This document provides an introduction to inclusion and diversity in the workplace. It discusses demographic changes that will lead to more diverse workforces in the future. It also covers the basics of inclusion, the differences between inclusion and diversity, the importance of understanding cultural diversity, and the benefits of inclusion and diversity in the workplace such as improved employee performance, innovation, and a global impact. The document emphasizes that inclusion is an ongoing process that requires changes in mindset from all employees. It concludes by discussing the importance of seeking inspiration to create inclusive work environments.
2. INTRODUCTION TO INCLUSION
Module 1
- Get an introduction to inclusion and determine how inclusion and diversity can benefit the
working environment
OBJECTIVE
3. - Understand what are the basics of inclusion
- Learn about the main demographic future
changes
- Comprehend and appreciate the advantages
of diversity in work environment
- Determine how cultural differences can
benefit the workflow
- Consider new ways to inspire employers
EXPECTED LEARNING OUTCOMES
INTRODUCTION TO INCLUSION
Module 1
- Understand and be capable to work towards
inclusion
- Know how demographic future changes can
have an influence on workflow
- Have an insight on advantages of diversity in
work environment
- Be able to find new ways to inspire
employers
4. Learn what to expect in the future
01 Demographic future
changes
CONTENT
Understand the importance
of inclusion and diversity
02 Inclusion
Consider the new ways to inspire
and to seak inspiration
03 Inspiration for employers
CONTENT
6. INTRODUCTION
”
Print screen taken on 01.06.2018.
Go to http://www.worldometers.info/world-population/
to see the current situation!
DEMOGRAPHIC TRENDS
Current World Population
7. The population in the world has grown from 1,65 billion to 6 billion during the
20th century alone.
In 1970 there were roughly half as many people in the world as there are now.
Because of declining growth rates, it will now take over 200 years to double again.
The latest world population projections indicate that world population will reach
10 billion persons in the year 2055 and 11 billion in the year 2088.
World population keeps growing
DEMOGRAPHIC TRENDS
1970 2018 2055 2088
Data from http://www.worldometers.info
9. DEMOGRAPHIC TRENDS
Although the world population will
grow, if we speak about regions, the
situation will be different from area to
area. E.g., in the continent of Africa
there are 1.2 billion people (up from
just 477 million in 1980), Africa is
projected by the United Nations
Population Division to see an annual
population growth in the immediate
future.
10. DEMOGRAPHIC TRENDS
It is estimated that Europe
will face decrease in the
population in the nearest
future.
Source: https://esa.un.org/unpd/wpp/
11. INTRODUCTION
”
Due to the growth in population and aging society, increased focus on the inclusion of the
marginalized segments of the population workplace will face changes in the future.
This means that companies will have the most diverse labor market to date in the near
future.
More diverse workforce:
• by gender,
• by ethnicity,
• by culture,
• by religion,
• by sexual preference
• by identification than ever before.
The challenges and benefits of an aging, diverse, and educated workforce, many of which
are already evident, will likely only grow in the future.
DEMOGRAPHIC TRENDS
What does it mean for the workplace?
12. INTRODUCTION
It has been said that arguing
against globalization is like
arguing against the laws of
gravity.
Kofi Annan
“
”
A mechanism of interaction and integration among the people, companies,
and governments of different nations, motivated by international business
industries, investments and globally available information, is a globalization. It
effects the environment, culture, political systems, economic development and
prosperity, and on human physical well-being in societies around the world.
FUTURE RISKS OF GLOBALIZATION:
• High inequalities, low social expenditure, low social inclusiveness
• Low state budget due to poor tax collection
• High risks of poverty and material deprivation of elderly people
• Insufficient implementation and monitoring of the developed legislation,
plans and strategies concerning the well being of population
GLOBALIZATION
13. INTRODUCTION
“
”
Globalization has transformed society, economics and politics, greatly
influencing demographics within the workplace.
What can a global companies and any local organizations do with
diversity movement changing so fast?
A diverse workforce alone does not ensure a successful global diversity
management program. Inclusion programs can provide employees with
tools to overcome the potential challenges associated with diverse,
global teams.
It is reason to look deeper into inclusion.
GLOBALIZATION
15. • What are the basics of inclusion?
• Why is it so important?
• Difference between inclusion and diversity.
• What is culture and why is it important to understand
cultural diversity?
• Benefits of inclusion and diversity in a workspace.
What this chapter will cover:
16. INTRODUCTION
“
”
inclusion
1. the act of including or the state of being included
2. something included
http://www.dictionary.com/browse/inclusion
• Inclusion in work place means collaborative, supportive and respectful
environment that increases the participation and contribution of all
employees.
• “Psychological safety environment” – where no one feels left out.
• Being inclusive allows individuals to participate through realistic engagement
and understanding not simply being told what to do.
INCLUSION
What is it?
17. INTRODUCTION
Workplace Inclusion:
To make sure that no one
feels left out, because of
their…
Religion
Family status
Belief
Gender
Ethnic background
Or other
factors...
Age
Disability
Sexual preference
18. Diversity can be explained as a set of differences and
similarities. It has an important role in the action of
organization. Diversity is all that brings us together and all
that distinguishes us. Diversity in the workplace means
seeking to attract people with a wide range of skills,
experiences and industry backgrounds.
It is important to remember that diversity is not only the
workforce made by people with different ethnic background,
gender, age, sexual preference, religion or mental/ physical
abilities.
Diversity is a puzzle of visible and non-visible differences
and similarities that impact attitude, culture, experience,
skills and the way we work.
DIVERSITY
19. • a process that involves change
in mindset of ALL the people
in an organization
• experiencing inclusion is an
adaptive and complex
challenge
• a process
DIVERSITY & INCLUSION
Difference between diversity
and inclusion is being invited
to a house and being able to
rearrange the furniture.
Jane Silber
“
What is the difference?
DIVERSITY INCLUSION
• hiring different
people
• achieving diversity
- a technical and
complicated
challenge
• an outcome
20. ►
«Culture is the shared knowledge and schemes created by a set of people
for perceiving, interpreting, expressing, and responding to the social
realities around them.»
Lederach, J.P. (1995). Preparing for peace: Conflict transformation across cultures. Syracuse, NY:
Syracuse University Press
«Culture: learned and shared human patterns or models for living; day- to-
day living patterns. these patterns and models pervade all aspects of human
social interaction. Culture is mankind's primary adaptive mechanism.»
Damen, L. (1987). Culture Learning: The Fifth Dimension on the Language Classroom. Reading,
MA: Addison-Wesley
«Most social scientists today view culture as consisting primarily of the symbolic,
ideational, and intangible aspects of human societies. The essence of a culture is not its
artifacts, tools, or other tangible cultural elements but how the members of the group
interpret, use, and perceive them. It is the values, symbols, interpretations, and
perspectives that distinguish one people from another in modernized societies; it is not
material objects and other tangible aspects of human societies. People within a culture
usually interpret the meaning of symbols, artifacts, and behaviors in the same or in
similar ways.»
Banks, J.A., Banks, & McGee, C. A. (1989). Multicultural education. Needham Heights, MA: Allyn &
Bacon
Everybody has their own understanding of concept
culture. One might think about traditions,
languages and social habits, others might associate
it with theater and art, etc. But what does it really
mean?
Here are some of the definitions
To summarize:
Culture is shared human patterns for living, shared
knowledge and aspects for human society that
dictate the way to perceive everything around.
One aspect that stands out in all definitions is that
culture was made by humans not nature.
CULTURE
What is it?
►
►
21. Representatives of different groups identify
themselves through culture. Although all aspects
of culture are not equally important for every
human.
Watch the video about different cultures around
the globe:
https://www.livescience.com/21478-what-is-
culture-definition-of-culture.html
CULTURE
What it combines?
CULTURE
Food
Behavior
Rituals
Language
Beliefs
Attitudes
Art/
Drama/
Music
Faith/
Religion
Customs
22. This model was developed through the research of the
nature of organizations. It proposes that each
organization actually consists of one relatively small
formal organization (official rules, procedures,
hierarchy) and much bigger non-formal organization
(processes, relationships, opinions). Upper or formal
part is much more visible and easy to understand, but
the part that is under the water includes a lot of
valuable information and explains what really is
happening within the organization, therefore it is much
more complicated to comprehand.
‘Iceberg model’ of
culture
developed by Selfridge and Sokolik, 1975 and W.L.
French and C.H. Bell in 1979
Beliefs, values, biases, experiences,
fears, thought patterns, identity,
opinions
Art, music, behavior, symbols, words,
body language
23. Culture is divided into two parts within this «Iceberg model»
as well – visible or conscious part of culture is what we can
see, it includes behaviors and body language. The hidden or
subconscious part of culture is below the surface of a society
and includes values, thought patterns, opinions, etc.
Border between visible and invisible is relative, it can change.
Important aspect that this module is emphasizing – bigger
part of human culture usually stays unknown . This explains
why sometimes it is hard to understand person that
represents different culture.
‘Iceberg model’ of
culture
developed by Selfridge and Sokolik, 1975 and W.L.
French and C.H. Bell in 1979
Beliefs, values, biases, experiences,
fears, thought patterns, identity,
opinions
Art, music, behavior, symbols, words,
body language
24. UNESCO Member States commit themselves to taking appropriate
steps
to disseminate widely the “UNESCO Universal Declaration on Cultural
Diversity” adopted by the 31st Session of the General Conference
of UNESCO PARIS, 2 NOVEMBER 2001, and to encourage its effective
application, in particular by cooperating with a view to achieving 20
objectives.
http://www.unesco.org/new/fileadmin/MULTIMEDIA/HQ/CLT/pdf/5_Cultural_Diversity_E
N.pdf
“UNESCO Universal Declaration on
Cultural Diversity”
25. Some of their objectives are:
1. Deepening the international debate on questions relating to cultural
diversity, particularly in respect of its links with development and its impact
on policy-making, at both national and international level; taking forward
notably consideration of the advisability of an international legal instrument
on cultural diversity.
2. Promoting through education an awareness of the positive value of
cultural diversity and improving to this end both curriculum design and
teacher education.
3. Recognizing and encouraging the contribution that the private sector can
make to enhancing cultural diversity and facilitating, to that end, the
establishment of forums for dialogue between the public sector and the
private sector.
http://www.unesco.org/new/fileadmin/MULTIMEDIA/HQ/CLT/pdf/5_Cultural_Diversity_
EN.pdf
“UNESCO Universal Declaration on
Cultural Diversity”
26. INTRODUCTION
How inclusion and diversity
can benefit the work
environment?
Global impact
Improved employee
performance,
productivity
Reduced employee
turnover
Different vision
Higher level of social
tolerance
1+1=3 (synergy)
Improved
company’s brand
Innovation
Increased
creativity
27. Inclusive recruitment links people with different backgrounds and cultures work together – this
way they are all exposed to different ideas and viewpoints. This helps people get used to
hearing and sharing different perspectives and presenting ideas. Brainstorm in this kind of
environment can provide a wide variety of solutions to the table based upon different visions
in the group. This can help to come up with the most original ideas.
Different vision
How inclusion and diversity can benefit the work environment
28. In a place where diversity is appreciated employees feel validated and considered
important no matter their differences. Feeling valued as a human being and seeing the
appreciation for everybody in a diverse workplace improves the morale of each worker
and promotes positivity.
Higher level of social tolerance
How inclusion and diversity can benefit the work environment
29. The benefits of ‘synergy’ (when two or more components add up to more than their calculated
sum) are brought to the company by hiring a diverse workforce because of different
prespectives, wide visions -
1+1=3 (synergy)
How inclusion and diversity can benefit the work environment
30. A company that is ready to hire diverse workforce would immediately have an oppurtunity to
reach wider range of candidates for its job vacancies. When companies recruit from a diverse
set of potential employees, they are more likely to hire the best of the best for the industry.
In a constantly increasingly competitive economy where skills and talents are crucial to
improving the company, put together the most diverse set of candidates is increasingly
necessary to succeed in the market.
Reduced employee turnover
How inclusion and diversity can benefit the work environment
31. Employees are more likely to feel comfortable and happy in an environment where inclusion is
a key goal. Appreciation in the workplace is important for encouraging workers from all
backgrounds to feel confident in their ability and achieve their best. The higher the team
morale, the more productive employees are.
Improved employee performance, productivity
How inclusion and diversity can benefit the work environment
32. One more benefit of diversity in the workplace is the increase in creativity among the employees. By bringing
together people with different views, qualifications, education, backgrounds and experiences, it is more real to
come up with positive solutions when there are problems to be solved.
With many different and diverse minds coming and working together, many more solutions will arise as every
individual brings in their personal way of thinking, operating and solving problems and making decision. Companies
that encourage diversity in the workplace inspire all of their employees to perform to their highest ability.
Increased creativity
How inclusion and diversity can benefit the work environment
33. Globalization is inevitable, workforces that are more diverse can help their organizations to expand their
business in worldwide markets. Being able to communicate effectively in different languages in different
parts of the world is an asset, as well as knowing cultural nuances and differences in doing business in
foreign countries. With a workforce that understands these concepts, it is possible to be successful in
the world market.
Global impact
How inclusion and diversity can benefit the work environment
34. The same as office culture, creating a diverse workforce can improve your customers’ opinions of you.
Diverse companies show consumers that they are inclusive, global minded, innovative, and looking
toward the future. But it is important to ensure that diverse employees are not only recruited but
supported and included within the workplace.
Improved company’s brand
How inclusion and diversity can benefit the work environment
35. By creating workforce with people of different backgrounds, experiences and working styles, innovative
ideas can be born, allowing everybody to express their opinion. Whereas one person may be great at
generating exciting, out of the box ideas, another individual may have the necessary experience to
execute it; so it is essential to play on each individual’s strengths and collaborate with others in the
team.
Innovation
How inclusion and diversity can benefit the work environment
36. ”
One should always remember that inclusion is the process. That is why it is important not to give up after first
milestones managing diverse workforce and to remember all the possible advantages:
The advantages of diversity and inclusion in the
workplace do not come without challenges
38. • Why to seek inspiration?
• Good examples of inclusive workspace.
• What to look for to feel inspired in your workplace?
Notice some inspirational quotes!
What this chapter will cover:
39. INTRODUCTION
When we strive to
become better than we
are, everything around
us becomes better too.
Paulo Coelho
“
”
When everyone is
included, everyone
wins.
Jesse Jackson
“
Diversity is about all of us,
and about us having to
figure out how to walk
through this world together.
Jacqueline Woodson
“
We are less when we
don't include
everyone.
Stuart Milk
“ Endless data show that diverse
teams make better decisions. We
are building products that people
with very diverse backgrounds use,
and I think we all want our
company makeup to reflect the
makeup of the people who use our
products. That's not true of any
industry really, and we have a long
way to go.
Sheryl Sandberg
“
”
”
”
”
“
40. ”
It was stated before that inclusion is a process that involves change in mindset
of ALL the people in an organization. It could not be easy and understanding
the possible advantages might not be enough.
That is why it is important to look around and get inspired from other
companies that have succesfully organized a diverse and inclusive workplace.
Here are a couple of good examples...
Why to seek inspiration?
inspiration
a : a divine influence or action on a person believed to qualify him or her to
receive and communicate sacred revelation
b : the action or power of moving the intellect or emotions
c : the act of influencing or suggesting opinions
https://www.merriam-webster.com/dictionary/inspiration
42. The Coca-Cola Company has recieved several awards for
their contribution towards diversity and inclusion. The
company has defined their vision:
The Coca-Cola Company
https://www.coca-colacompany.com/our-
company/diversity/workplace-culture
43. McDonald
Customers as employees, employees as customers
https://shiftworkplace.com/love-working-real-examples-inclusive-workplaces/
44. OWA – the brand in Latvia that offers
clothing with watercolor prints
https://owafashion.com/?lang=en#contacts
46. What to look for to feel inspired
in your workplace? The answer
may be Ikigai...
According to the Japanese, everyone
has an ikigai. An Ikigai is essentially ‘a
reason to get up in the morning’. A
reason to enjoy life.
What is your Ikigai?
47. “
”
IKIGAI Your Ikigai lies at the centre of
those interconnecting circles. If
you are lacking in one area, you
are missing out on your life’s
potential. Not only that, but you
are missing out on your chance
to live a long and happy life.
A key to feeling inspired and
have a will to work is to have a
job that you love, are good at,
are paid for and where you feel
that the world needs it.
48. ”
Embracing inclusiveness into your
workplace is a good way to bring your
employees and yourself a sense of value
and feeling that the work you do is
something that brings the added value to
other people and makes world a better
place.
Inclusion brings value
50. Congratulations, you have
now completed module 1!
You can now do the exercises, complete the quiz and/or check out the
additional learning materials
http://recruitpotential.eu/
