Training Module: Managing Diversity

Training Module: Managing Diversity Presented at the Annual Conference of the International Association of Schools and Institutes of Administration Athens, Greece July 2001 Prepared by: Yolande Jemiai and Aleksey Kolpakov

United Nations Millennium Declaration We consider certain fundamental values to be essential to international relations in the twenty-first century. These include:! Tolerance. Human beings must respect one another, in all their diversity of belief, culture and language. Differences within and between societies should be neither feared nor repressed, but cherished as a precious asset of humanity. A culture of peace and dialogue among all civilizations should be actively promoted. We resolve therefore:! To strive for the full protection and promotion in all our countries of civil, political, economic, social and cultural rights for all.! To strengthen the capacity of all our countries to implement the principles and practices of democracy and respect for human rights, including minority rights. (A/RES/55/2) 8 September 2000 2

Training Civil Servants to Respect, Value and Manage Diversity United Nations Department of Economic and Social Affairs Division for Public Economics and Public Administration

! Respecting diversity promoting tolerance and moral values among civil servants!valuing diversity - understanding and appreciating other cultures!managing diversity - using workforce diversity to achieve organizational goals 4

Why is Managing Diversity in the Civil Service Important? 1) Protection of Human Rights 2) Representativeness of bureaucracy 3) Policy formulation for a wider public 4) Government as Model Employer 5) Social, political and economic stability 5

Why is Managing Diversity Training Important?! Changing demographics have led to increased workplace diversity! Increased diversity in organizations creates interpersonal challenges! Organizations wishing to have a presence in the global community use diversity training in a strategic manner! Having diversity specialists makes good business and economic sense in today s world 6

Plan of Presentation! What is Diversity?! Approaches to Diversity! Benefits of Diversity! System for Diversity Management! Types of Diversity Training Courses! Core Competencies for Diversity Training! Diversity and Civil Service Reform 7

Definitions of Diversity DIVERSITY -- the representation in one social system of people with distinctly different and significant group affiliations (adapted from Cox 1993) DIVERSITY the degree to which there is a variety of attributes (social, cultural, functional) within a particular structure of governance + the extent to which this variety is distributed at different levels of the structure+ the extent of awareness of this reality from various stakeholders (adapted from Ospina 2001) 8

Diversity Dimensions Race/ Ethnicity/ Language Sexual/ Affectional Orientation Gender Age/ Generation Socio- Economic Class Physical Abilities/ Condition Adapted from works of Marilyn Loden, as published in Loden, H and Rosener, J.B. Workforce America, Homewood, Illinois Business One Irwin, 1991 9

Definitions associated with Diversity Affirmative Action (AA) positive non-discriminatory measures to ensure fair treatment in the workforce for qualified employees or applicants who face employment barriers such as race, sex, ethnicity, etc Equal Employment Opportunity (EEO) the obligation to provide a discrimination-free workplace Multiculturalism/Valuing diversity the process of recognizing, understanding and appreciating other cultures than one s own. Managing Diversity effective utilization of workforce diversity to achieve organizational goals 10

Discrimination Discrimination reflects a complex set of attitudes towards individuals or social groups within society! Political discrimination denial of political rights, restriction of access to political decision-making, lack of adequate representation in legislative bodies and restriction on freedom of expression, voting, free movement and place of residence! Socio-economic discrimination limited access to labor markets, resources and social services! Cultural discrimination restriction on the use of language, the observation of cultural practices and religious traditions, etc 11

What is the type of Diversity " It depends on the context that Matters?! political The attitudes of the politicians determine the diversity. For example: ethnicity issues are prevailing in South Africa and the USA;! social The contextual definition of social class/group;! cultural - Age, religions as subcultures determine diversity;! historical Awareness of racial issues emerged in the USA in the 1960s;! economic -Age and gender are becoming important in periods of economic recession. 12

Approaches to Diversity Legalistic approach! Quantitative! Legally driven! Remedial! Assimilation model! Opens doors! Resistance Valuing Differences! Qualitative! Ethically driven! Idealistic! Diversity model! Opens attitudes, minds and culture! Resistance Managing Diversity! Behavioral! Strategically driven! Pragmatic! Synergy model! Opens the system! Resistance Adopted from Henderson, Cultural Diversity, 1997 13

What Approach to Take? Legalistic approach (LA) Valuing differences (VD) Managing diversity (MD) The choice of approach depends on the social, economic, political and historical background of a country 14

Benefits of Diversity! Ethical, Legal and Political Benefits! Human Resource Management Benefits! Organizational Benefits Adopted from Handbook of Public Administration, Ch. 24 15

Ethical, Legal and Political Benefits 1. Promotes fairness and justice in the workplace 2. Diversity ensures peace and stability 3. Creates economic opportunity and reduces social inequality 4. Ensures compliance with personnel-related requirements 5. Balances the government s need for productive employees against the rights of employees as free citizens of a constitutional bureaucracy 6. Increases representation and responsiveness in the bureaucracy 7. Increases the potential for grassroots support for government programs and policies 16

Potential Human Resource Management Benefits 1. Human Resource Acquisition: Enhances the organization's reputation and ability to attract and keep the best employees 2. Performance: Increases job satisfaction among employees resulting in improved delivery of services 3. Increases productivity and efficiency:! Promotes creative and innovative approaches! Heterogeneity in decision making and problem solving groups potentially produces better decisions through a wider range of perspectives and more thorough critical analysis! Reduces group think 17

Organizational Benefits 1. Increases internal capabilities:! Enhances organization's flexibility to address the changes! Promotes fluidity in organizational design 2. Increases marketing competitiveness:! Workforce reflects client population! Enhances organizational insight and cultural sensitivity in addressing client needs and values 3. Decreases discrimination litigation 4. Increases organizational legitimacy due to enhanced reputation and higher effectiveness 18

Challenges of Diversity! Difficulty convincing relevant stakeholders that multiculturalism is needed and valuable! Difficulty marketing the diversity plan, as the costs associated with it are easier to quantify than its benefits! Potential employee resentment or disillusionment stemming from disappointed hopes for rapid improvement, fear of exclusion or of a loss of privileges, and general uncertainty! Increased danger of group polarization resulting from changing the existing distributive order! Potential increased cost related to turnover and absenteeism Adopted from Handbook of Public Administration, Ch. 24 19

System of Diversity Management 1) Leadership! Top management commitment and support! Steering and advisory groups! Communication strategy 2) Training and Development! Awareness and skill-building training! Development of in-house expertise! Orientation programs 3) Measurement and Assessment! Comprehensive organizational assessments! Benchmarking continued... 20

System of Diversity Management 4) Culture and Management System Audit! Comprehensive analysis of the organizational culture and the human resource system such as recruitment, performance appraisal, promotion and compensation: # To uncover sources of potential bias unfavorable to members of certain cultural groups; # To identify ways that organizational culture may inadvertently put some members at a disadvantage. 5) Monitoring! Evaluation processes! Accountability! Ensuring continuous improvement Cox and Blake Managing Cultural Diversity, 1991 21

Types of Training for Managing Diversity! Information Training! Cultural Awareness Training! Specifically Targeted Awareness Training! Equity Training! Anti-discrimination Training! Diversity Training Adopted from John Wrench, Workplace Diversity: Research Perspective on Policy and Practice 22

Awareness and Equity Training Information Training Cultural Awareness Training Specific Awareness Training Equity Training Antidiscrimination Training contains facts on prejudice and racism provides cultural information creates awareness of racism, sexism ageism, etc. instructs in legally accepted behavior seeks to tackle discrimination in recruitment provides cultural information engages trainees to change their attitudes produces rapid change in attitudes produces changes in behavior produces changes in behavior and attitudes highlights the evidence and processes of discrimination includes material on the dominant culture of the trainees identifies stereotypes located in the dominant group directed at avoiding discrimination and bias in HRM provides cultural information introduces the legal context of discriminatory acts representatives of official minorities are invited focuses more on personal attitudes may be routinely built into the induction of new recruits focuses on changing organizational practice 23

Diversity Training! is broader, more ambitious, and long-term! is mainly directed at managers who have power to produce organizational change in the Civil Service! includes elements of other approaches to Managing Diversity trainings! includes exchange of public sector reform experiences Adopted from John Wrench, Workplace Diversity: Research Perspective on Policy and Practice 24

Core competencies of Diversity Training 1. Awareness and Attitudes change through! Identifying personal biases and moral positions! Challenging prejudice and stereotypes 2. Knowledge! Concepts of diversity management! Legal aspects of managing diversity 3. Intercultural Skills! Communication! Conflict resolution! Team work 25

Preparation for Diversity Training! Does the leadership of the organization support the initiative?! Are the goals of the training realistic?! Is the training targeted to all employees?! Is the training mandatory or voluntary?! Does the trainer have enough information about the work environment?! Will the training address the burning issues of the employees? 26

It is critical that: Diversity and Civil Service Reform! Managing diversity be an integral part of civil service reform! Leadership show a genuine commitment to managing diversity! Approach to managing diversity be systematic and systemic 27

$ Training to Manage Diversity should:! Be a part of the programmes of Schools and Institutes of Public Administration! Always be based on local needs and conditions $ The Civil Service should be a workplace of choice for all 28