BSBDIV501A DIVERSITY IN THE WORKPLACE PRESENTATION 4

PRESENTATION OUTLINE

• Cultural Communications

• Diversity Training

• Diversity Collaboration

CULTURAL COMMUNICATIONSThe Lewis Model of Culture: Linguist and cross cultural communications expert, Richard

Lewis developed a model in the 1990s on how different cultures communicate with one

another, the model defines three distinct ways of interacting- see the map on the

following slide for more explanation as to how this works:

Linear active

•Task-oriented and very organised planners who are data and job oriented

•Facts and planning•Timelines Institution•Law reflected in business behaviours

•Plans ahead step by step, one thing at a time

•‘talks half the time•Partly conceals feelings•Dislikes loosing face•Truth before diplomacy•Sticks to facts

Multi-active

•People oriented and talkative interactors who are dialogue-oriented

•Family•History•Hierarchy•Emotions, loyalty•Persuasion reflected in business behaviour

•Talks most of the time and interrupts

•Does several things at the time•People oriented•Feeling before facts•Flexible truth

Reactive

•Introverted and respectful listeners who are listening-oriented

•Courtesy•Network•Common obligations•Collective Harmony•Face reflected in business behaviour

•Listens most of the time•Polite and indirect•Conceals feelings•Never confronts or interrupts•Must not loose face•Very people oriented•Diplomacy before truth

THE LEWIS MODEL OF CULTURE

THE LEWIS MODEL OF CULTURE

As a result we take note of the following cultural tendencies:

• Clarity vs. ambiguity – some cultures prefer order and agreement,

some embrace the uncertainty in life

• Formal vs. informal – some prefer hierarchy, conformity, rules,

procedures, some prefer egalitarian, informal societies

• Ours vs. mine – in societies that view time as a precious

commodity there tends to be higher value in ownership

• We vs. me – some cultures are group focused, others value

independence and self-reliance

AGEAustralian workforce is aging rapidly -low birth rates mean that younger workers are not

replacing those that are retiring, 80% of projected growth in the workforce is in te 45

years and over age group.

• Different generations have different ways of working and expectations, motivations

and skills sets, working together they can provide a range of varying skillsBaby Boomers

Born between 1946 and 1964

Largest generation in history -¼ of the Australian population,

Hit retirement age and often switch to part-time, contract or casual work to “ease” into retirement. Tend to be ambitious, loyal, optimistic single-minded about their careers, a generation of workaholics.

Generation X

Born between 1965 and 1980 

Taking over management roles and managing both Boomers and Generation Y

The first generation with both parents working, or single parent families. Generally not intimidated by authority and comfortable with women in leadership roles. Tend not to be interested in “job for life” like parents, more interested in several careers over their lifetime.

Generation Y

Born between 1981 and 1995

Larger generation of techno-savvy, highly confident, highly mobile employees

Come from single parent, or dual income families focussed on children, highly confident, sociable and socially conservative. Many Gen Y live at home longer than previous generations. They:

See adults/managers as there to help them solve their problems

View work-life balance as important, more important than money

Expect positive feedback for even small accomplishments

Prefer a flat organisational structure.

Generation Z

 

Born after 1995 have just started to enter the workforce

Has only been employed in the workforce recently and understands technology unlike any other generation. This highly connected, social networking generation is adaptable, independent and confident.

DIVERSITY TRAINING

• Diversity training is training for the purpose of increasing

participants’ cultural awareness, knowledge, and skills

• Based on the assumption that training will benefit an organisation

by protecting against legislative breaches, increasing the inclusion

of different identity groups, and promoting better teamwork

• When identifying and addressing training needs for staff to look at

addressing key issues of difference in the work team

DIVERSITY TRAINING

Diversity training includes:

• Cultural competency training

• Culture-specific training

• Diversity training

• Equal opportunity training

• Human rights training

• Recruitment and selection training

• Workplace bullying, discrimination or harassment training

DIVERSITY COLLABORATION

Business people often share ideas and brainstorm solutions to a

problem with a colleague or some other contact- a mentor within their

professional network

• Creative solutions to a problem often occur when such

conversations bring together two ideas that have never been

combined before

• The creative potential in collaborating with people from diverse

backgrounds is great but can remain unrealised due to:

• Resistance to working with people from different backgrounds

• Fear of looking foolish in front of others

• Fear that good ideas will be stolen

• Stereotyping undermining judgements about competence

DIVERSITYCOLLABORATION

• How people learn and approach information is classified as Learning styles

• If you feel you can’t learn something— even after you use a method a parent, colleague, or teacher suggests —

you might have a different learning style to them

• We all learn and processes information in our own way, but share some learning patterns, preferences, and

approaches, knowing your own style helps you realise other people will approach the same situation differently to

you

• Be sure to consider this stage carefully when you are doing your planning research Learning Styles to determine

your own

Overcoming resistance Build trust

Knowledge from

training and learning

How will your team best learn?

PRESENTATION SUMMARY

Now that you have completed this presentation you will know about:

• Cultural Communications

• Diversity Training

• Diversity Collaboration