DIVERSITY. Conference summary

Transcription

1 DIVERSITY CHANGEMAKERS KRAKÓW Conference summary

2 Dear conference participants, Thank you very much for your participation in Diversity Changemakers conference. Your presence and engagement not only gives us energy to further activity, but mainly shows us how important the idea of diversity is and stresses the importance of open conversation that helps us leave the set patterns of thinking. There is no Diversity Hub without you and therefore we would like to express a word of thanks for being with us this time as well. We have tried to provide you with inspiration, knowledge and experience, which have the power of changing ourselves and through that the power of changing our organisations. We hope that we have managed to achieve that. We hope that we have left you with insights that allow you to recognize what had not been recognized before. We know that such insights bring about specific changes. It is only sometimes that we are left with a concern I recognize, yet I do not know what to do with that. Both first and second effect is considered as success. It is important to constantly try and search. On the following pages we will provide a concise summary of our meeting. We will also provide you with links to texts that can help you in your everyday work. Should you need any more information or if you wish to talk about your challenges and achievements just contact us. Diversity Hub is an initiative that is open and based on the cooperation of many people and environments. You will find information on all our initiatives at Just visit us. We would like to express thanks to our experts for sharing their knowledge and experience and to our team for organizing the event. We would also like to thank the U.S. Consulate General in Cracow, without the support of which the conference would not go as we had dreamt about. Once again many thanks and see you in December! Anna Zaroda-Dąbrowska Tomasz Dąbrowski Organizator: Partner: Patronat Honorowy: Patronat Medialny: Projekt zrealizowany przy wsparciu finansowym Komisji Europejskiej. Jacek Krupa Marszałek Województwa Małopolskiego Jacek Majchrowski Prezydent Miasta Krakowa

3 Diversity Changemakers has been the biggest conference organised by Diversity Hub. Thank you! 93 participants! Representatives of the following organisations took part in the meeting: ABRA, AKADEMIA GÓRNICZO-HUTNICZA, ALEXANDER MANN SOLUTIONS, AON HEWITT, BGŻ BNP PARIBAS, BRITISH-POLISH CHAMBER OF COMMERCE, BROWN BROTHERS HARRIMAN, CAPGEMINI, CEMEX POLSKA, CENTRALNY INSTYTUT OCHRONY PRACY, CISCO, DELPHI, DORAPOL, FUNDACJA AVANTI,FUNDACJA ROZWOJU I KWALIFIKACJI STELLA VIRIUM, FUNDACJA ROZWOJU SYSTEMU EDUKACJI, FUNDACJA WIEK ROZWOJU, FUNDACJA ZONA ART, GE HEALTHCARE, GRODZKI URZĄD PRACY W KRAKOWIE, GRUPA INTERIA, GRUPA JOB, HOMINEM CHALLENGE, HP GLOBAL BUSINESS CENTER, HSBC, INTERNATIONAL PAPER, LEE HECHT HARRISON, MAŁOPOLSKA SIEĆ NGO, MIEJSKI OŚRODEK POMOCY SPOŁECZNEJ KRAKÓW, POLITECHNIKA KRAKOWSKA, POZNAŃ HUB, SHELL BUSINESS OPERATIONS, SHIELDS AGAINST VIOLENCE, STATE STREET, SZPITAL SPECJALISTYCZNY IM. BABIŃSKIEGO, U.S. CONSULATE GENARAL IN KRAKOW, UBS, UNIWERSYTET EKONOMICZNY W KATOWICACH, UNIWERSYTET EKONOMICZNY W KRAKOWIE, UNIWERSYTET JAGIELLOŃSKI, URZAD MIASTA KRAKOWA, WOJEWÓDZKI URZĄD PRACY W KRAKOWIE

4 How did you rate us? (Generally very well :) ) We will work on that! Average values for particular dimensions (maximum value 5 ) Strengths People from various backgrounds, with different points of view and experience. Discussion, sharing best practices, workshop, networking. Interesting speakers, venue, up-to-date social topics. Weaknesses Too little time at the workshop session. Too cold

5 Summary of the expert sessions Diversity Changemakers 22/09

6 INSPIRATIONAL SESSION prof. Rosemarie GarlandThomson Emory University Atlanta Disability rights, culture and inclusion. Professor Rosemarie Garland-Thomson has been developing the studies on disability for over 20 years, and her scientific and popularizing work is focused on making our world more inclusive to disabled people through building understanding. The professor is the authority in the field of critical studies on disability, culture, history and bioethics. Hence, it was so important for us to personally meet with her and get a broad look on the subject of disability. The speech by Rosemarie Garland-Thomson was to become our inspiration, whose power is to change our own perspective. Instead of producing our own summary, we have decided to use one of the participants opinion expressed in the conference evaluation questionnaire: The case of Emory University really impressed me. Having university lectures translated into sign language only because one (!) person requiring that attends them, was at first irrational for me due to financial reasons. Then, I thought that the university should help people who need this help. It was only at the very end that I realized that the aim was not just help one person but change the whole organization and commence the process that changes everybody. That is what inclusion is all about. Learn more Conference presentation: 2. Article by prof. R. Garland-Thomson "Becoming Disabled" Get inspired by prof. R. Garland-Thomson s speeches 3. Bodies and Disability: 4. Staring and Its Implications in Society: 5. UCCS Diversity Summit 2013:

7 Mateusz Płoskonka Municipality of Cracow To improve the socio-cultural adaptation of foreigners. To enhance conducting a business activity. Intercultural Cracow Forum City-Business-People and the 'Open Cracow' policy" Two events were the pretext of the appearance: adopting the Open Cracow policy by the Cracow City Council and launching the new initiative Cracow Intercultural Forum City-Business-People by Diversity Hub and the Municipality of Cracow. The Open Cracow policy is an important step forward, thanks to which it will be easier for foreigners to live and function in our city. The objective of the Forum, initiated in June by the meeting of the City representatives and large corporations, is to provide the consultation platform over challenges and recommended directions of activity in the intercultural field. Hence, it is an important place mainly for business where foreigners get employed and which faces many administrative and socio-cultural barriers. Learn more Link to the brochure Welcome to Poland welcome package for foreigners living in Cracow (English and Ukrainian versions available in pdf): 2. Intercultural Cracow Forum City-People-Business: 3. Summary of the Diversity Hub pilot study Socio-cultural adaptation of expats 4. Full version of the Open Cracow policy:

8 Tomasz Dąbrowski Diversity Hub Diversity Audit diagnosis tool of key diversity areas, results of the international TUNED UP! Project Separating image from identity is key to building the understanding of diversity. Declarations made by the management board or HR are important and symbolic, but are they included in the company DNA'? Are we open to diversity or do we just claim that we are? Such (difficult) questions were asked when launching the TUNED UP! project. Together with experts from Austria, Czech and Spain we have prepared an intuitive and at the same time advanced in functions online diagnostic system that allows to ask your organization employees themselves how procedures supporting diversity function in practice and how they perceive diversity in key dimensions. The system functions in 5 languages and is open, i.e. it easily adapts to the requirements of the given organisation. It is a proposal for brave organisations that want to get to get to know themselves, consciously make themselves diverse, not only at the declarative level. Learn more Conference presentation 2. Diversity Hub blog Between image and organizational identity

9 BEST PRACTICES SESSION Andrew Brady Brown Brothers Harriman The Power of Grassroots Initiatives. About supporting grassroot initiatives of employees Best practices are a fixed element of Diversity Hub conferences. This time we wanted you to hear about the interesting experiences of two companies - UBS and Brown Brother Harriman. The initiative of Stella Virium Foundation and UBS at the same time responds to two important challenges: more and more difficult acquisition of employees and ensuring the inclusion of people who did not even imagine their corporate career. At the same time it shows how business can acquire employees in a non-standard (yet efficient) way, the business can acquire new employees from groups considered as disfavored and can help those people get involved in the company life. The activity of BBH, on the other hand, is an example for exceptional structural solution that allows the interested employees to fulfill their developmental needs. Instead of centralizing their activities, establishing new managerial functions, BBH promotes decentralization and self-organisation of employees. Grassroot and voluntary groups, having the will to decide and their own budget become a platform building engagement, allowing for development and innovations. Career Turn. In the serpentine of changes. See the video from the career turn project:

10 SLOW MANAGEMENT PANEL The issue of slow management derives from slow food and similarly to the cuisine world, it focuses on quality, authenticity, human dimension and natural form of existence. Great importance is put to creativity, job satisfaction and to mutual trust. Slow management is a path directed by support to diversity and trust to an individual. Diversity Hub has become a natural platform for discussion on slow management. It is an exceptional discussion since it linked the world of business, science and art. It connected many people who search authenticity in management, who are not afraid of asking themselves about fundamental values at work. During the panel the key question was asked how to realize the ideas of slow management at work. We have an idea here. We have already mentioned that we are just about to start an absolutely unusual project linking management with art. So if you are looking for deep change and self-development join us. The discussion that started will have the follow-up. PANELLISTS: Dorota Cagiel, Małgorzata Błaszczyk (Zona Art), dr hab. Roman Batko (Uniwersytet Jagielloński), dr Agata Norek (Shields Against Violence), Sylwia Miszke (International Paper) MODERATOR: Anna Zaroda-Dąbrowska 1. Article by dr Anna Zaroda-Dąbrowska Management in the slow rhythm 2. Post-graduate studies under the patronage of Diversity Hub and Zona Art Foundation 3. Development in the slow rhythm, i.e. events in your companies

11 WORKSHOP SESSION Three various topics, three exceptional leaders. During the workshop we prove that we can look differently at ourselves, at our co-workers and at our organisation. We show that sensitivity to details, insight, openness to multitude of voices build understanding and create change, which is most permanent, i.e. lying in ourselves. Ewa Niezgoda dr. J. Babiński Specialist Hospital in Cracow "Supervision of teams" prof. Rosemarie Garland-Thomson Emory University w Atlancie "Women and disabilities" dr Agata Norek Shields Against Violence "How to turn weakness into creative work? Change thanks to Art"

12 MORE PHOTOS HERE: tab=album&album_id=

13 DIVERSITY HUB EVENTS AGE IS JUST A NUMBER KICK OFF MEETING MULTICULTURALISM IN THE WORKPLACE WORK AND MENTAL HEALTH DIVERSITY CHANGEMAKERS WELLBEING

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