 |
 |
 |
 |
 |
 |
|
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 does it mean to be a diverse organization? Consider the following:
Diverse organizations recognize that: - A diverse organization’s culture is based on inclusion and not just on representation. - Diversity is a mindset, a continuous process and a way of doing business—not a one day program or two hour training. - Diversity is proactive and always imperative. It does not only become important when there is a discrimination complaint.
They reflect their commitment to diversity in many ways: - Top management endorses and actively champions the company’s diversity initiatives. It is not solely an HR function. - Culture change is driven by the CEO and others in the executive suite. - Diversity—in the form of inclusion—is reflected in the mission and vision of the organization. - Diversity is integrated into the overall business strategy. - There is visible diversity at all levels of the organization. - While visible diversity is a benchmark, the organization uses a broad definition of diversity to include the unique skills and talents of each individual. - Everyone is seen as part of the organization’s diversity and the goal is to make everyone’s needs and concerns a part of the mainstream diversity effort. - Compensation is tied to diversity efforts. - Employees are recruited from a diverse pool of candidates. - Company recruiters are trained in bias reduction so that they don’t choose candidates based on assumptions and stereotypes. - Diversity is reflected in company literature, website, and any photos or artwork on the walls. Language in printed material is inclusive and speaks to everyone regardless of gender, race, sexual orientation, religion, physical ability, or any other diversity dimension.
- There are processes in place to resolve conflicts and prevent miscommunication that can be costly to the organization. - There is a system in place to communicate openings and opportunities throughout the organization. - Affinity groups are sponsored and attended by people from different backgrounds. - Opportunities for cross-cultural mentoring exist and are encouraged.
They also know how to leverage the diversity they have: - The organization draws from the wide range of experiences and perspectives to find more creative solutions to problems and be more innovative in developing new products and services. - The unique skills and experiences of each individual are leveraged to help make the organization and employee more successful. - People from different races, ethnicities, genders, sexual orientations, religions and physical abilities are seen as resources for different markets, but not necessarily sent to those markets to represent the organization.
As a result, Diverse Organizations create effective and comfortable environments where: - Each person has an equal chance to show what they can do. - All people feel included and are able to do their best work for the organization. - People are comfortable and able to relate to employees and customers from backgrounds different than their own. - People are comfortable discussing differences and similarities with each other. - Employees from different backgrounds feel included in the mission, vision and the organization itself. - People from different cultures and backgrounds interact and share ideas and resources as opposed to clustering with only people who look and think like them. - The organization is known as a place where all kinds of people succeed. It acts as a magnet that draws in diverse talent.
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 |