Valuing Differences Diversity Presentation

Valuing Differences Diversity Presentation

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  Valuing Differences AnExperiential Approach to Appreciating Diversity
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  Program Objectives Participantswill have the following opportunities: To review their own ethical, racial and cultural uniqueness To explore how one’s culture influences workplace behaviors To become aware of and appreciate the cultural styles and values of different groups and individuals within groups To learn and practice using a human relations model to analyze and enhance intercultural relationships
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  What Is Diversity?Diversity is an approach to business that: Regards human differences in the workplace as contributing to the success of the business Optimizes the willingness and ability of all to contribute to that success
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  Why Diversity Training?The number of workers will fall. The age of the workforce will rise. There will be more women on the job. Half of all new workers will be minorities. There will be more immigrants than at any time since World War I.
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  The Benefits ofDiversity Assorted talents, experiences and perspectives tend to increase performance. Diversity of opinion, knowledge and background allow for alternatives in problem solving. Positioning human differences throughout an organization provides non-quantifiable advantages such as innovation and effectiveness.
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  Expanding the InterculturalArena How we give and receive information about others The Johari Window Model* * Model developed by Joseph Luft & Harry Ingham Public Arena Blind Arena Hidden Arena Unknown Arena
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  Unlocking the UnknownThe unknown arena contains information known to no one. Childhood memories Latent potentials Unrecognized resources Hidden desires Mental imagery can be used as a tool to unlock the unknown. One’s public arena should increase as information is shared from the unknown.
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  Minimizing the FacadeInformation from the hidden arena is released through self-disclosure. Risk taking Fear as a deterrent “There and then” vs. “here and now”
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  Sticks and StonesStereotypic remarks Personal impact Beliefs and actions based on prejudicial/discriminatory behavior
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  Reducing the BlindSpots The blind arena contains information known to others but not to self. Information is released into the public arena through the giving and receiving of feedback. The goal of feedback is to enhance interpersonal communication.
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  Planning for ChangeAnxiety, awkwardness and discomfort are natural. External/superficial/easy changes are sought first. People first think, “What do I have to lose?” rather than “What can I gain?” There are different levels of readiness for change. Feeling alone in the process is common. If new behaviors are not reinforced, the tendency is to revert to previous behavior. Establishing a support system can facilitate the change process.
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  Consider a personalplan for enhancing an interpersonal relationship in which multicultural differences exist. Your Personal Goal