1. CHAPTER 9 Creating a Corporate Culture That Embraces Diversity

2. Inclusivity Comprehensive openness- a jelly bean jar that works for all the beans in it.

3. Symptoms of Inclusivity Seen p251 for checklist

4. Organizational Barriers to Diversity 1.Cost of implementation -Hiring of previously excluded groups -Training 2Fear of hiring under skilled, uneducated employees -This hold if hiring process is driven by numbers

5. Organizational Barriers to Diversity ( Cont) 3.Strong belief in system that favors merit -Tendency to maintain historical definition “best man for the job” 4.Annoyance at reverse discrimination -Perception that the previously disadvantaged gain at the expense of the previously advantaged

6. Organizational Barriers to Diversity (Cont) 5.Perception that there has been a lot of progress -Issue of incorrect measurement 6.Diversity Not seen as a to priority -Competing priorities

7. Organizational Barriers to Diversity (Cont) 7.The need to dismantle existing systems to accommodate diversity -uncertainties (employees) -training and driving changes (managers) 8.The sheer size of the organization -Difficulty of changing long held norms, behaviors etc.

8. Identifying organizational Barriers to Change p257 Rank Order following barriers 1.Cost of implementation 2.Fear of hiring unskilled/uneducated 3.Strong belief that favors merit 4.Annoyance at reverse discrimination 5.Perception that progress has been made 6.Diversity not seen as priority 7.Need to dismantle existing systems to accommodate diversity 8.The sheer size of the organization

9. Losses: The seeds of Resistance to change 1.Loss of attachment -loss of friends, familiar environment etc. 2.Loss of Turf -Loss of sense of ownership and advantage 3.Loss of structure -Change may lead to redefinition of performance appraisal, reward system etc

10. Losses: The seeds of Resistance to change (Cont) 4. Loss of future -Diversity increases the pool of those who can expect a brighter future 5.Loss of meaning -violation of assumptions and expectations 6. Loss of control -Change may lead to a sense of being stranger in own environment

11. Stages of dealing with change 1.Denial -Shock -Ignoring reality -Rationalizing reality -Denying that change will affect us

12. Stages of dealing with change (Cont) 2.Dealing with resistance -acknowledges change - trying to find gains in change process

13. Stages of dealing with change (Cont) 3.Commitment to change -Agreeing on the reality of change -acceptance of the need to change -Working towards change

14. Moving Your Organization From Monocultural to Multiculturalism- 12 steps 1.Long-term Change effort -Time investment -set clear expectation s with employees

15. Moving Your Organization From Monocultural to Multiculturalism(Cont.) 2.Resources commitment, e.g. -Time, money energy, emotional 3.To Level support 4.Avoid raising unrealistic/undesirable expectation 5.Expert discomfort

16. Moving Your Organization From Monocultural to Multiculturalism(Cont.) 6.Be clear about how deep and broad change effort -Realistic view of the cost of change 7. Work to modify existing systems -Modification is less threatening 8. Help Employees understand the big picture beyond themselves 9.Set Measurable criteria

17. Moving Your Organization From Monocultural to Multiculturalism(Cont.) 10.Secure employee commitment -what’s in it for me? 11.Training necessary but not sufficient -awareness -knowledge -skills 12The continuity of change -change brings new challenges

18. Stages of integration See p 289

19. CHAPTER 11 Conducting Diversity Audit; Taking an organizational snapshot

20. Why do we assess? 1.To provide feedback 2.Establish baseline 3.Bring issues to the surface 4.Identify needs, e.g. staff development 5. Generate commitment through input

21. Pre-assessment questions 1.“What do you want to find out?” 2.What role will the data fulfill in the broader place of the organization? 3.Who should be involved? -Who should respond -How wide through the organization

22. Pre-assessment questions (Cont) 4.How will outcome of assessment be used/by whom? 5.What data collection methods are suitable? 6.Who is the best suitable to collect data? 7.What cultural factors influence the assessment process?

23. Types of assessments 1.Interviews 2.Questionnaires 3.Focus groups SEE P 338 for comparison

24. Chapter 15 Diversity: Today’s Demographic Reality

25. Workforce trends and their impact 1. Women in the workforce -What are the patterns in Israel? -Is their representation in the workforce increasing? In what areas/professions? -What is driving the increase? 2.Immigration patterns -Who is coming from where? -What is the impact? -Any Xenophobia and how to deal with it?

26. Workforce trends and their impact, (Cont) 3. Age -What are the patterns of the potential employees? 4.Education and Skill -impact of technology & globalization