Over the past month, I proffered 10 tips you can use to create inclusive organizational environments. To summarize and for easy reference, I have listed these tips below with a hyperlink to each post:
Next Post: October 17, 2013 – Getting Results from Your Diversity Program: Tip #1
Formally assess the diversity climate and make changes as needed. The best way to evaluate the diversity climate is to ask employees how they feel about the organization and the environment. Many organizations do this in the form of employee attitude surveys. The most important element of this process is to analyze the results on a demographic basis. In other words, determine how employees from different groups (e.g., age, race, gender, tenure) feel about the organization. For instance, are there significant differences between employees who have been in the organization for 10 years and those who joined in the past 2 years? Do women experience any aspects of the environment differently than men? Do members of underrepresented groups have significantly different opinions than those in the majority? Answers to questions such as these will help you understand the extent to which you have established a culturally inclusive environment.
Next Post: September 30, 2013 – Creating a Climate for Diversity: Tip #7
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
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
Empowering diversity is the intentional process of creating culturally empowered environments. Such environments recognize the significant benefits of diversity, include members of diverse cultural groups as full participants, act to eliminate all forms of discriminatory behavior, and actively seek to empower all members with the skills and opportunities needed for both individual and organizational success. The primary goal of any diversity empowerment process is the development of culturally inclusive organizations that generate measurable improvements in individual, organizational and community performance. While the creation of culturally empowered environments typically requires a significant amount of effort, this effort is rewarded through the accrual of three benefits: improved individual and organizational performance, enhanced customer service and improved organizational bottom-line. I will discuss these benefits in my next post. Have a great day!
Next Post: September 5, 2013 – The 3 Benefits of Empowering Diversity
Welcome to The Diversity Blog!
America is one of the most culturally diverse societies on earth. Whether it is based on race, age, gender, religion, sexual orientation, physical ability or communication style, you are more likely than ever to find yourself in a diverse organizational setting. Because of this, it is imperative that we develop skills that allow us to communicate, resolve conflict and solve problems in culturally diverse settings. Through this blog, I will provide you with specific tips, information, resources and tools that will allow you to function more effectively in diverse organizational environments. I will cover a wide variety of communication, conflict resolution and diversity topics including:
Next Post: September 2, 2013 - Empowering Diversity
Dr. 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.