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Respect in a Diverse Workplace Presented by: NEAS, Inc. www.neas.com For Managers and Supervisors

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Focus of Training Importance of respectful, diverse workplace Recognizing disrespect and harassment Case studies in diversity Manager’s role in valuing and promoting diversity

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Respectful Workplace Higher morale and positive attitudes Reduced stress, absenteeism and turnover Fewer legal entanglements

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Respectful Workplace Greater teamwork Higher productivity More creativity and initiative Creates reputation as “employer of choice”

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Continuum: From Respect to Violence • Respect – Affirm and Include • Disrespect – Denigrate and Exclude • Harassment • Violence

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Respect in the Workplace Including and drawing in others Active listening Being attentive and participating

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Respect in the Workplace Returning calls and responding promptly Direct, honest feedback Sensitivity to differences and diversity Apologizing when appropriate

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Self-Test on Respect

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What is Diversity? Diversity is about uniqueness Diversity is about individuality

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What Makes Us Different?

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Contrasting Views Traditional Top down control Assimilate uniqueness Limited range of styles Diversity is liability Uncommitted and uninformed leadership

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Contrasting Views Diverse Shared influence Value uniqueness Expanded range of styles Diversity is asset Committed and aware leadership

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Contrasting Views Underlying Assumption – Traditional Change people to preserve the mainstream Underlying Assumption – Diverse Modify culture to support uniqueness of people

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Employees Who Value Diversity Tolerant of “gray areas” Open to new ideas, experiences and views Committed to organizational success Appreciate and genuinely value differences

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Employees Who Value Diversity Sense of humor An “inclusive” attitude Good communication and listening skills

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Barriers to Respect Stereotyping Confirmation bias Fear Insensitivity Apathy Solutions Ask questions Open your mind Socialize Examine your behavior Respectfully confront disrespectful behavior Barriers and Solutions

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Stereotyping Bias: Women are more emotional than men. Fact: Jane is a woman. Conclusion: Therefore, Jane is emotional.

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Confirmation Bias Bias: Women are more emotional than men. Fact: Jane does not act emotional. Conclusion: There is something wrong with Jane.

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Effective Communication Establish contact Engage Paraphrase Seek clarification Share Don’t interrupt

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Definition of Disrespect Physical or verbal behavior that ridicules, insults or excludes others.

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Examples of Disrespect Insensitive jokes Malicious gossip Threats or intimidation Profanity Excluding others

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Examples of Disrespect Written, photographic or electronic media that ridicules, intimidates or demeans Public ridicule Statements or actions that stereotype individuals

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Manager’s Role Be a good role model Be open and available to discuss concerns Remain alert to disrespectful or excluding behavior Act promptly

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Examine Your Own Behavior Do I still have biases or “blind spots” about different aspects of diversity? Am I comfortable interacting with employees who are very different from me?

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Examine Your Own Behavior How would I feel if my manager treated me, my spouse, partner, or one of my children the way that I treat my employees?

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Guidelines for Managers Be self-aware Keep it job-related Be oversensitive Be fair Advocate

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Recognizing Harassment Describe the behavior in objective terms Determine if behavior is harassing in relation to a protected class or personal difference

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Recognizing Harassment Determine if exchange was initiated and conducted equally by both parties or was unwelcome by one or both parties Determine if it created a hostile environment for either of the parties or any bystanders

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Recognizing Harassment Consider whether behavior is appropriate

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Common Excuses “I didn’t mean any harm.” “We were off duty.” “If nobody complained, what’s the big deal?” “Everybody else was okay. What’s their problem?” “ Can’t anybody take a joke?”

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Investigating Harassment Keep detailed notes Utilize internal resources Reference your company policy Act quickly Maintain confidentiality Prevent retaliation

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Respectful Confrontation Do tell the person what you find offensive Do be specific about what you find disrespectful, insensitive or harassing Do tell the person what you want or don’t want to have happen

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Respectful Confrontation Don’t blame yourself Don’t ignore the behavior Don’t try to handle harassment on your own

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Case Studies

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