# Presentation: 452765

## Diversity Management

## Objectives

-    To provide an understanding of diversity and diversity management principles** **

## Overview

- Define Diversity and Diversity Management
- EEO vice Diversity
- Business Case for Diversity Management
- Barriers for Diversity
- Strategies for Inclusion

## What is Diversity?

**Notes:**
DIVERSITY:

WHAT THINGS COME TO MIND?    

LISTING

## Elements of Diversity

_** **_
**Age**
**Gender**
**Ethnicity**
**Race**
**Physical Ability**
**Sexual Orientation**
**Physical Characteristics**

**Income**
**Education**
**Marital Status**
**Religious Beliefs**
**Geographic Location**
**Parental Status **
**Personality Type**

**Notes:**
- Primary elements-- things we cannot control
- Secondary elements -- things we have some control 

EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION

##   Diversity:

   The uniqueness of all individuals; includes everyone.

*   **The uniqueness of all individuals; includes everyone.*

## Diversity vice EEO/AA

- _EEO_ - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability.
- _Affirmative Action_ - Workforce profile improvement through recruiting, retention, and promotions
- _Diversity _– Represents the unique values, culture and characteristics of _*all*_  individuals; includes _*everyone*_.

**Notes:**
--MAKE SURE THERE IS A CLEAR UNDERSTANDING OF THESE TERMS    (OFTEN USED INTERCHANGEABLY)

- EEO  - laws that guarantee all people have an equal shot at employment benefits

-  AA - based on laws/regs  that encourage (and sometimes require) workforce profile improvements 

- Diversity - uniqueness of all individuals and includes everyone

## Three R’s 

- EEO = Requirements
- Affirmative Action = Representation
- Diversity = Relationship

## Diversity Quiz

## Principles of Diversity Management

- Establish a business strategy for effectively managing a diverse workforce
- Create a positive work environment
- Promote personal and professional development
- Empower all people to reach their full potential
- Attract talent that reflects America
- Remove barriers that hinder progress

## Potential Benefits of an Effective Diversity Management Program

- Improve organizational performance
- Help prevent unlawful discrimination or harassment incidents
- Improve workplace relations
- Build more effective work teams
- Improve organizational problem solving
- Improve customer service
- Enhanced recruitment efforts

**Notes:**
Improved understanding of those you work for, with, and around CUSTOMERS

Cohesive Atmosphere / Enhanced Teamwork / Higher Morale

Increased Efficiency / Quality / Productivity

Removal of barriers keeping you from achieving your goals.

## Diversity Management builds upon EEO, but does not replace it

##  “By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population.... The population of older Americans is expected to more than double.  One-quarter of all Americans will be of Hispanic origin.... More women and people with disabilities will be on the job.”

                                     U.S. Department of Labor, Futurework:  Trends and Challenges  
                            for Work in the 21st Century.  Washington, D.D. (Labor Day 1999).

***                                     ******U.S. Department of Labor, Futurework:  Trends and Challenges  ***
***                            ******for Work in the 21st Century.  Washington, D.D. (Labor Day 1999).***

**Notes:**
If Federal agencies want to be successful in today’s world they must recognize and use diversity to their advantage.  
Agencies must recruit among the full spectrum of the labor market and understand that diversity offers a variety of view approaches, and actions for an agency to use in strategic planning, problem solving, and decision making. 

## Changes in Demographics Create Tension  

- Tension challenges our conditioning and perceptions about the nature of things
- Tension creates both dangers and opportunities

## <footer>

- <date/time>

## Slide 16

## Making heads count is more important than counting heads

## What are the barriers in the organization that prevent a more balanced workforce?

## Possible Barriers

- Limiting area of consideration
- Lack of diverse applicant pool in STEM positions
- Lack of diversity at the senior ranks
- Categorizing people into certain positions
- Always recruiting from same source
- Grooming/developing only one person
- Pre-selection
- “Golf course” meetings

##    Strategies for Inclusion  (Hope is not a strategy)

## The Value of Mentoring

- Without regard to race, gender, religion, national origin ....
- Inconvenience yourself to show someone else the way
- Unleash someone else’s potential

## Recruitment Alternatives

- Entry level – Upward Mobility Positions
- Bridge Positions
- Special Appointing Authorities
- Schedule A for severe disabilities
- Veterans Readjustment Appointment
- Outstanding Scholar
- Student Employment Programs
- “All Sources” Announcements

## Outreach Efforts

- Minority Serving Institutions (MSI) Program
- Cooperative Science Centers
- Undergraduate & Graduate Science Programs
- Environmental Entrepreneurship Program
- Educational Outreach
- Bring Your Child to Work Day
- Community and Civic organizations

## Professional Development

- Identify training and development needs for all employees
- Utilize Individual Development Plans
- Rotational & Developmental Assignments
- Rotate “acting” supervisor

## Mind Your Business at the Workplace

-   You don’t have to endorse what you have to tolerate to create respectful workplace to get the job done.

## If values clash, we can . . .

- Celebrate
- Tolerate
- But not discriminate

## Summary

- Diversity management is about full utilization of people with different backgrounds and experiences.
- Effective diversity management strategy has a positive effect on cost reduction, creativity, problem solving, and organizational flexibility.

**Notes:**
End with 100 people-
If we could shrink the earth’s population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this.  There would be:  
- 57 Asians
- 21 Europeans
- 14 from the Western Hemisphere, both north and south
- 8 Africans
- 52 would be female
- 48 would be male
- 70 would be nonwhite
- 30 would be white
- 89 would be heterosexual
- 11 would be homosexual
-  6 people would possess 59% of the entire world’s wealth and all 6 would be from the United States
- 80 would live in substandard housing
- 70 would be unable to read
- 50 would suffer from malnutrition
- 1 would be near death		- 1 would have a college education
- 1 would would be near birth		- 1 would own a computer

## Video: 

- “*A Fair Way to *
*Manage Diversity* “

## If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this.  There would be:

- <date/time>

- If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this.  There would be:

- 61 Asians
- 12 Europeans
- 14 from the Western Hemisphere, both north and south
- 13 Africans
- 50 would be female
- 50 would be male
- 74 would be nonwhite
- 26 would be white
- 67 would be non-Christian
- 33 would be Christian
- 89 would be heterosexual

- 11 would be homosexual
- 6 people would possess 59% of the entire world's wealth and all 6 would be from the United States
- 80 would live in substandard housing
- 14 would be unable to read
- 33 would die of famine
- 1 would be near death;
- 1 would be near birth
- 7 would have a college education
- 8 would own a computer