The organization is clear about employee norms for dress, style, education, etc. Employees are asked to accommodate to these norms, to assimilate to the style and approach of organizational leaders.
The organization makes good-faith efforts to recruit, hire and retain sufficient numbers of women, people of color and others who are under-represented in its workforce, mainly to comply with moral and federal equal opportunity and positive action requirements.
Accept and Celebrate Differences
The organization accepts, celebrates, and values diversity because it makes business sense, provides competitive advantage and is a source of creativity, innovation, and productivity.
The organization leverages diversity by integrating and internalizing differences among employees to support its learning, growth, and effectiveness. The organization is concerned with integration of cultural perspectives, work styles, and other differences, rather than the concepts of differentiation or assimilation associated with other differences paradigms.
The organization works to eliminate any kind of oppression based on innate and acquired differences (racism, sexism, heterosexism, etc.). According to this paradigm, the benefits of diversity cannot be realized fully until the privilege and harm that result from oppression are entirely addressed.
Please drag the terms on the left to the correct definition on the right hand side:
Summary Exercise 2
Summary Exercise 2
Please select one or more principles of Diversity Management:
Diversity management implementation does not require serious investments in both time and human resources.
To assure that diversity implementation is as rapid and successful as possible, the different needs and concerns of the employers must be prioritized.
In order to value diversity, organizations must first assure that they are truly diverse at every level, not just when it comes to the secondary dimensions
Change management general principles are not relevant in diversity implementation when artfully applied.
The diversity mindset is what separates effective facilitators and managers from those who play at or pay lip service to the need for change.
Summary Exercise 3
Summary Exercise 3
Respecting others’ values, beliefs and priorities even when they are very different to the own. People who actively value “otherness” usually like to work with colleagues from diverse backgrounds, and are sensitive to how people see the world differently.
Conveying information and communicating intentions clearly in a multicultural context is a particular challenge specially for both native and non-native speakers. Not only clarity in terms of content and form of communication, but also the exposure of intentions to communicate become fundamental to avoid misunderstanding and mistrust.
One of the great challenges in an ethnically/culturally diverse environment is to get others to want to follow us, despite the linguistic and cultural gaps that need to be overcome. This is particularly related to the company leaders but not only, it is also related to those workers who have new proposals to improve a certain process or to implement a specific practice.
Seeking to extend the understanding of new and unfamiliar fields, whether these are different languages, professional areas, different ways of looking at problems, or how people from different cultures make sense of the world around them. Developing a strong sense of curiosity to look for new facts and insights.
It is fundamental not only being able to express something but to understand the way in which the interlocutor is receiving the transmitted information. Thus, it is important to develop a particular sensitiveness to how different forms of communication and behavior are interpreted in the minds of their culturally diverse colleagues or counterparts.
Summary Exercise 4
Summary Exercise 4
Please select one or more concrete examples of ethnic diversity interventions:
Flexible hours depending on cultural holidays, and the possibility of working from home
Language integration programs for migrant workers
Training aimed at raising awareness on issues of ethnic diversity, intercultural competences and exchange programs
Exclusion of workers with a particular religious’ background from the extra-curricular social activities organized by the company for their employees.
Recruitment process that favor people with specific ethnic characteristics without a clear justification.
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MigrAID: EDUCATING SOCIAL PARTNERS TOWARDS ETHNIC DIVERSITY IN SMEs
Introducing the Migraid Project
IO1: A RESEARCH STUDY ON MIGRANTS’ INTEGRATION AND ETHNIC DIVERSITY IN SMEs
A Research Study on Migrants’ Integration and Ethnic Diversity in SMEs. A Comparative Analysis
IO2: TRAINING ON DIVERSITY: TRAINING MANUAL
MODULE 1: Introductions, objectives & ground rules
MODULE 2: Understanding stereotypes & prejudice
MODULE 3: Understanding Diversity
MODULE 4: Discrimination
MODULE 5: Diversity and Economic Activity
MODULE 6: Legal Framework
MODULE 7: Promoting Diversity & Combating Discrimination
MODULE 8: Labor Relations, collective bargaining & Diversity
MODULE 9: Coping with & Reporting Discrimination
MODULE 10: Recapitulation
MODULE 11: Evaluation & Concluding Remarks
IO2 Complete Diversity Tranining Manual
IO3: VOCATIONAL EDUCATIONAL AND TRAINING (VET) MATERIAL
Topic No 1: Issues of Diversity and Discrimination in the Workplace
Topic No 2: EU Policies and the European institutional framework
Topic No 3: National institutional framework and initiatives of national actors in relation to anti-
Topic No 4: The contribution of the social partners to issues of diversity and discrimination
Topic No 5: Skills and Capacities on diversity management and negotiation
Topic No 6: Examples of good practices in managing diversity from the European area
Complete Report: VOCATIONAL EDUCATIONAL AND TRAINING (VET) MATERIAL
IO4: TRAINING CURRICULUM ON DIVERSITY MANAGEMENT FOR SOCIAL PARTNERS
DAY 1: Diversity Awareness
DAY 2: Discrimination in the workplace and migrants’ economic integration
DAY 3: Managing ethnic diversity(ies)
DAY 4: Diversity management in SMEs
DAY 5: Conflict resolution in the workplace
IO4 Complete Training Manual
IO5: SME DIVERSITY GUIDE
Ethnic Diversity Guide for SME's
IO6: CONFLICT RESOLUTION SIMULATOR
Conflict MigrAID: Conflict Resolution Scenario