Lacking diversity? Where? Tutorial

Is your workplace truly diverse? Explore the often-overlooked aspects of diversity through real metrics in this thought-provoking video, 'Lacking diversity? Where?' Gain insights into gender, ethnicity, disability, and more, and learn why recognizing these differences is crucial. Join the dialogue on enhancing inclusion! Tags: diversity and inclusion, develop.

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Will their answer address gender diversity,

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cultural diversity,

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generational diversity?

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Will they talk to you about disability,

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or will they honestly say,

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yes,

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yes,

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diversity is represented

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without even knowing what diversity they are really talking about?

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According to Joel Brown,

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a consultant with the Center for Global Inclusion,

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there are 9 key metrics to consider

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when looking at diversity in the workplace.

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Education,

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education and training received.

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Ability,

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your capabilities,

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including whether or not you have a disability.

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Age,

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what generation do you belong to?

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Nowadays we have the baby boomers,

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1948 to 1960,

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the Gen Xers,

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1961 to 1971,

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the Millennials,

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AKAY,

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1980 to 1995,

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and the Z,

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1996 to 2012,

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all working together.

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Gender,

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male or female,

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sexuality,

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what is your sexual orientation,

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heterosexual or LGBT,

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lesbian,

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gay,

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bisexual,

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transgender,

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ethnicity,

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ethnic origin,

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migratory ancestry,

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race often differentiated by skin color,

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culture,

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your culture of origin,

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which is not always linked to your ethnic origin,

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you will have a different culture imprint if you

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were born in Manhattan or in the Bronx.

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Language,

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your mother tongue.

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But we could also widen the circle of diversity.

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I am different from you in terms of wealth,

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weight,

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whether I am more rational or emotional,

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more introverted or extroverted,

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more organized or flexible,

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more.

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I am different from you in how I manage my time,

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how I communicate,

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how I live certain values.

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Sometimes it has to do with my culture,

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sometimes simply with my personality.

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Diversity is everywhere because each individual is unique.

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However,

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some groups are still underrepresented or simply

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not welcomed and celebrated in their difference.

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Let's look at a few examples,

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gender diversity.

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The higher up the corporate ladder you go,

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the less women are represented.

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The percentage of women on Canadian boards of directors in 2020 was 20%

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compared to 11% in 2015,

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we're making progress.

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Women in France represented only 18% of management commitment in 2020,

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also progressing.

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According to the ministry in charge of gender equity,

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in addition to the underrepresentation of women,

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the wage difference between men and women remains high.

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A second focus on diversity,

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that of migratory ancestry,

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perhaps visible through your skin color,

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accent,

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or surname.

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Numerous studies have proven that people with foreign sounding surnames were

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less likely to be recruited than people with local surnames,

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even though their education and experience were similar.

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Unconscious bias in recruitment is not a myth.

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There's already a lack of ethnic diversity at the university level,

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but this lack of diversity is amplified

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when these same graduates seek to enter the workforce.

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According to a McKinsey study in the United Kingdom and in the United States,

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black people make up 10% of American graduates

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but hold only 4% of senior management positions.

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Hispanics and Latinos make up 8% of graduates compared to 4% of managers.

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And for Asian Americans,

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the numbers are 7% of graduates compared to 5% of managers.

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The disparity is even greater in the United Kingdom.

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Black and ethnic minorities make up 22% of university graduates,

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yet they make up only 8% of British managers.

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Where are the other 16% of graduates?

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However,

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according to the same study,

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companies with the most ethnically diverse management teams

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in terms of number and variety are 33% more

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likely to outperform their peers in terms of profitability.

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Continuing our focus on diversity of origin.

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The diversity of course affects our attitudes and behaviors.

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For example,

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tone and volume of voice,

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differences in the perception of politeness.

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You don't ask how my family is,

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you don't say thank you,

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you don't apologize.

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Differences in how you look at me.

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Does it offend you if I look or stare at you when talking to you?

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The right to disagree.

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Do I have a right to tell you I don't agree with you,

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boss?

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To say yes when the real answer is no.

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Is this a lie?

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How do I know you are sincere?

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Permission to express emotions if I raise my voice or jump up and down with joy,

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how would you look at me?

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Meaning of a smile.

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Does smiling mean I'm happy,

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polite,

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or just embarrassed?

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Relationship to time.

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If I say I will do this task tomorrow,

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does it mean tomorrow or sometime soon or never?

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Relationship between thought and action.

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At what point do we stop discussing strategy and start taking action?

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This video is titled Lacking diversity,

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where?

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Yes,

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diversity is often missing,

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some groups are underrepresented or unwelcome,

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whether at the core of the company or at the top of the ladder.

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Women,

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people of color,

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people with disabilities.

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Yet this inescapable diversity of people behaviors is everywhere.

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We are confronted with it every day in

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our relationships with our colleagues or our clients.

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Diversity is there

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everywhere.

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How do we manage what is already there in order to open up even more?

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All of these attitudes that are different from ours,

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that are signals of diversity,

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do we try to ignore them,

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to erase them,

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or to understand and welcome them?

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