 |
 |
 |
 |
 |
 |
|
STRESS MANAGEMENT How To Break Through Fear in Turbulent Times Solving Problems in a High-Stress Environment Break Through Self-Doubt & Fear Make 2004 your Year of Organization Manage Stress by Stopping Obsessive or Unwanted Thoughts Stress; Control It, Change It or Let It Go! Tips for Managing Holiday Madness Modern Day Stressors: What Stress Looks Like in the 21st Century The Life Juggle: How to Find Lifework Balance
CHANGE The Questions Leaders Should Ask Themselves about Change The Top Ten Ways to Manage People through Change
RUNNING A BUSINESS Be Heard. Be Strong. Be Effective. How to Deliver Impressive Presentations Getting Started in the Speaking Business: Answers to Burning Questions What Entrepreneurs Need to Know to be Successful How to Create and Maintain Culture as You Grow Recruitment and Retention of Diverse Candidates
DIVERSITY Traits of a Diverse Organization Simma's Holiday Diversity Q and A How to Go from Eggshell Walking to Multicultural Festivity Making Are You Wasting Your Money on Diversity Training? Interview Bias: Overcoming the Silent Forces Working Against You How to Help LGBT Employees Help Your Organization Grow How to Integrate Diversity Into Your Business Strategy Diversity Benefits Organizations and Communities 10 PC Tips for Communicating with a Diverse Audience Interviewing Employees Who Stay Wage and Position Disparity Across Gender What Every Consultant Needs to Know About Diversity Consulting and Training Diversity Competency Assessment Recruitment and Retention of Diverse Candidates Understanding Diversity Dialogues Dialogue as a Communication Tool Amongst Diverse Groups of People Communicating across Generations in the Workplace Simma & Kate's Strategies for Cross-Generational Relationship Building Valuing Diversity during the Holidays
COMMUNICATION Understanding Dialogue: A Q&A on the benefits of dialogue Dialogue as a Communication Tool 10 PC Tips for Communicating with a Diverse Audience Tips for Better Communication Between Men and Women in the Workplace Understanding Diversity Dialogues Dialogue as a Communication Tool Amongst Diverse Groups of People Simma & Kate's Strategies for Cross-Generational Relationship Building
GENDER COMMUNICATION Differences in Male and Female Communication Styles Gender Communications Differences and Strategies Wage and Position Disparity across Gender Tips for Better Communication between Men and Women in the Workplace
WORK/LIFE BALANCE Life/Work Balance in the Real World New Year's Resolutions: A New Approach? Working with Loved Ones: Leverage Potential and Avoid Pitfalls Modern Day Stressors: What Stress Looks Like in the 21st Century The Life Juggle: How to Find Lifework Balance
RESTAURANT & HOSPITALITY
Are You Truly Successful?
FEAR & SELF-DOUBT |
What Every Consultant Needs to Know About Diversity Consulting and Training Diversity consulting is unlike other areas where you can become proficient if you are an experienced consultant and know how to develop content. Diversity consulting takes some additional skills. To be successful you have to live it, and have a passion for the subject. It's crucial that you have a clear definition of what diversity is and what it's not. Diversity in organizations encompasses all differences that people bring to their work environment. It includes but is not limited to race, age, gender, religion, ethnic background, sexual orientation, work level and function, economic background, communication and learning styles. There are consultants who specialize in specific areas such as race, gender or sexual orientation. While they may be experts in a particular area they are not really diversity consultants. As a diversity
consultant you must:
There is a common misconception that diversity is only about race or that it is affirmative action or EEO. It's a mindset about creating an inclusive organization where all people are allowed to do their best work. It's a long-term business strategy that includes all systems and processes of an organization, while affirmative action and EEO have more to do with laws and eliminating discrimination in hiring based on race and gender. Chevron Corporation is an example of a successful company that has linked diversity to its vision. Their values statement says, "We have an inclusive work environment and actively embrace a diversity of people, ideas, talents and experiences." When diversity consulting became "popular" in corporations over ten years ago, a lot of trainers and consultants jumped on the bandwagon, but fell off fairly quickly. They saw it as another subject to teach and didn't understand why companies didn't change or contracts didn't last. That's because if the diversity initiative is not tied to the bottom line, and integrated into all aspects of the business strategy, it will fail. Organizations do not want to throw money into programs or processes that will not benefit their business in some way. Simma Lieberman's diversity training seminars can help your organization or company. If you are interested in hiring Simma for a diversity seminar, click here for more information. There are
several reasons why companies call in a diversity consultant;
Avon changed the way it did business when it realized that sales had fallen due to demographic changes. More women were entering the workforce and no longer being home to answer the door for the "Avon lady." They increased the numbers of women in leadership positions and now market to men and women. Oftentimes they think they can do a quick fix and simply have all employees go through diversity training. Your role is to help them see that it is not just a training issue. The first step is meet with the decision makers and review their business goals. Show them how a diversity initiative will create new business opportunities and help them achieve their goals. Just because someone is a CEO, and their company is profitable does not mean that they are aware of their organizations' diversity issues. After you get clarification of business goals, the next step is to conduct a cultural audit to identify key areas for the diversity initiative. Some organizations may balk at the idea of surveys, focus groups and interviews, but it is a waste of money and time to do training without knowing where to focus. Training may not even be the solution. You have to examine all systems and processes from recruitment, hiring, performance evaluations, promotion, and marketing. As you address each of these its crucial that as in any consulting relationship, you establish a process for feedback and communication. It is not unusual to get resistance from organizations on the management and employee level. Resistance breaks down when you stay focussed on the business case for diversity. Managers see that it will make their business more successful, no matter what the motivating factor is. Denny's became involved in diversity because of a lawsuit and fell under a consent decree. They brought in Jim Adamson as CEO who championed diversity, throughout the organization. Denny's is now considered one of the best organizations in terms of diversity. Employees become more open when they are involved from the beginning, and understand how they benefit from any diversity effort. When I worked with the San Francisco Municipal Railway many employees were resistant until they saw how learning about other people and changing their own attitudes could make their work easier and more enjoyable. Changing
demographics, new people entering the workforce and conducting business
globally mean that old ways of doing business won't always work. Organizations
that can utilize the potential of all employees and that can market to
different segments will be the ones that last and grow. Although we might
not all become diversity consultants, we all need to relate to the diversity
of our clients and their markets to help with their success.
Simma Lieberman works with people and organizations to create environments where people can do their best work. She specializes in diversity, gender communications, life-work balance and stress, and acquiring and retaining new customers. You may reprint these articles free of charge, on a non-exclusive basis, provided that Simma Lieberman's name and contact information are included. She would love to know that you plan to use her article(s); please contact her to let her know.
Call Simma at 510.527.0700 or Email simma@simmalieberman.com
|