Diversity & Inclusion Workshops
Leveraging the full potential of your diverse workforce
An inclusive organizational culture leverages diversity by creating an environment with a broader bandwidth of acceptable styles of behavior—encouraging a greater range of available pathways to success.”
--The Inclusion Breakthrough, Unleashing the Real Power of Diversity, by Frederick Miller & Judith Katz
Living in a diverse world—or leading a diverse work force—is more than a mental construct, a memorized list of cultural differences, or a willingness to be tolerant. It’s about examining how well we function at the margins and interfaces of life, where divergent ways of being and believing meet and collide.”
--Edgewalking: The emerging new-century leadership paradigm. Workforce Diversity Reader, by Cynthia Kemper
The global business landscape is changing--
and U.S. workplaces are more diverse than they’ve ever been:
More diverse clients, suppliers, customers: Clients, suppliers and customers are more international and more diverse than ever before.
More women in the workforce: More women are entering the U.S. workforce than ever in history.
More revenues from outside the U.S.: Business revenues are being generated outside the U.S. in the world’s emerging economies more than ever before.
A more global talent pool: U.S. company employees come from a much more global talent pool than ever before; there are many more employees from countries such as China and India, etc.
A changing generational mix: Baby boomers make up a much smaller percentage of the workforce; millennials have become the dominant generation, bringing different values and expectations with them when they come to work.
Women and people of color now make up the majority of the U.S. labor force: As of 2016, two-thirds of the civilian labor force in the U.S. is comprised of women and people of color.
Shifting sexual orientations and gender identities: Sexual orientation and gender identities are shifting and changing in the workforce away from traditional orientations and identities.
Today’s global organizations can leverage the full potential of all this diversity--all these genders, identities, orientations, generations, ethnicities, nationalities and backgrounds—and the different perspectives and thinking styles they represent.
Inclusive leadership is required: But to leverage the vast creative potential of a diverse workforce requires new and different skills, awareness, sensitivities, empathy, clarity of purpose and perseverance. It requires a new strategy to create more inclusive organizational cultures. It requires new kind of leadership—inclusive leadership. Organizations that fail to change in a changing world will become training academies for the organizations that are getting it right. Organizations that fail to create inclusive cultures will fall behind. Many will cease to exist altogether.
Create higher levels of innovation, morale, engagement, retention and competitiveness: Studies show that diversity in the workplace can lead to higher levels of innovation, morale, retention, engagement and competitiveness. But when organizational leadership fails to create an atmosphere of inclusion in the workplace, the full creative potential of your diverse workforce remains dormant.
What is Diversity & Inclusion (D&I)? D&I comes down to the difference between simply having diversity in your organization—and actually leveraging it. First of all, let's look more clearly at what we mean by diversity:
Diversity: Diversity is about differences. Each of us is different. Ultimately, diversity is about the mix of different kinds of people within an organization. The concept of diversity has expanded somewhat in recent years. Often, now, the word diversity is used to mean both visible and invisible differences--for example, thinking style, leadership style, working style, gender, ethnicity, nationality, abilities, religious background, sexual orientation, age, experience, culture, etc.
And what do we mean by inclusiveness?
Inclusiveness: If diversity is about the mix of differences within an organization, inclusiveness is about whether or not diverse kinds of individuals are truly valued and respected in the organizational culture. It's about creating an environment in which people want to come to work every day. And, when they come to work, they give their personal best in everything they do.
Non-inclusive organizational cultures tend to accept only a limited range of acceptable styles of workplace behavior and appearance. Inclusive cultures, on the other hand, are those that accept a broader bandwidth of workplace styles and behaviors. Ultimately, creating a more inclusive organizational culture is about creating an environment in which diverse people feel included, heard, understood, valued and involved. With just the "D" or just the "I," your organization is likely to be under-performing. You're likely to have average to low retention, morale, engagement, innovation and competitiveness. With D&I together, you're likely to be leveraging differences to achieve better business results.
Inclusive leaders leverage diversity: Do the leaders in your organization approach diversity with the mindset that it is something that must be mitigated? Or do they see the diversity as an asset to be leveraged? Inclusive leaders are those leaders that understand that diversity is an asset to be leveraged. Inclusive leaders embed inclusive practices throughout their organizational cultures.
Morgan intercultural offers your organization state-of-the-art tools and building blocks to create inclusive leaders—leaders capable of unleashing your organization’s untapped potential. If you're interested in creating a more inclusive culture in your organization, please get in touch with us. We'll discuss how Morgan Intercultural can help your leaders become inclusive leaders--and help you unleash the full potential of your organization's diversity.
Diversity + Inclusion:
Unleash the Full Potential of Your Organization's Diversity
Creating a more inclusive environment improves the productivity and effectiveness of teams
Dimensions of Workplace Diversity:
The time has come for us all to think more broadly and more clearly about different kinds of diversity in the workplace. Diversity workshops traditionally have focused primarily on racial and ethnic differences, and on gender equity. But there are many other diversity categories--including both visible and invisible aspects of diversity representing different experiences and perspectives.
With greater awareness of the range of human diversity, we can do a better job of ensuring our workplaces are more equitable and more inclusive. Greater awareness of diversity sets us up to leverage the full benefits of diversity for more engaged, innovative and successful organizations. Almost all organizations can do more to accommodate different types of people, and will benefit greatly by doing so.
With serious commitment from the top of the organization and a little D&I training for organization members, the pieces of the diversity “jigsaw puzzle” can fit together to create a more diverse and inclusive—and more creative and innovative—organizational culture.
Getting Your D&I"Right":
• Does the diversity within the organizational culture feel heard, understood, valued and engaged?
• Do people come to work and give it everything they’ve got? Or are they doing the minimum they have to do to get their paycheck?
• The organizational culture we create is inclusive or non-inclusive based on what is formally & informally expected, reinforced & rewarded, and the day-to-day experience of each individual.
Which quadrant is your organizational culture in?
If you're in the "High Diversity/Low Inclusion" quadrant, your organization may have problems with morale, engagement and retention. Diversity feels not heard, not seen, not valued, not included. Chances are, diversity is leaving your organization and going somewhere else where they feel more included. If you're in this quadrant, your organization may be, in effect, a "training academy" for your competitors who are doing a better job of getting their "D&I" right.
Organizations that get their cultures into the top right quadrant--"High Diversity/High Inclusion"--are likely to be the ones with high morale, high engagement and high retention. "Inclusive leaders" make sure their organization operates with inclusive policies. Diversity is seen as an asset to be leveraged, not a risk to be mitigated. Diverse, inclusive cultures are those that are likely to be more innovative and competitive--because they're the ones that leverage the diverse thinking styles and creativity of their people.