Welcome to Diversity at Work!

1. Welcome to Diversity at Work! 12/12

2. Welcome to Diversity at Work! Housekeeping: Break/Rest Rooms Roster Cell Phones Fire Alarm Materials Class Evaluations Questions!

3. Before We Start… • Acknowledgements! • Presidents Office, Council on Diversity, Office for Institutional Equity & Diversity, International Center, Counseling & Wellness Center, OIPR, Center for Instructional Technology & Training, Colleague interviews • Activities/scenarios developed from potential situations

4. Objectives • Define what is diversity • Explore how multicultural competence can help you develop effective relationships in the workplace • Explore the significance of diversity at the University of Florida

5. What is Diversity? • With a partner: • Introduce yourself and share: • What does the term diversity mean to you? • Why did you attend this Diversity session?

6. What is Diversity?

7. Diversity is… 1. The condition of having or being composed of differing elements 2. The inclusion of a wide variety of people or cultures in a group or organization Do you know the difference between Diversity, Equal Employment Opportunity and Affirmative Action?

8. Equal Employment Opportunity Laws designed to eliminate discrimination in human resources policies and practices. Comparison • Diversity Inclusion of a wide variety of people or cultures in a group or organization. Inclusion • Environment where all employees are valued. • A fair & accessible work environment. • Work environment free from discrimination. Diverse productive workforce. • Affirmative Action Executive Order (11246) designed to increase utilization and representation.

9. Federal Compliance Enforcement • Internal Investigations • Sexual Harassment • Reg 1.006 Discrimination (age, race, sex, disability, marital status, religion, color, national origin, political opinions or affliations, veteran status , sexual orientation, gender identity and expression, or genetic information) • Disparate Treatment • Hostile Work Environment • Retaliation • Equal Pay Act • Civil Rights Act / Title VII • Age Discrimination in Employment Act • Equal Employment Opportunity Act • Pregnancy Discrimination Act • American with Disabilities Act • Uniform Services Employment & Reemployment Rights Act • Vocational Rehabilitation Act • Executive Order 11246 • Genetic Information Nondiscrimination Act • Affirmative Action Plans • VETS 100A Reports • Florida Educational Equity Act Report • Civil Rights Compliance Reports • Title VII Surveys • Title IX Surveys • Faculty & Staff Search and Screen Reports • External Investigations • Office of Federal Contract Compliance Programs • Equal Employment Opportunity Commission (federal) • Florida Commission on Human Relations (state)

10. So Why Is Diversity Important? It’s the law, but more importantly… Having an organizational culture that champions diversity fosters more productive, creative, and innovative teams!

11. Diversity Look Like… What are dimensions of diversity?

12. All our characteristics (everything that makes us who we are) give each of us a unique perspective Geographical Location Income Language Physical Appearance Physical/Mental Health Race & Ethnicity Age Politics Role in Family Parental Status Employment Status Sexual Orientation Gender Role/Position at Work Religion/Faith Marital/Partner Status Disability Education/ Qualifications The Diversity Wheel Adapted from Marilyn Loden, 1996

13. Activity • Think of a time when you felt excluded and what that experience felt like… • What were the characteristics of the dominant group? What made you feel excluded? adaptation courtesy of Sweet TLC Ltd 2. Share your experience with a partner Answer: Have you ever shared the characteristics of the main group?

14. Consider • At some point we’ve all experienced some sort of exclusion from a main group and we may have contributed to another person’s experience as well… • Our roles in society are not static and because of this we can both be part of the marginalized or the main group adaptation courtesy of Sweet TLC Ltd

15. How CAN we be inclusive…

16. Inclusivity in the Workplace Means… • Embracing differences without loss/compromise of own culture/identity • Accepting multiple cultures: all groups are equal • Using talents/strengths of all individuals • Keeping an open mind! So is change needed? Maybe!

17. A Word on Culture • Beliefs, behaviors, and other characteristics common to members of a particular group Does culture encompass more than nations or ethnic groups?

18. Multicultural Competence – What Is It? • Multicultural Competence: What is it? • Awareness, knowledge, and skills needed to work with others who are different from ourselves in a meaningful, relevant, productive, and respectful way Adapted from The Dynamic Model of Student Affairs Competence, Pope & Reynolds & Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

19. Multicultural Competence – What Is It? • Awareness Managing how my cultural views impact how I work with others • Knowledge What I understand about cultural whys behind behaviors • Skills Choosing to channel energy into positive and productive behaviors as an individual and an organization Adapted from The Dynamic Model of Student Affairs Competence, Pope & Reynolds & Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

20. Awareness

21. Multicultural Competence – What Is It? • Awareness Managing how my cultural views impact how I work with others • What I understand about my own values, beliefs… • What makes me tick: My own bias and stereotypes • Being comfortable in my own skin Adapted from Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

22. Awareness attitudes prejudice beliefs expectations interests values Dealing withFilters

23. What’s in a Title? • Write down first two words that come to mind when you hear these words 1. Students 2. People who live in the north 3. Single parents 4. Vegetarians 5. Tattoos

24. Awareness • Bias • An inclination of temperament or outlook; especially : a personal and sometimes unreasoned judgment • We fail to be objective or impartial • Stereotypes (assumptions) • Something conforming to a fixed or general pattern; a standardized mental picture • Learned from family, school, friends, media etc. • (Unconsciously) become part of everyday life!

25. Awareness • Discrimination • To make a difference in treatment or favor on a basis other than individual merit • Excludes or restricts opportunities that are available to other groups (unequal treatment)

26. Discrimination in Action • FSU is an inferior university (bias) • FSU graduates are dumb (stereotype) • I’m going to make sure we do not hire any FSU graduates at UF! (prejudicial behavior and discrimination)

27. In the Workplace… • What happens when stereotypes and assumptions dictate our work relationships? • Rapport/trust with colleagues may not be established • Breeds fear (and rumors!) • People can be excluded In order to move past stereotypes and assumptions we need to know we have them!

28. Stereotypes in Action… • Case Study # 1 • Is the main character aware of his bias? • How comfortable is he in his own skin? • Is he capable of dealing with change? • Consider: • What can a supervisor do to address the situation? A co-worker?

29. Knowledge

30. Multicultural Competence – What Is It? • Knowledge What I understand about cultural whys behind behaviors • Seeing the benefits and limitations of the norm • Viewing differences in a positive light • Transcending my own perspective (empathy) Adapted from Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

31. Knowledge Norms at UF: Benefits and Limitations When analyzing the benefits and limitations of cultural norms in your organization, consider: • Your behavior and assess how it might look from another culture’s perspectives • Find the strength and good news in norms that you don’t like Adapted from Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

32. Knowledge Scenario Refer to handout

33. Norms at UF: Benefits and Limitations • Generally, a Monday to Friday workweek • English-speaking workplace • Valued traits: Individual high performance, independence, extrovert personality • What are the benefits and limitations of these norms?

34. Knowledge Self-Talk: Viewing Differences in a Positive Light • Research indicates that everyone uses self-talk. • Psychologists have found that most self-talk works against people and that the brain believes simply what you tell it most often. Positive self-talk can help people overcome negative thoughts that may be furthering prejudices or stereotypical thinking. Adapted from Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

35. Knowledge Self-Talk: Challenge! Example: NEGATIVE: I’ll be the project lead since Eric is so retirement-ready he mentally checked out already. POSITIVE: Eric asked if I could take the lead on this project since he will be retiring soon and won’t be available for its entirety.

36. Knowledge Tips • Be comfortable with having an uncomfortable conversation • Be genuine not just curious • Keep an open mind

37. Stereotypes in Action… • Case Study # 2 • How might the supervisor’s behavior affect dynamics of team/department/office? • What impact might this have on the reputation of the department/UF? • Does this behavior violate any law/UF policy? • In your group, consider: • What can a supervisor do to address the situation? A co-worker?

38. Skills

39. Multicultural Competence – What Is It? • Skills Choosing to channel energy into positive and productive behaviors as an individual and an organization. • Being my own change master • Communicate effectively to resolve conflicts in a diverse setting • Serving as a cultural interpreter Adapted from Emotional Intelligence and Diversity, Gardenswartz, Cherbosque, Rowe

40. Skills • Being my own Change Master • Diversity brings about change • Initially we can be adverse to change • How do I make change a positive experience?

41. How Do You Respond to Change? Place a dot (•) on each continuum line to show how you rate yourself. Draw a line connecting the dots, and note the trend.

42. Skills • Beware of resistance to change • I’ve always been like this and nothing bad has happened! • Challenge those voicing stereotypes or displaying discriminatory behavior!

43. Skills • Communicate in order to connect • Listen • Carefully choose your words • Be aware of cultural misunderstanding • Create open environment: valuing opinions, respecting others, avoiding generalizations

44. Listening Skills • Did you know that 55% of our communication is listening? • Give the speaker your full attention • Be patient • Be aware of your own biases and how it may interfere with your ability to listen • Be comfortable with long silences • Remember there are different communication styles

45. Listening Skills • Choosing words carefully People bring their own values and perceptions when communicating and resolving conflict. Consider: • You threw me a curve • George brought two big guns to the meeting • You are always acting goofy these days • I will do it soon so please don't get huffy

46. Stereotypes in Action… • Case Study # 3 • Does the supervisor adapt to the different needs or concerns of his employee? • Did he communicate effectively? • Did he attempt to understand the employee’s needs? • In your group, consider: • What can a supervisor do to address the situation? A co-worker?

47. Diversity at the University of Florida

48. UF Workforce: 2011 24% of workforce is <25 years old 1700+ faculty and staff from more than 140 countries 621 veterans and number is growing Did You Know… Half of workforce is female One third of workforce is >45 years old 65% of workforce is white Approx. 10% of faculty and staff have disability 30% faculty/staff reported as married Grants/contracts With international focus = $42 million+

49. Diversity Championed at the University of Florida • The President’s Council on Diversity • Diversity Action Plan: sets out goals that align with the University of Florida’s mission

50. Why is Diversity Important at UF? • Taps into strengths of ALL individuals. Diversity is used as an opportunity to grow and excel, as all opinions are respected and valued • Helps to attract and retain talent! • Improved motivation and efficiency