Workplace Diversity and Transformation

global talentTransforming Your Diverse Workplace Into A Place For Collaboration

This stream is very versatile in the way it can be delivered and is very much dependent on your organisational needs, environment, industry and particular internal dynamics. We can look at diversity from a multitude of different variables, namely: age, culture, race, gender, sexuality, education, personality types, religion, physicality and perceptions of the future. But the question remains the same: how can we value diversity in order to value difference? If we become aware of the lenses through which we view the world, which may or may not be causing in-group bias, perhaps we can learn not to divide ourselves up along what we perceive to be our own social identity groupings; and thereby learn to collaborate with one another effectively.

Each of the following training modules can be delivered individually, or as part of  a bigger training solution. We invite you to speak to one of our business development managers who are skilled and experienced in working with you to design a training solution to meet your business requirements.

Generations @ Work 

This training is based on the award-winning and globally renowned presentation ‘Mind The Gap’ and can be tailored or modified to suit your particular environment or industry challenges. The day is structured around contextualizing why people have different value systems based on the era in which they were born.  But having introduced what shapes our perspective, delegates are given some insights in to what consequences this perspective has on thinking, feeling and behaviour, which governs how we communicate, learn, work, interact, build relationships and even buy. The overall message is really one of understanding, empathy and adaptability so that we can learn to harness different perspectives for innovation, creativity and productivity in your organization.

Cultural Diversity

This is the most emergent and self-reflective session of the transformation offerings because it focuses on two things a) giving people an opportunity to reflect on who they are and where their beliefs come from and b) providing people with an opportunity to express themselves within a framework. There is some theory brought in, like identity theory and socio-economic theory, but a lot of exercises are intended to ignite discussion around worldviews, lenses, self-understanding and empathy for others so that different perspectives can be understood and harnessed for organizational benefit.

Gender Differences

This training session asks a lot of questions; and is intended to inspire thought in order to ultimately ignite activity within the context of your department, company, industry or environment. Whether it assists you in the future with your policy-making process or whether it simply means prompting different thinking and feeling to influence a behaviour-change amongst men and women, the impact of gender is something to consider.

Understanding Different Personality Types 

This training looks at our ‘internal drivers’, the thoughts and feelings we have that we don’t even realize we have, are what govern our behavior. This in turn affects our learning and working styles, the way we communicate, what is important to us; and even how comfortable we inwardly feel in the company of others. These are key elements that impact why and how we build relationships with others; and whether or not those relationships will be successful. In a working environment, where effective and productive relationships are imperative, our personality type is often overlooked and other demographic variables are considered for why we can ‘clash’ with others.

Managing Diversity

This is aimed specifically at people who are managing other people. Often people get promoted into management positions because they have technical capabilities but this does not necessarily equip them to understand people. This training offering looks at mentor-style management principles and equips managers with skills (like questioning, listening, giving and receiving feedback) that can assist them with building relationships with people they are managing that may be very different to them. There is an element of self-awareness and expanding emotional intelligence in this course because people who manage people need to be aware of their own lenses before they can harness the benefits of other people’s. The course is experiential and works with case studies for discussion in order to generate self-understanding and practical ideas for how to harness difference within the organization.

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