Diversity

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Diversity can be defined as all the ways we are different and similar along an infinite number of lines. There are four dimensions that characterize the differences and similarities of diverse employees. These dimensions of diversity make for a rich variety and can lead to both creativity and conflict. Those dimensions are as follows:

Personality Dimensions: The unique characteristics of each individual that directly impact communication with other. These may include patient or impatient, doer or think, assertive or nonassertive, listener or talker, flexible or inflexible, rational or emotional.

Internal Dimensions: Diversity characteristics that are mostly not within a person’s control including age, gender, ethnicity, race, physical ability and sexual orientation.

External Dimensions: Social factors and life experiences that are more under a person’s control such as religion, marital status, parental status, educational background, income, appearance, geographic location and work experience.

Organizational Dimensions: Characteristics of person’s experience within an organization which impact assumptions, expectations and opportunities which may include functional level, management status, department work group, work location, seniority or work content.

Diversity – The Challenge

Diversity is currently one of the top priorities in the workplaces throughout the U.S. and in a recent survey of private companies by Tower Perrin Consulting Company, 96% of respondents either maintained or increased their support for diversity management. Diversity does not equal ”less than“ the most qualified and best candidates. 100% quality service to our clients remains our goal. Dynamics that require workplaces to address diversity are:

There are more than 11 million immigrants working in the U.S.

Close to 20% of the population has a disability and there is an 80% chance that an average person will experience some kind of disability in a lifetime.

There is a larger representation of women and minorities in the workforce.

The need to provide culturally relevant services to a diverse client population has increased.

The convergence of an again population, reliance on technology, globalization and deteriorating educational system challenges American business.

Diversity – The Approach

The following initiatives would be considered during the beginning stages of our diversity efforts.

Introduce articles in PUFS Today that discuss diversity and how it is a part many successful corporations, how it has a positive affect on business and how embracing diversity can attract more business opportunities from diverse companies.

Diversity is beyond race and gender, these should be the marching orders.

Begin to highlight special interest groups such as Women Leaders, minority and religious groups, and the physically within the company.

Diversity Days would consist of serving meals from the various ethnic backgrounds, each department could host a luncheon dedicated to various backgrounds.

Information exchange days or hosting a career day, have a representative from each of the various groups to discuss their positions within the company.

Develop awards for recognizing those individuals who have embraced the diversity initiatives, no matter how small the effort. The recognition awards could be submitted by the employees. The awards can be a plaque or prize.

Consider partnerships with other companies that have began to embrace diversity and highlight their successes.

Embrace the efforts of small business groups such as women businesses or the other minority business leader’s groups.

As you can see, Phase 1 of Diversity focuses on awareness. Phase 2 will focus on accountability.

Diversity training classes in the workplace for managers and employees. No more that a ½ hour tape. Allow individuals to take tapes home. (Possibly show in orientation)

Diversity is a change in the culture and it is not a program; these will be our new marching orders.

Develop an all volunteer Diversity Council with managers buy-in first.

Incorporate the diversity initiative in all job descriptions from the most senior person to entry level. This initiative can also be measurable and is as simple as requiring respect between all employees.

Diversity – The Benefits

Successful implementation of a Diversity Initiative for PUFS and its family of companies can lead to the following benefits:

Reduced conflict among diverse groups of employees

Increased effectiveness of managers

Improved employee morale

Increased cooperation, collaboration and team building

Reduced absenteeism

Improvement of recruitment, retention and promotional policies

Improved client relations

Fosters innovative and well-rounded perspectives on decisions

Better mentoring and coaching

Problem solving skills developed

Enhanced teamwork

Diversity – A Change Process

By implementing Diversity Initiatives, PUFS can affect fundamental change from traditional management to a process that is inclusive, participatory and supportive of all employees. A Diversity Initiatives effort is a long-term change effort due to the assessment of policies and practices to make them more relevant to the diverse needs of employees and clients.

An effective change process must do the following:

Motivate change by creating readiness and overcoming resistance

Create a vision of valued outcomes and conditions

Develop support of key employees

Manage the transition

Sustain the momentum of change

Evaluation the outcome

Continually implement new ideas or issues

Phases of PUFS Diversity Initiatives

Phase I – Secure commitment: The success of diversity initiatives depends on the support of upper management.

Phase II – Establish a Diversity Steering Committee: Composed of key managers, supervisors and employees to develop the vision, strategy for diversity initiatives.

Phase III – Assess current issues: Identify any current diversity initiatives or perceptions of activities thus far, such as participation in local events. This helps to create a vision for future ideas.

Phase IV – Establish Initiatives: Discuss possible initiatives and assess their priority

Phase V – Approval from Diversity Steering Committee: Present the plan, including money, staff and time for approval.

Phase VI – Implement Initiatives: Members will participate in the process or design of approved events

Phase VII – Evaluate efforts: Group to evaluate the impact of diversity events or initiatives as well as implement new initiatives according to the results.