Welcome to:
Supporting Diversity at
Autoliv
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High-Performance Leadership
Leadership Behaviours
•
Grows People
•
Exhibits Integrity
•
Promotes Teamwork
•
Encourages Innovation
•
Is Results Oriented
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Provides Clarity and Direction
•
Supports Diversity
•
Demonstrates Accountability
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Displays Enthusiasm
•
Supports Global Strategies
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Learning Outcomes
1. An improved understanding of diversity
2. An awareness of how to build a more
inclusive workplace and leverage differences
of all kinds
3. Personal action plans to support diversity
and inclusion at Autoliv
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Agenda
Session
Heading
Time
(minutes)
1
Welcome and Introductions
20
2
Country and Organisational Demographics
20
3
Definitions and Frameworks
30
4
Stereotypes and Perceptions
60
Break
10
5
Application of Learning
60
6
Action Planning
20
7
Summary
20
Total
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240
Ground Rules
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•
•
•
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Speak for yourself - use “I” statements
Actively participate in the session
Be open to new ideas
Demonstrate mutual trust and respect
Maintain confidentiality
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The Iceberg of Culture
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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.
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Four Layers of Diversity
ManagementStatus
Parental
Status
Union
Affiliation
Role
Marital
Income
Status
Family
Structure
Age
Gender Habits
Race
Personality
Location
Appearance
Ability
Culture
Work
Education
Location
*Internal Dimensions &
External Dimensions are
adapted from Marilyn Loden
& Judy Rosener. Workforce America!
(Business One Irwin, 1991) From Diverse
Teams at Work, Gardenswartz & Rowe (Irwin, 1995)
Sexual
Orientation
Interest
Religion
Work
Experience
Seniority
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Level
Division/
Group
Benefits
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Becoming an employer of choice
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Leveraging workforce to full potential
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Improving services
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Increasing markets and business growth
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Improving as an organisation
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Barriers
• Managers/leaders holding all knowledge
• Negative evaluations
• Blame and criticism
• Power struggles
• Systemic discrimination
• Prejudice
• Parochialism
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Perception
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Perception
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Perception
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Ladder of Inference
actions
beliefs
conclusions
assumptions
meanings
“selected” data
“observable” data
Senge et al, 1994
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Eight Aspects of Diversity
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Age
•
Culture
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Gender
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Mental/Physical Ability
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Organisational Role
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Race
•
Religion
•
Sexual Orientation
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Strategies for Supporting Diversity
D
emonstrate self awareness.
I
nquire about other cultures.
V
ive la diffèrence.
E
ducate yourself.
R
ole model appropriate behaviour.
S
eek first to understand.
I
nstigate diversity practices.
T
hink the talk. Walk the talk. Talk the talk.
Y
ou make the difference!
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