HR Pulse - Fall 2008 - (Page 52)

Diversity Considerations More than AAP & EEO By Brian Beck tion may already have in place, it is important to consider the following three factors when working with diversity initiatives and even day-to-day organizational issues. Step 1: Consider Culture What exactly is culture and how does it play into the plan of diversity initiatives? We know that culture includes things like beliefs, values, norms, and customs, even your upbringing can play into culture. It is our personal culture as well as what is around us each day. Take a quick look at your life. What are your family cultures? Christmas at grandma’s? Traditions? Birthday celebrations? Rights of passage? Spiritual cultures? These areas all form who we are as individuals. What do you think about politics? What pushes you to make the decisions that you do? How about that little voice in your head encouraging you to make a decision, good or bad? Culture and experiences drive these passions, thoughts, and feelings. They make us who we are; they make us diverse. Our diverse experiences in our lives, both personal and professional, also form who we are in the workforce. We learned things in school, around the neighborhood, and playing sports. Every day in our cultural world, each of us learns a lesson of some kind. It forms us and molds us to become who we are. Have you ever heard yourself saying “I wish I had known that,” or “I learn something new every day”? Culture and learned experiences teach us our beliefs. We experience these diverse beliefs in the workplace. It surrounds our mental models each day. 52 HR Pulse Fall 2008 D ifferent managers and places of work espouse various theories as to what exactly this whole diversity thing is all about. It goes much further than an AAP/EEO statement. Even with the challenges we face with recruitment in health care today, we still don’t take as much time as we should to really venture out and expose our “uncomfortable zone” and grasp hold of diversity initiatives. In addition to what your organiza- Step 2: Consider Communication Handshakes, proxemics, avoidance of biased noise, time and deadlines, and context of conversations all play a role in the communication network. Handshakes – Cultures can vary in their use and understanding of handshakes. Some are longer shakes than others; some cultures refuse to shake hands. Does that sound rude or offensive to you? You wouldn’t hire a rude person, would

Table of Contents Feed for the Digital Edition of HR Pulse - Fall 2008

HR Pulse - Fall 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Irma Pye Sammy’s House: Making a Difference in Austin Working Mother Magazine’s 100 Best Companies Increasing CEO Engagement Pastoral Care Retaining Scarce, Critical Talent The Engagement Dilemma Diversity Considerations…More than AAP & EEO Quashing the Workplace Bullying Bug How to Become a Strong Human Resources Partner Citizen Lobbyists Descend Upon Capitol Hill Conference Highlights Schedule at a Glance Sponsors Exhibitors Advertisers’ Index

HR Pulse - Fall 2008

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