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Diversity

Diversity. February 21, 2012 MGMT-4000 Susan Coyne, Christina Finegold Harvard University. Dimensions of Diversity. Primary Immutable human differences that are inborn and/or that exert an important impact on our early socialization and an ongoing impact throughout our lives. Secondary

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Diversity

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  1. Diversity February 21, 2012 MGMT-4000 Susan Coyne, Christina Finegold Harvard University

  2. Dimensions of Diversity • Primary Immutable human differences that are inborn and/or that exert an important impact on our early socialization and an ongoing impact throughout our lives. • Secondary Mutable differences that we acquire, discard, and/or modify throughout our lives. These dimensions tend to be less salient than those that are primary.

  3. Experience of Being Other Small Group Discussion: • Which dimension/s did you experience? • How did you feel as you were doing your exercise of being “other”? • Did you act differently from how you typically do when entering a new situation? • What lesson can you take from this experience and apply to your job or organization? Large Group Discussion: • What commonalities and differences emerged across your experiences? • What did you learn about yourself?

  4. Diversity Defined • What is your reaction to the organization’s definition? • What is it saying/not? • What message is being sent to employees and prospective employees?

  5. Diversity Defined Diversity at Google: A Place to be You At Google, we don’t just accept difference – we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our users, our culture and students interested in the technology industry. Google is proud to be an equal opportunity workplace and is an affirmative action employer. Googlers come from all over the world, from every background and bring unique experiences and perspectives to their work at Google. Everywhere Google operates, we are thinking about how to best support diversity and inclusion in a way that is both locally relevant and globally impactful.

  6. Diversity Defined .Facebook   At Facebook, we value diversity on an individual level and the impact that every person can have. We are dedicated to creating an environment where people can be their authentic selves and share their own diverse backgrounds, experiences, perspectives and ideas.

  7. Diversity Defined IBM IBM has a long history of commitment to Diversity and has consistently taken the lead on Diversity policies long before it was required by law. It began in the mid-20th century, grounded in Equal Opportunity legislation and compliance (Diversity 1.0). We moved forward to Diversity 2.0 in the 1990s with a focus on eliminating barriers, and understanding regional constituencies and differences between the constituencies. As our demographics changed, we adapted our workplace to be more flexible and began our focus on work-life integration. In addition, over the past 5 years, we've introduced IBM's Values, which links to our diversity work. This strong foundation brings us to where we are today — Diversity 3.0. This is the point where we can take best advantage of our differences — for innovation. Our diversity is a competitive advantage and consciously building diverse teams helps us drive the best results for our clients

  8. Diversity Defined Corporate Leadership Council (CLC) - Diversity and Inclusion Diversity in background, perspective, and thought is critical to CEB’s success in delivering insights that advance our members’ interests. A diverse professional environment helps us better understand the needs of our global membership and enables varied thinking that informs the creativity and relevance of our work. Our goal is to recruit, develop, and manage exceptional talent from diverse backgrounds, and we are committed to fostering a vibrant, inclusive professional environment in which all of our staff members can thrive. We seek to achieve these goals through: • Proactive recruitment from multiple sources to ensure a diverse candidate pool; • Manager accountability for creating an environment of empowerment and inclusion among all staff; • Training and development programs that reinforce the inclusive culture in our professional environment; and • Leadership in community programs and philanthropic efforts as guided by staff interest.

  9. Microinequities • What is your reaction to the article? • What is your level of consciousness about microinequities?

  10. In Your Organization • What issue(s) related to diversity have you observed? • Describe the impact – • Is the issue related to assimilation, differentiation, integration (as discussed by Thomas and Ely in “Making Differences Matter”) or perhaps something else? • How is diversity a business advantage (or not)?

  11. Wrap up What are you taking from our conversation and how can you use it in your work and personal life?

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