStrike , an American cybersecurity firm, whose systems are intended to protect users from hackers. Microsoft said on Friday that it was aware of an issue affecting machines running “CrowdStrike Falcon.”

But Microsoft had also said there was an earlier outage affecting U.S. users of Azure, its cloud service system. Some users may have been affected by both. Even as CrowdStrike sent out a fix, some systems were still affected by midday in the United States as businesses needed to make manual updates to their systems to resolve the issue.

George Kurtz, the president and chief executive of CrowdStrike, said on Friday morning that it could take some time for some systems to recover.

How a Software Update Crashed Computers Around the World

Here’s a visual explanation for how a faulty software update crippled machines.

How the airline cancellations rippled around the world (and across time zones)

Share of canceled flights at 25 airports on Friday

50% of flights

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