Workplace Diversity Consulting

Managing and Valuing Diversity

Our Diversity programs draw a sharp distinction between "managing" and "valuing" diversity in the workplace. We regard "managing" diversity as Stage I awareness. This is where we seek behavioral change. Stage II, however, seeks attitudinal change. It is dedicated to helping employees learn to "value" differences, whether they are interacting with other employees, with customers, or with vendors. Valuing diversity seeks a virtual sea change in thinking, a change that transforms both behaviors and attitudes. This is the point where one not only treats others politely, but also welcomes, honors, and appreciates the "other", even if that other is quite "different" from oneself.

We broaden the definition of diversity to go beyond protected categories. We have learned that there is always some degree of diversity among working populations in terms of personal style, education, social class, length of service in the organization, status, and much more.

The results of our Diversity Consulting are major learning experiences for employees and managers, improved relationships, and expanded opportunities for organizations interested in meeting diverse internal and external customer needs. See How We Work With You for more information about how we develop our customized programs.

Please contact us for a phone consultation to determine how the Camper Group can help your organization's employees value diversity to create a more productive work environment.

The Seminar Modules outlined below offer examples of how we structure our custom-crafted classes and illustrate the range of substantive issues covered by a comprehensive Workplace Diversity Program.

Workplace Diversity Defined

• Managing Workplace Diversity is Not Affirmative Action
• Primary and Secondary Characteristics of Diversity
• Managing vs. Valuing Diversity in the Workplace
• Demographic Trends
• Sources of Attitudes and Behavior
• Ethnocentrism/Xenophobia as Natural Phenomena
• Mental Models & the Human Dimension
• Understanding & Overcoming Stereotypes
• Behavioral vs. Attitudinal Mind-shift
• Painting a Portrait of Diverse Organizations

Benefits of Managing & Valuing Diversity in the Workplace

• Internal & External Customers Reflected
• Culture of Inclusiveness
• Cross-fertilization of Ideas
• Greater Insights into Market Opportunities
• Increased Talent Pool
• Improved Recruitment & Retention
• Enhanced Reputation in the Community
• Less Likelihood of Lawsuits
• Greater Success for the Organization

Keys to Managing & Valuing Diversity in the Workplace

• Garnering Support from the Top
• Realistic Time Horizons
• Financing Initiatives
• Appropriate Expectations
• Adequate Planning
• Preparing the Workforce

The Role of the Organization

• The Role of Diversity Champions
• Systemic Congruence
• Policies & Procedures Disseminated
• Walking the Talk
• Mentorship Programs
• Adopting the New Golden Rule
• Establishing & Fostering Trust
• Annual Employee Attitude Surveys
• The Diversity Council
• Learning Communities
• Career Pathing

Employees' Responsibilities

• Pro-active and Re-active Behaviors
• Supervisors & Managers
• Taking Complaints
• Filing Complaints
• Departmental Audits
• Individual Contributors

Workplace Diversity Law: Letter & Spirit

• Defining Spirit, Respect & Dignity
• Federal Guidelines
• State Laws
• Case Law
• Acting on the Law
• Acting on the Organization's Policy & Procedures