Aiming to ensure a full-scale application of Human Rights at the workplace, a Diversity Policy wants to eradicate any form of discrimination or internal competition based on origins, identities, traits or appearances. Instead, it stipulates in the statutes that the establishment will use its processes of recruitment, promotion, development and career opportunities to practice open and fair treatment based on merit with a concern for equity and justice.
The Human Resource strategy of an organization aims to employ diverse staff, institutiona-lizing Difference as part of policy and practice. Both structure and culture of the enterprise will demonstrate such competence when all diverse members of staff can confirm feeling treated with equal respect and appreciated for their unique contribution.
While management is responsible for the procedural implementation of Diversity, much of its success resides with the staff’s willingness to make it a reality. Besides its legal aspects, Diversity is social and psychological in nature. It works only if people – at all hierarchical levels – think and act in an open and fair way with one another.
In this seminar, participants discuss the evolution of Diversity in their establishment and explore ways to lever this strength. Case studies give insights into the legal and socio-cultural implications of Diversity for the international firm and its partners. Simulations help to practice appropriate behaviors around sensitive diversity issues at the workplace.
- Statutory, legal dimensions of diversity
- Why heterogeneous groups deliver better solutions
- Social equality and social equity – a cross-cultural overview
- Matters of gender
- Matters of culture
- Matters of (dis)ability
- Discovering filters of perception and uncovering biases
- Dealing with conflicts due to “too much” diversity
- Dealing with stagnation due to “too little” diversity
- Communication and the enhancement of a pro-diversity culture
- Managerial practices to make diversity a win for all
- 360° diversity and multiculturalism in the global enterprise.
- Translate Human Rights inside the organization (Good Governance)
- Appreciate all aspects of diversity (gender, culture, age, ability, identity)
- Set up a communication campaign enterprise-wide on diversity
- Select relevant methods and tools to implement diversity management at all hierarchical levels
- Write a charter including sanctions and redress in case of breach
- Develop a culture (sociology & psychology) to live diversity as daily practice at work
- Demonstrate alignment and flexibility between local, national and international applications of diversity management.
Alternating methods embedded in the training design: theoretical input, discussions, reflection and sharing of experience, role-plays and simulations, practical exercises.
Evaluation of training impact:
- Short-term impact: at the end of the training
- Long-term impact: 3 months after the training
Evaluation of knowledge extension:
- Questionnaire at the end of the training
Certificate: EUROBOGEN certificate of participation
Open to all types of public