Diversity. February 21, 2012 MGMT-4000 Susan Coyne, Christina Finegold Harvard University. Dimensions of Diversity. Primary Immutable human differences that are inborn and/or that exert an important impact on our early socialization and an ongoing impact throughout our lives. Secondary
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
February 21, 2012
Susan Coyne, Christina Finegold
Immutable human differences that are inborn and/or that exert an important impact on our early socialization and an ongoing impact throughout our lives.
Mutable differences that we acquire, discard, and/or modify throughout our lives. These dimensions tend to be less salient than those that are primary.
Small Group Discussion:
Large Group Discussion:
Diversity at Google: A Place to be You
At Google, we don’t just accept difference – we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our users, our culture and students interested in the technology industry. Google is proud to be an equal opportunity workplace and is an affirmative action employer.
Googlers come from all over the world, from every background and bring unique experiences and perspectives to their work at Google.
Everywhere Google operates, we are thinking about how to best support diversity and inclusion in a way that is both locally relevant and globally impactful.
At Facebook, we value diversity on an individual level and the impact that every person can have. We are dedicated to creating an environment where people can be their authentic selves and share their own diverse backgrounds, experiences, perspectives and ideas.
IBM has a long history of commitment to Diversity and has consistently taken the lead on Diversity policies long before it was required by law. It began in the mid-20th century, grounded in Equal Opportunity legislation and compliance (Diversity 1.0). We moved forward to Diversity 2.0 in the 1990s with a focus on eliminating barriers, and understanding regional constituencies and differences between the constituencies. As our demographics changed, we adapted our workplace to be more flexible and began our focus on work-life integration. In addition, over the past 5 years, we've introduced IBM's Values, which links to our diversity work.
This strong foundation brings us to where we are today — Diversity 3.0. This is the point where we can take best advantage of our differences — for innovation. Our diversity is a competitive advantage and consciously building diverse teams helps us drive the best results for our clients
Corporate Leadership Council (CLC) - Diversity and Inclusion
Diversity in background, perspective, and thought is critical to CEB’s success in delivering insights that advance our members’ interests. A diverse professional environment helps us better understand the needs of our global membership and enables varied thinking that informs the creativity and relevance of our work.
Our goal is to recruit, develop, and manage exceptional talent from diverse backgrounds, and we are committed to fostering a vibrant, inclusive professional environment in which all of our staff members can thrive. We seek to achieve these goals through:
What are you taking from our conversation
how can you use it in
your work and personal life?