We're All Different, So What?

Building inclusive learning environments

Tom Verghese5 May 2006

Enabling us to Helps us connect with our compete for the best customer base in a talent in both new world that is global, and mature markets fast - moving, complex and competitive

Unleashes talent, energy

Diverse teams create and creativity by higher quality and more encouraging peopleinnovative solutions than to “bring all of homogenous ones themselves to work”

Gives us stakeholdercredibility in an increasingly“show me” world

Diversity

Diversity – Business Case Themes

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.

Recognising, respecting and accommodating human differences to create and sustain an environment where everyone can achieve his or her full potential.

Inclusion

Definitions

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

Diversity

Four Layers of Diversity

Source: Gardenswartz & Rowe (Irwin, 1995)

Personality

Age

Location

Level

Ability

Education

Race Gender

Culture

Sexual Orientation

WorkExperience

Appearance

ParentalStatus

Marital

StatusIncome

Habits

Interest

ReligionWork

Location

UnionAffiliation

ManagementStatus

Role

Division/

Group

Seniority

Family Structure

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

Senge et al, 1994

actions

assumptionsconclusions

beliefs

meanings“selected” data

“observable” data

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 anInclusive 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?

Awareness Head

Understanding Heart

Skills Hand

Getting Started

Increased perceived opportunity

Decreased perceived risk

Decreased perceived opportunity

Increased perceived risk

The Diversity Adoption Process

TraditionalistSkepticPragmatistInnovator Change agent

2.5% 13.5% 34% 34% 16%

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!

Strategies for Managing Diversity