Embracing Workplace Diversity and Preventing Work Discrimination Lisa Frantz Shreveport diversity workshop April 17, 2009. Embracing Workplace Diversity and Preventing Work Discrimination. Diversity.
EmbracingWorkplaceDiversity and PreventingWork DiscriminationLisa FrantzShreveport diversity workshopApril 17, 2009
EmbracingWorkplaceDiversity and Preventing Work Discrimination
Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status
ALL Organizations… including the NWS need the benefits of diversity in order to improve productivity and better accomplish the mission.
Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image
Respecting individual differences can increase productivity
Specify the need for skills to work effectively in a diverse environment in the job, for example: "demonstrated ability to work effectively in a diverse work environment."
Make sure that good faith efforts are made to recruit a diverse applicant pool, particularly underutilized minorities and women.
Focus on the job requirements in the interview, and assess experience but also consider transferable skills and demonstrated competencies, such as analytical, organizational, communication, coordination. Prior experience does not necessarily mean effectiveness or success on the job.
Give opportunity for growth to new
Ideas and innovation.
Use a panel interview format. Ensure that the committee is diverse, unit affiliation, job classification, length of service, variety of life experiences, etc., to represent different perspectives and to eliminate bias from the selection process. Run questions and process by them to ensure there is no unintentional cultural or institutional bias.
Know your own cultural biases. What stereotypes do you have of people from different groups and how well they may perform on the job? What communication styles do you prefer? Sometimes what we consider to be appropriate or desirable qualities in a candidate may reflect more about our personal preferences than about the skills needed to perform the job.
Ensure that appropriate accommodations are made for disabled applicants. Understand this is law when the disability is documented.
JOB PERFORMANCE – KEY STATS ABOUT DISABILITY & BUSINESS
Data from three multi-year studies by DuPont demonstrated that:
Over 90% of employees with disabilities rated average or better on their performance reviews.
People with disabilities have no greater absenteeism rates than non-disabled employees.
The safety record of employees with disabilities is virtually identical to non-disabled employees.
Davis, Elmer. (July 2006). Embracing Diversity and Preventing Workplace Discrimination. Mortgage Banking 66 , 121-122.
Miller, Gloria & Julie Rowney. (1999). Workplace diversity management in a multicultural society. Women in Management Review 14 , 307-315.
Green, Kelli & Mayra Lopez. (July 2002). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Florida, USA: Institute of Food and Agricultural Sciences.