Transcript The Diversity Agenda:

The Diversity Agenda:
‘what is diversity?’
What is meant by diversity?
Who does this include?
Who does the term make reference to?
How does this differ from equal opportunities?
How does this impact us and our work?
Some useful definitions:
Diversity refers to more than skin colour and gender. It can
encompass age, race, religious affiliation, economic class,
military experiences and sexual orientation. - Galagan 1991
Understanding that there are differences among employees,
and that these differences if properly managed are an asset to
work being done more efficiently and effectively. Examples
of diversity factors are race, culture and ethnicity, gender,
age, a disability and work experience. - Barz, Hillman
Lehrer and Mayhugh 1990
Employers must seek out all available strategies that
will bring them the talent they need in the years to
come. One such strategy is to understand our own
cultural filters and to accept differences in people so
that each person is valued and treated as a unique
individual.- Kennedy and Everest 1991
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What we must do is create an environment where no
one is advantaged or disadvantaged, an environment
where ‘we’ is everyone. - Thomas
Equality vs. Diversity:
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E.O focuses on groups of
individuals either ethnically or
physically,
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Diversity is focussed on enabling
individuals to work with each
others strengths and weaknesses
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E.O assumes that there's a single
prescriptive style of management,
one best way, defined by specific
process,
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Diversity aims to understand the
needs of the individuals and to
combine the synergies of their
individual skills and talents
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The business view for E.O tends to
be strategic and long term…
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Diversity has an immediate impact
on processes and procedures
providing genuine benefit and
competitive advantage
Diversity: the benefits
‘Intelligence on service user’ it is a logical step to analyse individual needs,
service delivery and employment practices within a diversity framework.
Understanding clients needs
Legal case is compelling in itself- minimum compliance is not so easy to
achieve and the cost of failure is ever increasing.
An inclusive approach means addressing the needs of ‘all’
Valuing all in the work place, and in the arena of delivering a service, is an
overall ‘win’ for everyone, staff, service users, and community.
Reflecting diversity in the workforce and developing on individuals
skills strengths and weaknesses is tapping into a rich resource we
stand to lose to the private sector unless we act now.
And finally…
‘Diversity is about valuing the differences
between people, ensuring we maximise the
benefits of those differences to innovate ideas,
fresh perceptions and enable each of our
colleagues to bring a valued contribution to our
organisation. Diversity is about changing attitudes
and eliminating barriers, as individuals and as an
organisation’
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