Date post: | 19-May-2015 |
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Cultural Diversity in organizations as a competitive advantage
Market Reach, Alliances, and Performance is key to success! … and embracing cultural diversity in your organization will enable the opportunity for all three!
Presenters:
Bob Nagar – LMI CanadaLeadership & Personal Development [email protected] LinkedIn Web
Elaine Moores [email protected]
Ewa Gorska – United Way of OakvilleDatabase [email protected]
World map courtesy of WorldAtlas.com.
1016.8500.7
273.1
235.8
139.9
77.1
23.9
Internet Users by Geographic region – 2011 (millions)
World map courtesy of WorldAtlas.com.
Internet user growth opportunity by Geographic region 2011 (millions)
2864.1
316.174.4
361.2896.4
139.5
11.5
Penetration
Growth potential
World map courtesy of WorldAtlas.com.
Internet user growth rate Geographic region 2000-2011
2988%
790%
214%
376%
2245%
153%
1205%
http://8.mshcdn.com/wp-content/uploads/2012/03/Infographic.jpg
Global Mobile device trends
http://8.mshcdn.com/wp-content/uploads/2012/03/Infographic.jpg
Mobile Web
Halton-Peel54%
Ontario27.50%
Growth rate visible minori-ties 2001-2006
Halton-Peel; 31.70%
Ontario; 12.20%
Growth rate of im-migrants 2001-2006
Halton-Peel, 17%
Ontario; 6.60%
Growth rate as a per-centage of total popu-
lation - 2001-2006
Milton; 56.5%
Ontario; 5.6%
Population growth rate 2006-2011
Demographics in Halton-Peel – Your differentiators
Who are they?
Prime working years25-44
Where from?
How does culture impact usHofstede’s three levels of mental programming- Software of the Mind, 2010
Application ---------------------------
Programming Platform--------
Operating System-------
Masculinity /femininity
Uncertainty avoidance index
Individualism/collectivism
Cross-culturalDifferences
Power-distance Index
Long-term vs short-term
5 Cultural Dimensions
http://geert-hofstede.com/
39
69
93
77 80
68
90
Power Distance
Canada Brazil Russia India China Poland Romania
48
76
95
40 40
93 90
Uncertainty avoidance
Canada Brazil Russia India China Poland Romania
http://geert-hofstede.com/
80
38 3948
20
60
30
Individualism Index
Canada Brazil Russia India China Poland Romania
5249
36
56
66 64
42
Masculinity Index
Canada Brazil Russia India China Poland Romania
http://geert-hofstede.com/
23
65 61
118
32
Long-term orientation
Canada Brazil Russia India China Poland Romania
Motivation to contribute
Cultural dimension
Level the Playing field
Iceberg model' of culture developed by Selfridge and Sokolik, 1975 and W.L. French and C.H. Bell in 1979
Elaine Moores
• Note:
– Although Ewa and I are citizen representatives on the Halton Diversity Advisory Committee (HDAC), we are not here to represent the views of Halton Region or HDAC
– Any opinions expressed by tonight are based on our own experiences
• Contact information– Zerezghi Haile, Diversity
Advisor• [email protected]• Tel: 905 825 6000 ext.
7972
– HDAC• http://www.halton.ca/
living_in_halton/diversity_in_halton_region/
Business Case for Diversity (Why I became a champion for diversity)
• Are blue eyes are better?
Business Case (continued)
• Myths about Diversity
– Hiring to reach targets
– Not hiring the best
– Preferential treatment of certain group(s) - e.g. women, visible minorities, persons with disabilities, etc
• To the Contrary
“Why the Value of Diversity in the Workplace Adds up to Nearly Six Figures” -Toronto Star, Mar. 1/12
• “…stores where the pool of employees mirrored the ethnic makeup of the communities they served earned an average of $94,000 more per year than stores in which staff wasn’t representative of the wider community”
• “setting quotas or numerical targets for employees of various ethnic groups misses the point”
• “…a monochromatic sales team in an ethnically diverse area sends negative signals to shoppers of various backgrounds”
http://www.thestar.com/business/article/1138489
Business Case (continued)
• Oakville Examples
– Town of Oakville website• information available in 50
languages• http://www.oakville.ca/servi
ces.html Middle of the page, it will ask you to select a language
– HSBC Bank
– Perogy House
• Benefits of Diversity
– Better customer service; higher client satisfaction; more profitable for business
– Hire the best; retain talented employees who see opportunities for promotion
– Morally the right thing to do
Diversity in SMEs – 7 steps
1. Analysis and relevanceThink about your business –strengths, weaknesses, opportunities and threats (SWOT
analysis)– What strengthens/weakens your business?– What are recent problems? – Are we getting the most out of our people? – Does my management style motivate to truly contribute?– Right mix of skills and experience for operational/market demands?– How diverse is the market place? Becoming more or less with, technology and
lifestyles change? Are we responding?– How diverse is the workforce - styles and approaches, working practices, new ways
of looking at problems?– Are equality laws an intrusion or an opportunity for change?
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
2. New MarketsExplore new/potential markets.
How to do it:– Recognize the diversity/scale of the potential market place you can appeal to (the
age range, the sexual orientation, the ethnic range, disability issues).– Research needs of different groups – Seek feedback from clients/customers across target markets – Develop reach strategies/advertising materials that are accessible to all.– Recognize any benefits in matching personality, age, background and style of front-
line staff with customers/clients– Discover and utilize new media opportunities (e.g. “Pod Casting”, local magazines,
social groups) to focus marketing on new groups– Consider workforce training related to dealing with specific groups Benefits:– Increases access to new markets with opportunities for products/service
development and diversification
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
3. Client/Customer NeedsPut client/customer needs at the forefront of your business strategy and planning Process
How to do it:– Feed diversity market research directly into product and service developments– Develop accessible external communications systems that allow for feedback and
new ideas from customers/clients (both existing and new). Integrate the feedback into a regular business review process
Benefits:– An evolving business strategy that reflects the (changing) needs of customers and
clients
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
4. RecruitmentMove away from staffing decisions based on “gut instinct” and personal values
How to do it:– Decide on skills, knowledge and experience that the business needs and produce a
“job description” and a personal specification .– Make sure you are not inadvertently excluding anyone from applying because of
diversity differences. Adapt your methods to allow (and encourage) disabled people to apply
– Avoid “word of mouth” recruitment processes. Consider a range of advertising methods and professionals
– Explicitly reach out to all sections of the community– Talk informally about the job to your candidates..Benefits:– A better match between your business need, job roles and staff profiles. This can
also lead to better staff retention and increased innovation
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
5. Internal CommunicationsDevelop strong internal communication systems.
How to do it:– Allow and encourage staff to suggest ideas, anonymously if necessary, through
written and verbal channels (e.g. bulletin boards, “drop box”)– Use your appraisal system for staff feedback– Ensure that staff confidentiality is protectedBenefits:– The recognition (and application) of the diversity of ideas, knowledge and
different perspectives held within the business and increased staff involvement and commitment.
– Provide a climate where employees are truly motivated to contribute
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
6. Image and reputationUse your commitment to diversity as a business tool in terms of reputation, PR and winning
business (particularly from larger and public sector firms).
How to do it:– Develop formal diversity policies – but keep it simple– Prepare a one page review with staff on what diversity targets will help them over
the year (e.g. flexible working around religious holidays).– Set out a training plan and record any training related to diversity issues.– Specify the measures you have put in place to select and recruit new staff.– Include diversity statements in your brochures, handbooks and company
guidelines, as you might do with health and safety issues.– Capture metrics on staff and customer diversity. Establish baseline with an annual
review to assess /track your movement towards increased diversityBenefits:– Increased linkages with local/national/international supply chains and improved
business opportunities
http://www.migpolgroup.com/publications_detail.php?id=217
Diversity in SMEs – 7 steps
7. EvaluationEvaluate the potential costs and benefits of implementing diversity policies.
How to do it:– Think about what you need to put into the process (costs) in terms of management
time and business resources– Think about what the outcomes might be e.g. improved communications, better
staff relations etc.– Think about the potential benefits e.g. solutions to labour shortages; avoiding staff
problems such as stress and absenteeism; access to new markets; improved performance in existing markets; access to talent; getting the most out of existing staff; increased innovation and creativity; improved reputation
– Review this on an annual basisBenefits:– Effective, systematic measurement of costs /benefits of workforce policies is
essential to sustain existing programs and to assess the business case for greater investment and opportunity
http://www.migpolgroup.com/publications_detail.php?id=217
Database Administrator at United Way of Oakville
• Member of :– Polish Alliance group in Oakville– Halton Polish Women Group– Halton Diversity Advisory Committee– Halton Newcomer Strategy Project
Ewa Gorska
My Story
Polish Roots:• Born/raised in Poland, started family there.• Worked as an elementary teacher in Poland. • Came to Canada in 1989• Wroclaw University in Poland• Degree with Honors in Pedagogy and Adult
Education
Family left behind
New Life in Canada
What contributed to my success in Canada
• Post graduated Degree in Information Technology from Sheridan College in Oakville
1. Open minded person who gave me a
chance for an interview
2. Encouraging , empowering inclusive
work environment that values previous
work/life experiences
3. A Boss who appreciates and sees
employee for who they are at work and
beyond
4. This allowed me confidence to develop
and to take on many new successful
projects
What contributed to my success in Canada
Success
• Capitalize on all skills• Motivate• Empower• Get to know• Understand• Trust• Be open minded• Give a chance
If I could give anybody any kind of advice
based on my personal experience I would say:
• be the kind of boss or co-worker who is
open minded, risk taking , positive and
trusting
• The one who encourages, empowers,
motivates
• The one who sees more than just an
employee, just an immigrant , just not so
perfect English
Just give somebody a chance, believe in that person and you would be surprised with the outcome.
Ewa’s life motto
Here is my motto, that guides me in my lifeAttitudeThe longer I live, the more I realize the impact of attitude on life. Attitude, to me, is
more important than facts. It is more important than the past, than education, than money, than circumstances, than failures, than success, than what other people think or say or do. It is more important than appearance, giftedness or skill.
It will make or break a company, a church, or a home. The remarkable thing is that we have a choice every day regarding the attitude we will embrace for that day.
We cannot change the past, we cannot change the fact that people will act in a certain way. We cannot change the inevitable. The only thing we can do is plan on the one thing that we have, and that is our attitude.
I am convinced that life is 10 percent what happens to me and 90 percent how I react to it. And so it is with you. We are in charge of our attitudes.
By unknown Author
My Canada
The Final Word about Diversity – it works!
Diversity in SMEs - Tools to help you
1. Image and reputation
2. Recruitment
3. Diversity Awareness, Personal and Leadership Development
Tool #1
Tool #2
Tool #3
Chris [email protected] Web
Rick [email protected] Web
Bob [email protected] LinkedIn Web