Workplace Diversity: What approaches and initiatives should talent development professionals consider to leverage diversity in the workplace? How can talent development focus on diversity issues related to race, ethnicity, gender, age, disabilities, learning preferences, interests, and culture? (AOE 7. Integrated Talent Management; 7.7. Maximizing Workplace Diversity)
Diversity is more that "good for the bottom line" -- it improves our organizations functions, creativity, productivity, and awareness to new ideas and innovative approaches for how we work and learn.
- Compare and contrast high-context and low-context cultures, and discuss how communication differs when dealing with each of these
- Explain considerations regarding personal space and workplace diversity training
- List two strategies that are used to create diverse workforce
- Provide examples of the needs of the Baby Boomer generation versus Generation X, Y, and Z and how this may have an effect on career planning programs
- Identify strategies that could be used to facilitate inclusion in multiracial, multigenerational environments
Cultural Awareness: Training material sand software for global use need to be designed from the start with multilingual and multicultural participants in mind. Culture arises from shared behaviors, values, and beliefs shaped by such factors as language, religion, cuisine, music, etc. Culture influences the value society puts on individualism versus group action, tolerance for uncertainty, a willingness to take risks, and ways of interacting with a trainer and peers for professional learning, which impacts other factors such as communication and interaction for talent development.
BOOK: Developing Localization Friendly ELearning by Kieran McBrien (2015)
Power Distance Differences: high-power cultures emphasize more traditional teach-student relations -- here are the differences:
Formal relationships | Informal relationships
High dependence | Low dependence
Teacher oriented | Learner oriented
Impersonal | Highly personal
Status emphasis | Equality emphasis
Fixed approach | Variable approach
Conformity | Experimentation
Some features of culture, such as language and dress, are immediately apparent. Other features, such as attitudes about age, personal space, work, time, and reactions to authority, may be subtle.
Gender Equality: In the US, after the Civil Rights Active of 1964, American corporations still did not not deal with gender discrimination in the workplace -- many claims were made each year revealing that women in particular still experience discrimination in pay and advancement. This is SLOWLY being worked on to deal with gender discrimination and pay inequity issues -- but we’re still not there. The importance of gender varies by country, nationality, culture, and more.
BONUS LISTENS: The #InVinoFab Podcast https://invinofab.transistor.fm/ these specific episodes:
- Ep. 19: Mind the Gender Gap - Overworked & Underpaid
- Ep. 36: Beyond Diversity & Inclusion Training
- Ep. 40: Gender Equality in Higher Ed Work
- Attracting and retaining the best and brightest candidates from all cultures/backgrounds
- Increases the market share and creates a satisfied customer base with changing demographics
- Employees learn to communicative with and truly understand one another which lets them be more innovative, responsive, and productive
- Expansion of job candidate pools and criteria for hiring and promoting employees with fair opportunities
- Increase employee engagement to increase employee retention
- Diversity fosters a range of different perspectives and results in better decisions, innovative product development, better customer service, and expansion into new markets
- An inclusive culture develops more flexible & broader-thinking leaders for a global economy
- Overall organizational performance improves when people are encouraged to overcome cultural misunderstanding and appreciate differences
- Employees feel more valued and tend to be more productive
Generational Differences: There are 4-5 generations at work together, depending on where you are working in the world (see 7.3. Career Development Theories & Approaches); that being said talent development professionals want to strive to raise workplace awareness of the diversity and differences for how these different generations approach and perceive work. This can prevent conflict and encourage cooperation in an organization.
Personal Space: This is a cultural item -- space between individuals varies depending on the cultural context. This matters for training, mentoring, coaching, and other interactions for talent management/development. Mentioned before in an earlier podcast episode, Proxemics, is the relationship of people’s positions in space. Hall (1969) defined four spatial relationships:
- Intimate: 18 inches; family & partners
- Personal: 18 inches to 4 feet; family & friends
- Social: 4-12 feet; co-workers & social acquaintances
- Public: 12 feet+; speakers and entertainers
Implications for Multiple Languages: For difference learning experiences, it might be helpful to offer training and learning materials in multiple languages depending on the workplace setting, geographic location, or needs within the professional group. These will help to add to learning and talent development:
- Accent and linguistics
- Gross translation errors
- Nuance errors
READ: Workplace Diversity and Inclusion Gets Innovative via SHRM
What is Learn/Perform Mixtape?
The Learn/Perform Mixtape is a podcast of my study notes as I prepare for the Certified Professional in Learning and Performance (CPLP). More at: https://techknowtools.com/learnperform-mixtape/