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Manage workplace diversity

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Manage workplace diversity Session 2 Develop a diverse team – PowerPoint PPT presentation

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Title: Manage workplace diversity


1
Manage workplace diversity
  • Session 2
  • Develop a diverse team

2
Recommended Reading
  • K. Cole, 2005,Management theory practice,
    Chapter 18 Chapter 4 pp130 - 135

3
Today's session
  • By the end of today's session you will have the
    skills to develop and prepare a plan to improve
    take advantage of the diversity within your
    organisation.

4
Australia, its a big country
  • Filled with a very diverse range of people, each
    with the potential to make meaningful
    contributions to our economy society as a
    whole.
  • Strength lies in diversity, yet surprisingly many
    organisations have not yet tapped into this
    potential

5
How do we encourage a diverse environment?
  • By providing a role model for others through
    individual behaviour that demonstrates respect
    for diversity.
  • Develop work practices that support work place
    diversity.
  • Recognise utilise the skills knowledge a
    diverse workforce offers.
  • Recognise workplace issues that arise from
    diversity issues quickly take action to resolve
    the situation
  • Identify training needs take appropriate action
  • Use coaching mentoring to assist colleagues to
    work in a diverse environment
  • By being an Equal Opportunity Employer
  • Open Communication

6
The role model
  • What action can we take to ensure we are seen as
    positive role models for workplace diversity?
  • As individuals?
  • As an organisation?

7
Workplace practices
  • What practices could we implement to support
    workplace diversity?
  • What are the legislative requirements?
  • What policies procedures could we implement?

8
The skills knowledge a diverse workforce offers.
  • What do the following groups offer?
  • Mature age workers
  • Working mothers
  • Indigenous Australians
  • People with disabilities
  • A young person entering the workforce
  • What are the commonly held misconceptions about
    these groups?

9
Forecasting the potential problems
  • What are the potential issues that can arise in a
    diverse workplace?
  • What action can we take to address these issues?
  • before they arise
  • to address a complaint

10
Training
  • What role does training play in a diverse work
    group?
  • How do we identify training needs?
  • What type of training might benefit a workplace
    struggling with diversity issues?

11
Coaching mentoring
  • What are the advantages of coaching mentoring?
  • How would you structure a coaching mentoring
    program to reinforce a diverse workplace policy?

12
Equal Opportunity Employers
  • How do we ensure we are an equal opportunity
    employer?
  • What are our obligations as an EEO?

13
Equal Opportunity
  • In Australia national and local laws cover equal
    employment opportunity and anti-discrimination in
    the workplace.
  • All employers are required by these laws to
    create a workplace free from discrimination and
    harassment.
  • Its important that you, as an employer,
    understand your rights and responsibilities under
    human rights and anti-discrimination law in
    Australia.

14
Equal Opportunity - 2
  • By putting effective anti-discrimination and
    anti-harassment procedures in place in your
    business you can improve productivity and
    increase efficiency.
  • The Human Rights and Equal Opportunity Commission
    (HREOC) has a range of fact sheets and brochures
    to help you develop effective policies and best
    practice guidelines.

15
Equal Opportunity - 3
  • Legislation
  • Anti-discrimination provisions are contained in a
    number of federal Acts, including the
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984
  • Disability Discrimination Act 1992
  • Human Rights and Equal Opportunity Commission Act
    1986. The Human Rights and Equal Opportunity
    Commission administers these Acts.

16
Equal Opportunity - 4
  • What to do...
  • Read about your employer responsibilities on the
    Human Rights and Equal Opportunity Commission
    website.
  • Check the HREOC publication list for useful
    information.  
  • Refer to the Workplace website for information on
    avoiding discrimination in employment.
    http//www.workplace.gov.au/
  • Find out about equal opportunity and
    anti-discrimination in your state or territory.
  • See http//www.business.gov.au/

17
Workplace Relations Act 1996
  • The importance of preventing discrimination is
    also stressed in the principal objects of the
    Workplace Relations Act 1996 (Cwth), which refers
    to respecting and valuing the diversity of the
    workforce by helping to prevent and eliminate
    discrimination on the basis of race, colour, sex,
    sexual preference, age, disability, marital
    status, family responsibilities, pregnancy,
    religion, political opinion, national extraction
    or social origin.

18
Anti-Discrimination Legislation
  • All states and territories have some form of
    anti-discrimination legislation, which generally
    covers the same areas as the federal legislation.
  • In some states there may be other types of
    discrimination added to those listed above.
  • For example, in Western Australia it is unlawful
    to discriminate against someone because of a
    spent criminal conviction.

19
Federal vs. State Legislation
  • Federal legislation allows state legislation to
    remain valid and the state legislation operates
    in a way that does not affect the operation of
    the federal legislation.

20
Who do I turn to?
  • Employees who suffer discrimination may apply to
    the federal Human Rights and Equal Opportunity
    Commission or a State tribunal such as the WA
    Equal Opportunity Act.
  • After one tribunal deals with an employees
    complaint, another tribunal cannot deal with it a
    second time.
  • http//www.hreoc.gov.au

21
Western Australia Equal Opportunity Act 1984 (WA)
  • Grounds of unlawful discrimination
  • Sex, sexual orientation, marital status,
    pregnancy, race, religious or political
    conviction, age, racial harassment, impairment,
    family responsibility or family status, gender
    history.
  • Other unlawful conduct
  • Sexual harassment racial harassment.

22
Western Australia Equal Opportunity Act 1984 (WA)
-2
  • Areas covered
  • Employment partnerships professional or trade
    organisations qualifying bodies employment
    agencies applicants and employees and commission
    agents application forms advertisements
    education access to places and vehicles
    provision of good services and facilities
    accommodation clubs land.

23
Western Australia Equal Opportunity Act 1984 (WA)
-3
  • Process for decision making
  • Complaint must be in writing to the Commissioner
    for Equal Opportunity.
  • It is then assessed and if within jurisdiction
    is investigated and conciliation attempted.
  • If unsuccessful, the matter is referred to the
    Equal Opportunity Tribunal for hearing and
    legally enforceable determination .

24
Communication Key to success
  • Open communication is key to the success of any
    organisation
  • You cannot have an effective team without
    effective communication
  • Communication is a two way process remember to
    listen give feedback

25
The top 10 communication barriers
  1. Language
  2. Perceptions, prejudice and stereotyping
  3. Self-image
  4. Status
  5. Incongruity
  6. Individual factors
  7. Environmental barriers
  8. Time and timing
  9. Message complexity and quantity
  10. Listening

26
  • Overcoming the many barriers to communication is
    more a matter of common sense, practice and
    effort than any specific skill. Essentially,
    being an effective communicator means having the
    skill to recognise if and when there is a barrier
    to communication and being able to resolve it.
  • Guidelines for overcoming barriers to effective
    communication include
  • using feedback techniques (eg use questions to
    clarify understanding)
  • using the six Cs of communication (eg is it
    Clear, Complete, Concise, Concrete, Correct and
    Courteous?)
  • using repetition - repeat the same message in
    different ways that suit the learner. Draw it.
    Speak it. Write it
  • using empathy (ie put yourself in the other
    person's shoes)
  • being positive (ie use positive language/words)
  • selecting an appropriate location (ie eliminate
    distractions and protect privacy)
  • using active listening skills.

27
communication barriers
  • The most common barriers to effective
    communication are
  • use of jargon
  • disabilities (eg hearing impairment)
  • age
  • cultural differences
  • status (prejudices due to position, level of
    education)
  • stereotyping environmental factors (noise,
    distractions etc.)
  • complicated messages
  • emotional state
  • poor listening skills
  • language
  • poor communication skills.

28
Overcoming communication barriers ctd.
  • Guidelines for overcoming barriers to effective
    communication include
  • using feedback techniques (eg use questions to
    clarify understanding)
  • using the six Cs of communication (eg is it
    Clear, Complete, Concise, Concrete, Correct and
    Courteous?)
  • using repetition - repeat the same message in
    different ways that suit the learner. Draw it.
    Speak it. Write it

29
Overcoming communication barriers ctd.
  • using empathy (ie put yourself in the other
    person's shoes)
  • being positive (ie use positive language/words)
  • selecting an appropriate location (ie eliminate
    distractions and protect privacy)
  • using active listening skills.

30
Elements of effective working relationships
31
Self knowledge - Johari Window
http//www.noogenesis.com/game_theory/johari/johar
i_window.html
32
Case study
  • Split into small diverse groups of 3-4 people,
    build a team that reflects the diversity of the
    larger class group.
  • Develop a diversity plan for an organisation
    wanting to integrate new employees from diverse
    backgrounds into an existing workforce
  • Outline issues, resolutions, strategic planning
    required to achieve the desired goal of a
    harmonious diverse team environment.
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