Supporting Inclusive & Diverse

Workplace Communities

Based on
Gardenswartz, L., Rowe, A., Bennett, M., Tobin, J., & Palthe, J.
(2008). Part II: Understanding the Evolving Role of Cultural Diversity in
the Workplace. Orange, California: SAGE Publications.

Diversity as Opportunity
The effective management of cultural diversity
global business realities were highlighting
the need for increased cultural understanding
and flexibility. Because of vision and necessity,
companies began to understand that diversity
was a business issue and managing it
effectively was a strategic imperative for growth
and survival (Gardenswartz, et al. p. 35).

Diversity Definition
At its core, diversity is about inclusion and exclusion.
The foundation for effectively leveraging diversity lies
in defining it in a broad and inclusive way.
Organizations that define it broadly, involving all
dimensions of similarity and difference around which
there are inclusions and exclusions that affect the
business, find that there is greater buy-in and
strategic relevance (Gardenswartz, et al. p. 36).

The Four Layers of Diversity

Organizational
Dimensions

External
Dimensions

Internal
Dimensions

Personality

Based on
Gardenswartz, L., & Rowe, A. (1994). Diverse teams at work:
Capitalizing on the power of diversity. Chicago: Irwin Professional Pub.

Diversity Benefits
Diversity benefits are leveraged successfully
when an initiative is looked at as a culture
change intervention with both people and
systems interlocked and working for the benefit
of the whole (Gardenswartz, et al p. 37).
For an organization to get its arms around the
complexity of diversity culture change, it needs
to focus on three areas (Gardenswartz, et al p.
38)..

Culture Change Levers

Culture Change Levers

#1: Individual Attitudes &

Behaviours

Identifying and
acknowledging the feelings
that come from these
differences and the
behaviours that result

#2: Managerial Skills &

Practices

Recognition that one style

of management does not fit
all.

#3: Organizational Values

& Policies

Sensitizing recruiteres is
onlye on step in a longer
process.

Based on
Gardenswartz, L., Rowe, A., Bennett, M., Tobin, J., & Palthe, J.
(2008). Part II: Understanding the Evolving Role of Cultural Diversity in
the Workplace. Orange, California: SAGE Publications.

7-Steps for Culture Change

Step 7:
Integration
Step 6:
Measurement &
Evaluatioin
Step 5: Training

Step 4: System's Changes

Step 3: Diversity Council

Step 2: Assessment

Step 1: Generating Executive Commitment

Based on
Gardenswartz, L., Rowe, A., Bennett, M., Tobin, J., & Palthe, J.
(2008). Part II: Understanding the Evolving Role of Cultural Diversity in
the Workplace. Orange, California: SAGE Publications.

7-Steps for Culture Change

Steps for Culture Change

Step 7: Integration

Creating a feedback loop so that the procedures

continue to be improved and refined and new areas for
inclusion are pinpointed is key.

Step 6: Measurement & Evaluation

Measurement gives credibility by providing data that

show results, and it also uncovers information that can
serve as a feedback for continual improvement.

Step 5: Training

Training can create awareness and help people

develop knowledge and skills...which can ultimately
result in behaviour change throughout the organization.
However, it cannot carry the weight of culture change.

Step 4: System's Changes

Organizational systems and operational practices need

to be aligned with diversity goals

Step 3: Diversity Council

The primary task of most councils is to define obstacles

and opportunities for increasing organizational
effectiveness, then make recommendations that can be
considered...

Step 2: Assessment

Effective diversity management is data drive: Employee

Survey; Customer survey; Grievances; Turnover;
Interviews; Focus Groups; Survey Questions, etc.

Based on
Gardenswartz, L.,
Rowe, A., Bennett,
M., Tobin, J., &
Palthe, J.
(2008). Part II:
Understanding the
Evolving Role of
Cultural Diversity in
the Workplace.
Orange, California:
SAGE Publications.

Step 1: Generating Executive

Commitment

Executives lead the way. Employees at every level of

the organization need to demonstrate leadership on
this topic.

Questions?