We're All Different, So What?
Building inclusive
learning environments
Tom Verghese
5 May 2006
Diversity – Business Case Themes
Enabling us to
our compete for the best
talent in both new
and mature markets
Helps us connect with
customer base in a
world that is global,
fast - moving, complex
and competitive
Diversity
Unleashes talent,
energy
and creativity by
encouraging people
to “bring all of
themselves to work”
Diverse teams create
higher quality and more
innovative solutions than
homogenous ones
Gives us stakeholder
credibility in an increasingly
“show me” world
Definitions
Diversity
All the ways we differ.
Diversity is the mosaic of people who bring a variety of
backgrounds, styles, perspectives, values and beliefs
as assets to the groups and organisations with which
they interact.
Inclusion
Recognising, respecting and accommodating human
differences to create and sustain an environment where
everyone can achieve his or her full potential.
Diversity
Primary Dimensions
• Age
• Gender
• Race
• Ethnicity
• Physical qualities
• Sexual orientation
Secondary Dimensions
• Work background
• Income
• Parental status
• Education
• Religious beliefs
• Marital status
• Geographical location
• Political beliefs
Four Layers of Diversity
ManagementStatus
Parental
Status
Union
Affiliation
Role
Marital
Income
Status
Family
Structure
Age
Gender Habits
Race
Division/
Personality
Location
Appearance
Ability
Culture
Work
Education
Location
Sexual
Orientation
Group
Interest
Religion
Work
Experience
Seniority
Level
Source: Gardenswartz &
Rowe (Irwin, 1995)
The Iceberg of Culture
The Iceberg
Eight Aspects of Diversity
•
Age
•
Culture
•
Gender
•
Mental/Physical Ability
•
Organisational Role
•
Race
•
Religion
•
Sexual Orientation
Ladder of Inference
actions
beliefs
conclusions
assumptions
meanings
“selected” data
“observable” data
Senge et al, 1994
Inclusion/Exclusion Exercise
• Reflect on 2 separate occasions where
you experienced exclusion and inclusion
– What happened?
– What was the impact?
– How did you feel?
Five Steps towards an
Inclusive Learning Environment
1.
Assess the needs of current and potential students
and staff.
2.
Recruit a workforce that reflects the local community
and the international nature of the organisation.
3.
Support flexible working practices
4.
Provide ongoing training and development
5.
Seek feedback. Are you perceived as being inclusive?
Getting Started
Awareness
Head
Understanding
Heart
Skills
Hand
The Diversity Adoption Process
Innovator Change
agent
2.5%
Pragmatist
Skeptic
34%
34%
13.5%
Increased perceived opportunity
Decreased perceived risk
Traditionalist
16%
Decreased perceived opportunity
Increased perceived risk
Strategies for Managing Diversity
D evelop awareness
I nitiate dialogue about diversity
V alue similarities and differences
E mbrace role modelling behaviour
R espect diversity to create synergy
S eek first to understand
I nstigate diversity practices
T hink the talk. Talk the talk. Walk the talk.
Y ou make a difference!