DIVERSITY WHY WHY NOW Organizational Missionary: Dr. Michael Gaffley CYC-P CPPEL organizabondingbellsouth

1. DIVERSITY WHY? WHY NOW?Organizational Missionary:Dr. Michael Gaffley CYC-P CPPELorganizabonding@bellsouth.net

2. We all WIN: CO-CREATE A WORK MILIEU WORTH WORKING IN FOR ALL

3. At what Cost? Negative Attitude, Racism and Prejudice Non-stop Gossiping Cross-Cultural Clashes Personality Conflicts and Rivalry Stupid Trivial Disputes Interpersonal Conflict Constant Arguments Excessive Absenteeism Carelessness Sloppy Performance Unnecessary Labor Litigation Costs Unpleasant Workplace Atmosphere

5. THE SIMPLE ACT OF RECOGNIZING DIVERSITY HELPS US TO CONNECT THE GREAT VARIETY OF GIFTS THAT PEOPLE BRING TO THE WORK AND SERVICE OF THE ORGANIZATION. DIVERSITY ALLOWS EACH OF US TO CONTRIBUTE IN A SPECIAL WAY TO MAKE OUR SPECIAL GIFTS AND TALENTS A PART OF THE CORPORATE EFFORTNOBODY HAS TO FEEL UNCOMFORTABLE

6. Children Handle Diversity WellWe do not handle diversity�s children wellWHY?

7. Child�s ORIGINS OF SELF - ESTEEM Thoughts Cognitions � Feelings Sensations Experiences Sum total of these form the foundation of and influences self-esteem.

8. Practice Capsule If children have qualitatively different modalities of perception � - sensory modes of perception as opposed to adult verbal categories Self - Esteem is an equal opportunity issue. � Regardless of Age, Sex, Cultural Background, Position in Life.

9. Development of Self Esteem Gradual - sequential through a process of socialization and internalization. � 0-1year - No �view� of self � However manifest good feelings When cuddled, receives nourishment in a warm emotional climate. 1-2years - Language Development (Milestone) 2 years - sense of autonomy - awareness of self as separate person - rather than extension or appendage of parent/s. The first real sense of self develops in early childhood (2-3years). Develops almost exclusively from the reactions of others (significant other) towards self. Self - esteem is influenced by events, people, experiences.

10. Leadership: Managing Complexity or Leading Change? Leadership exists when people are no longer victims of circumstances but participate in creating new circumstances. Leadership is about creating a domain in which human beings continually deepen their understanding of reality and become more capable of participating in the unfolding of the world. Ultimately, leadership is about creating new realities. Peter Senge

11. The Collective Mental Mind-Set Is analogous To The Culture in Organizations

13. How to Squash IdeasThe Handy Dandy Checklist Don�t be ridiculous! We tried that before. It costs far too much. That�s not our responsibility. It�s too radical. We don�t have the time. We�re too small for it. This just isn�t practical. The union will never go for it. We�ve never done this before. Let�s get back to reality. That�s not our problem. Why change? We�re not ready for that. It isn�t in the budget Can�t teach an old dog new tricks. We�d be the laughing stock! We did alright without it. Let�s shelve it for the time being. Let�s form a committee to study it!

14. Connectivity in today�s corporate world is crucial. You need to connect with people across borders in spite of differences in order to energize the organizational mission. Whether you call it diversity, multiculturalism or pluralism; the bottom line is that you have to work together as a group or remain duped by denial or the delusion of your idiosyncratic indulgence.  14

15. Not everything that can be counted counts; not everything that counts, can be counted.Einstein

16. 16 DIVERSITYThe Cooperative of Real People Who Bring a Variety of Biological, Spiritual and Social Backgrounds, Styles, Perspectives, Values, and Beliefs as Assets to Groups, and Organizations in Which They Have to Work Together Relationally in Order to Energize the Organizational Mission.

19. DISTINGUISHING FACTS AND OPINIONSTHE DIVERSITY AUDIT

21. Goal of Diversity AuditTo Illuminate: values, stereotypes, managerial practices that inhibit employees� personal development Noe, R.A. (2008). Employee training & development (4th ed.). New York. McGraw-Hill Irwin.

22. Diversity Needs Assessments Are a Necessity For Organizations to better utilize talent, increase understanding of the business, enhance breadth of understanding in upper management positions, increase and enhance creativity have better quality team problem-solving skills. In addition diversity assessments help organizations to develop strategies to cope with diversity among staff, organizational framework, policy, monitoring, plans and self-awareness Robinson and Dechant (as cited in Harvey and Allard p. 230)

23. BENEFITS

24. 24 Have a common language for diversity terms. Understand the basic concepts of valuing diversity. Understand that diversity extends beyond the obvious characteristics of race and gender to include and liberate everyone.

25. EMPLOYEES WILL ENERGIZE ORGANIZATIONAL GOALS REGARDLESS OF: race, age, physical condition, sexual orientation, gender, family status, religious orientation, or cultural background