Ensure that organizational policies and practices support a diverse workforce. For example, many top diversity practitioners reward managers for effective diversity management in the form of bonuses and merit increases. They also recognize the holidays and celebrations of various cultural groups, ensure that the physical environment (such as artwork, posters and other visual displays) reflects an appreciation for diversity, and develop compensation practices that fit the needs of diverse organizational members.
Next Post: September 26, 2013 – Creating a Climate for Diversity: Tip #6
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Develop, implement and enforce anti-harassment and discrimination policies. In addition to the development of policies, everyone in your organization should receive anti-harassment and anti-discrimination training that emphasizes the specific steps employees can take to reduce problematic behavior. This includes the provision of skills-based training that teaches managers and supervisors to effectively challenge inappropriate comments and actions. It also includes a systematic process for communicating these policies to employees and letting them know what they should do if they feel they are the victim of harassing or discriminatory behavior. Of greatest importance is the creation of a specific process to handle such complaints in a timely and comprehensive fashion.
Next Post: September 19, 2013 – Creating a Climate for Diversity: Tip #4 Help employees develop the skills they need to effectively communicate, resolve conflict and solve problems in culturally diverse environments. Such skills include the ability to communicate across cultural differences, the ability to resolve diversity-based conflict, the ability to provide coaching and mentoring for a diverse range of employees, and the ability to contribute to the creation of culturally empowered environments. Keep in mind that organizational members will not develop these skills overnight. However, with ongoing developmental opportunities and the chance to apply newly developed skills on the job, increased competency levels will become evident, and will have a positive impact on both individual and organizational performance. In addition, by providing continuous opportunities for development, you will demonstrate your commitment to the creation of a culturally inclusive workplace.
Next Post: September 16, 2013 – Creating a Climate for Diversity: Tip #3 Given the diversity in the American workplace and the benefits that accrue from successfully empowering that diversity, it behooves us to create work environments that maximize the likelihood of success for a diverse range of people. Managers, supervisors and employees can help create a climate that empowers diversity by engaging in a variety of proactive behaviors. In coming weeks, I will describe these behaviors starting with Tip #1:
Next Post: September 12, 2013 - Creating a Climate for Diversity: Tip #2 |
AuthorDr. Tyrone A. Holmes is an author, speaker, coach and consultant. He helps his clients develop the skills needed to communicate, resolve conflict, solve problems and improve performance in diverse organizational settings. Archives
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