Intentional Diversity:Inclusion & Diversity Course | Dr. Kevin Hairston | Skillshare

Playback Speed


  • 0.5x
  • 1x (Normal)
  • 1.25x
  • 1.5x
  • 2x

Intentional Diversity:Inclusion & Diversity Course

teacher avatar Dr. Kevin Hairston, Leadership & Self- Development Courses

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

23 Lessons (1h 34m)
    • 1. Workplace Diversity

      0:41
    • 2. WDPPTNew 01

      2:28
    • 3. WDPPTNew 02

      12:22
    • 4. Module 2 Case Study

      0:38
    • 5. WDPPTNew 03

      5:29
    • 6. Module 3 Case Study

      0:50
    • 7. WDPPTNew 04

      6:45
    • 8. Module 4 Case Study

      0:46
    • 9. WDPPTNew 05

      11:29
    • 10. Module 5 Case Study

      0:40
    • 11. WDPPTNew 06

      6:42
    • 12. Module 6 Case Study

      0:42
    • 13. WDPPTNew 07

      11:38
    • 14. Module 7 Case Study

      0:36
    • 15. WDPPTNew 08

      13:22
    • 16. Module 8 Case Study

      0:41
    • 17. WDPPTNew 09

      5:47
    • 18. Module 9 Case Study

      0:45
    • 19. WDPPTNew 10

      5:44
    • 20. Module 10 Case Study

      0:43
    • 21. WDPPTNew 11

      10:32
    • 22. Module 11 Case Study

      0:49
    • 23. Closing Comments

      0:20
  • --
  • Beginner level
  • Intermediate level
  • Advanced level
  • All levels
  • Beg/Int level
  • Int/Adv level

Community Generated

The level is determined by a majority opinion of students who have reviewed this class. The teacher's recommendation is shown until at least 5 student responses are collected.

66

Students

--

Projects

About This Class

5c811107

Course Overview

With the world becoming more mobile and diverse, diversity has taken on a new importance in the workplace. Your participants will be able to use strategies for removing barriers and stereotypes, and to encourage diversity in the workplace and even through their community.

The Workplace Diversity course will help participants understand what diversity is all about, and how they can help create a more diverse world at work and at home. They will be instructed to use skills such as active listening to receive messages in a diverse population, employ effective questioning techniques, and communicate with strength.

Diversity relates to gender, age, linguistic and cultural background, disability, religious belief and pregnancy and family responsibilities. Diversity also refers to the many other ways we are different in other respects such as educational background, socio-economic background, personality profile, geographic location, marital status, etc.

Download Intentional Diversity Textbook

Meet Your Teacher

Teacher Profile Image

Dr. Kevin Hairston

Leadership & Self- Development Courses

Teacher

Hello, I'm Dr. Kevin Hairston,  I have had the pleasure of serving as a Senior Pastor, Author, Business Consultant, and Self-Develoment Coach. I am a native of Columbus, Ohio, where I graduated from Independence High School. After receiving a degree in Political Science from The Ohio State University. Later, I attended Trinity Lutheran Seminary where I obtained a Master’s degree in Theological Studies. I received a Doctorate in Ministry from United Theological Seminary in Dayton, Ohio. . 

See full profile

Class Ratings

Expectations Met?
  • Exceeded!
    0%
  • Yes
    0%
  • Somewhat
    0%
  • Not really
    0%
Reviews Archive

In October 2018, we updated our review system to improve the way we collect feedback. Below are the reviews written before that update.

Why Join Skillshare?

Take award-winning Skillshare Original Classes

Each class has short lessons, hands-on projects

Your membership supports Skillshare teachers

Learn From Anywhere

Take classes on the go with the Skillshare app. Stream or download to watch on the plane, the subway, or wherever you learn best.

Transcripts

1. Workplace Diversity: improving diversity. Knowledge is a required component of every company. With more and more businesses having a global presence, workplace diversity is a foregone conclusion. Your participants will be able to use strategies to be proactive and remove barriers. They will be shown how to build an encourage diversity in their workplace and community. Our workshop diversity course will help participants understand what diversity is and how they can create a more diverse environment. They will be instructed on how to use active listening and employees, effective questioning techniques. By learning the right complaint resolution skills and choosing the right course of action, communication throughout your business will be strengthened. 2. WDPPTNew 01: module. One Getting story With the world becoming more mobile and diverse, diversity has taken on a new importance in the workplace. This course will help participants understand what diversity is all about and how they can help create a more diverse world at work and at home. Workshop objectives Research has consistently demonstrated that when clear goals are associated with learning, the learning occurs more easily and rapidly. With that in mind, let's review our goals for this course. By the end of this course, you should be able to explain the definition. Terms and history of diversity. Describe the meaning of stereotypes and biases and how they develop and the reasons for your own perspectives. Let's strategies for removing barriers to encouraging diversity for yourself in the workplace and in the social community. Use active listening skills to receive messages in a diverse population. Employees effective questioning techniques and communicate with strength. Understand the importance of body language both your own and that of others, and recognise its importance in interpersonal communications. Identify ways to encourage diversity in the workplace, prevent and discouraged discrimination. I understand and respond to personal complaints and develop a support system to manage The resolution process lists the steps a manager should take to recording, complaint, analyze the situation and take appropriate resolution action and identify the process and organization must follow to receive and respond to a complaint and then creating mechanisms to prevent or induce repeat situations. 3. WDPPTNew 02: module to understanding diversity. What is diversity? Diversity is the inclusion of a wide variety of people of different races and cultures in a group or organization. It is vital that every employer and employee has an understanding of the concepts of diversity related terms and concepts. When learning about diversity, it is important to understand its terms and conceptual ideas. Aim wisdom discriminatory believes in behaviors directed against people with disabilities. Affirmative action policies that take race, ethnicity or gender into consideration in an attempt to promote equal opportunity or create increase ethnic or other forms of diversity, ageism, discriminatory beliefs and behaviors directed against people because of their age. Anti submitting ism, discriminatory beliefs and behaviors directed against juice, anti Arab discrimination, discriminatory beliefs and behaviors directed against Arabs. Classic schism Discriminatory believes in behaviors based on differences in social class generally directed against those from poor and working class backgrounds. Culture. The ever changing values, traditions, social and political relationships and world view shared by a group of people bound together by a combination of factors that include a common history, geographic location, language, social class and it's religion, discrimination, the same kind of belief systems and behaviors both personal and institutional, directed against individuals or groups based on their gender, ethnic group, social class language or other perceived differences. If no central systems, discriminatory beliefs and behaviors based on ethnic differences, hetero sexism, discriminatory believes that behaviors directed against gay men, lesbians and transgenders minorities, a part of a population differing from others and some characteristics and often subjected to differential treatment, multi culturalism the acceptance of multiple ethnic cultures for practical reasons and or for the sake of diversity, and apply to the demographic makeup of a Pacific place. Racism, a system of privilege and penalty based on one's race. Sexism, discriminatory believes and behaviors directed against women. A brief history Racial and ethnic minorities in the United States have been faced with legal and social exclusion for much of the 21st century labour shortages during the Second World War, creating some new work opportunities for African Americans and women. Even with this progress, however, the labor market still provided preferential treatment to men women it provided opportunities were not taking seriously and were paid far less for performing the same jobs . African Americans, Asians and Hispanics continue to have lower social status and work opportunities and status . The notable Brown versus Board of Education of Topeka, United States Supreme Court decision in 1954 declared that state laws that had created separate public schools for black and white students denied black Children equal educational opportunities and the unanimous decision. Justices stated that separate educational facilities are inherently unequal. As a result, racial segregation was ruled a violation of the equal protection Clause of the 14th Amendment of the United States Constitution. In December 1955 Rosa Parks and African American women refused to relinquish her seat on a bus to a white man in Montgomery, Alabama. Her arrest prompted a group of black citizens to initiate a one day boycott of the public bus system, leading to picketing and a year long boy cut of the Montgomery public bus system and selected merchants. As a result, the public bus system waas desegregating a Baptist minister, Dr Martin Luther King Jr. Helped organize the boycott, and by 1957 Dr King's Southern Christian Leadership Conference began to work for equal rights across the South. In September 1957 angry white moms in Little Rock, Arkansas, opposing the court order desegregation of public schools threatened violence. President Dwight D. I. Eisenhower orders federal troops to protect nine black students integrating Central High School in Little Rock In 1954 Supreme Court decision. These events and several other landmark cases served as the foundation for integration initiatives and the civil rights movement. But even after passage of the civil rights laws beginning in the 19 sixties, equal opportunity initiatives for minorities and women's were not relevant. Because prejudice can take on many subtle yet effective forms, private and public institutions remained away or all male, long after court decisions or statutes formally ending discrimination. Both the courts and Republican and Democratic administrations look to race and gender conscious remedies. Teoh End Persistent Discrimination President John F. Kennedy created a committee on equal employment opportunity in 1961 and Definite nated, the term affirmative action for measures designed to achieve non discrimination. Title seven was enacted as part of the Civil Rights Act of 1964 ending discrimination by large private employers whether or not they had government contracts. In 1965 President Lyndon Johnson issued an executive order requiring federal contractors to take affirmative actions to ensure equality of employment opportunity without regard to race, religion and national origin. Gender was later adding the CEO scene. Congress established the U. S. Equal Employment Opportunity Commission in 1964 to enforce Title seven of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission, E. E. L. C. Is in charged with enforcing anti discrimination laws by preventing employment discrimination and resolving complaints that is designed to make employees hole for illegal discrimination and to encourage employers to in discrimination. The E. E. O. C. Is composed of five commissioners and a general counsel appointed by the president and confirmed by the Senate. Commissioners are appointed for five year staggered terms. The general counsels term is four years. The president designates a chair and vice chair. The chair is a chief executive officer of the commission. The commission has authority to establish equal employment policy and to approve litigation . The general counsel is responsible for conducting litigation. The Eel Sea carries out its informant education and technical assistance through 50 field offices serving every part of the nation. In 1965 President Lyndon B. Johnson appointed Franklin D. Roosevelt Jr as the first chairman of the E E O C. Serving with him were commissioners Richard Ground, Aileen Hernandez, Luther Hoco and Samuel CJackson. Charles T. Duncan, an African American Howard University law professor, was appointed as the first general counsel of the E. L C. After that, important civil rights organizations formed or grew in scope. The National Organization for Women now was founded in 1966. New initiatives for the National Association of the Advancement of Colored People in Dawei CP, founded in 1909 include heading into the 21st century that in double basically include focusing on disparities in economics, health care, education, voter empowerment and the criminal justice system while also continuing its role as a legal advocate for civil rights issues. The A R P, founded in 1958 has also continued to be active to help members over 50 with age related work issues. Case study Harold Wall into the break room to use the microwave. He overheard two of his co workers talking the conversation turn toe other staff members, and Harold overheard one of them say, I don't think Jamal's very bright. I don't know how he keeps his job here. The other said he Onley keeps his job here because of his skin. Come Harrell blink. Taking back. He walked up to his two co workers and said, The comment you may is offensive and there are laws against speaking about co workers. Then way, I believe that kind of top out of the workplace if I were you. The two co workers looked embarrassed. They apologize for this statement and reassured Harold that he wouldn't hear comments like that again in the workplace. 4. Module 2 Case Study: Harold walked into the break room to use the microwave. He overheard two of his co workers talking. The conversation turned to other staff members, and Harold overheard one of them say, I don't think Jamal very bright. I don't know how he keeps his job here. The other said he only keeps his job because of his skin color. Harold Blink. Taken aback, he walked up to his coworkers and said, The comment you made is offensive and there are laws against speaking about co workers. That way I leave that kind of talk out of the workplace. If I were you to co workers looked embarrassed. They apologized for their statement and reassured Harold that he wouldn't hear comments like that again in the workplace. 5. WDPPTNew 03: module three. Understanding stereotypes. Everybody is different, and we encounter a diverse set of people every day. Some differences cannot be seen by just looking at a person treat each and every person you encounter with respect and dignity. Through this module, we will begin to identify what, if any, stereotypes a person may have stereotypes versus biases. A stereotype is a conventional formula and oversimplified conception, opinion or image. One man who stereotypes generally thinks that most of all, members of an ethnic or racial group are the same. Typical words used with stereotyping include clannish, aggressive, blue collar lazy biases that preference or inclination, especially one that inhibits impartial judgment. The use of a bias is more so often it is evident through the addition of qualifiers or added information to spoken statements. For example, you may hear Jane Gonzalez, who has a degree, will be joining our staff. Implying, and having a degree sets this individual apart from most Hispanics, who may not have degrees identifying your baggage. Baggage is defined as an intangible thing as fillings, circumstances or beliefs that get in the way from an early age. You learn to plays people in objects into categories as you grow up and are influenced by parents, peers and the media. Your tendency to label different racial and cultural and other groups as superior or inferior increases significantly. This can be referred to as your baggage. The often you are unaware of what constitutes your baggage. You can begin toe. Uncover it by monitoring your thoughts. When you encounter an ethnic last name, see a skin code here in accent. Different from yours, interact with someone who has a disability or learned that a person is gay. As these events occur, look for consistency. Do you have the same reaction to members of a given group each time you encounter him or her? Ask yourself. Do I have these reactions before or after I have a chance to know the individual. If the answer is before these are your stereotypes, work to label these automatic responses as stereotypes and remind yourself that they are not valid indicator of one's character skills or personality because still typing is, they learn habit. It can be unlearned with practice and remember not to judge yourself. A thought is private and not in action. Understanding what this means, knowing as much as you can about your own F no centuries awesome helps you recognize how discomfort with differences can prevent you from seeing others as fully human. With practice, you can identify feelings and thoughts, filtering them through a system of questions designed to help you change your baggage or perceptions. Que stepping. Betsy sat down with her co worker Mark, to go over their sales report. As you can see here, profits have gone up from last quarter, Mark pointing and said It says there that the profits doubled from 1000 to 3000. Don't you mean 2000 Beth? He looked at the chart. Yes, you are right. It should be 2000 without thinking, Mark said. That's okay. A lot of girls just aren't good at math. Betsy was taken aback by his statement, and she said, Mark, that was hurtful. It makes me feel like you're stereotyping me when it was just a typo, Mark, seeing surprised to hear this but then said, I'm sorry, Betsy, I didn't mean it that way. I won't say anything like that again. And they continue on with their work and gave an excellent presentation the next day 6. Module 3 Case Study: Betsy sat down with her co worker, Mark, to go over their sales reports. As you can see here, process have gone down from last quarter, Mark pointed and said, It says there that the profits doubled from $1000 to $3000. Don't you mean $2000? Betsy looked at the chart. Yes, you're right. It should be $2000 without thinking, Mark said. That's okay. A lot of girls just aren't good at math. Betsy was taken aback by his statement, and she said, Mark, that was hurtful. It makes me feel like you're stereotyping me when it was just a typo. Mark seems surprised to hear this, but then said, I'm sorry, I didn't mean it that way. I won't say anything like that again. They continued on with their work and gave an excellent presentation the next day 7. WDPPTNew 04: module four. Breaking down the barriers. We are each responsible for changing our stay all types and breaking down the failures are your own assumptions based on things that you have heard from others in school TV or the movies. Is it possible that some of your negative images are incorrect, at least for some people in a certain group? Rather than making sweeping generalizations, try to get to know people as individuals, just as that will reduce the stereotypes hold of others. It is also likely to help reduce the stereotypes others hold of you changing your personal approach. Once you've identified and understand your baggage, what do you do to make changes after the beliefs you hold or the result of your own cultural conditioning? They determine whether you seek report with individuals who are different from you. The first step is acknowledging that you're human will probably make some mistakes and likely do have some stereotypes. Next work to become more aware of your inner thoughts and feelings and how they affect your beliefs and actions. We typically make a judgment about someone in less than 30 seconds to change your personal approach of diversity. Trying these steps. When you make contact with a new person, collect information, divide out the facts from European spear, ease and suppositions. Make judgment based on Lee on the facts. Periodically refined your judgment based on the facts. Try to continue expanding your opinions of the person's potential. When you have a stereotypical thought about a group that is different from you. Follow it up with an alternative thought based on factual information that discounts the stereotype. Engage in honest dialogue with others about race that at times might be difficult, risky or uncomfortable. And look for media portrayals of different races that are really listing and positive. Encouraging workplace changes. Diversity initiatives usually start at the top of an organization, but change can be effective from any level. If you work in human resource is or in a functional position of authority, consider performing a cultural audit to describe the overall working environment, unwritten norms, possible barriers and the existence of race, gender and class issues. Learn about the values and beliefs of others in the organization being learned for biases and stereotypes. Identify ways to value uniqueness among your colleagues. Watch for changes in relationships is their hostility among co workers. What distinguishing background characteristics do you notice? Suggest and take steps to implement discussions or workshops aimed at understanding and eliminating discrimination with friends, colleagues, social clubs or religious groups. Leave copies of publications that educate about diversity in sight, where your friends and associates might see them and question your interest. Encouraging social changes Below are several suggestions to encourage breaking down stereotypical barriers in social community and other non working settings. Suggests and take steps to implement discussions or workshops aimed at understanding and eliminating discrimination with friends, colleagues, social clubs or religious groups. Investigate the curriculum at local schools in terms of the treatment of the issue of discrimination. Also, discrimination in textbooks assemblies. Falcon These staff, administration athletic programs and directors evaluate your buying habits so that you do not support shops, companies or personnel that follow discriminatory practices. Suggest and take steps to implement discussions or workshops aimed at understanding and eliminating discrimination with friends, social club, civic or religious groups. As you gain more awareness and knowledge about groups different than you, not only will your stereotypes lesson, but you will also become better equipped to educate and challenge others about their stereotypes case study. Malik was listening to a presentation given by Gabrielle. Gabrielle said when working with Hispanic clients remember to be culturally competent. She spoke about Hispanic beliefs about illness, ideas of spirit, possession, excesses, um, and comfort from religious faith. Molly found himself thinking, Of course, gave. Rio believes she should act this way. She's Hispanic yourself, he blinked, remembering from the last module of diversity training on stereotypical thoughts and by chance, get really addressed him in front of the group. What do you think about this idea? Malik? He Paul's remembering what he had learned and said, I think all of our clients need to feel like they are seen as individuals by us. It is important for clients of any race or background to feel comfortable with in our office. 8. Module 4 Case Study: Malik was listening to a presentation given by Gabrielle Gabrielle, it said, when working with Hispanic clients, remember to be culturally confident. He spoke about Hispanic beliefs about illness, ideas of spirit, possession and exorcism, and comfort from religious paid only found himself thinking, Of course, Gabriella believes we should act this way. She's Hispanic herself. He blinked, remembering from the last module of the diversity training on stereotypical pots. By chance, Gabrielle addressed him in front of the group. What do you think about this idea? Believe? He paused, remembering when he'd learned and said, I think all of our clients need to feel like they're seen as individuals by us. It's important for clients of any race or background to feel comfortable with in our office . 9. WDPPTNew 05: module. Five verbal communication skills. Words are powerful tool. Knowing how to use words to communicate it is a vital and understanding where it fits into diversity. Saying the right thing or even more important, not saying the wrong thing will help you in your everyday life. For this module will touch on differences between listening and hearing in asking the right questions and communicating with power listening and hearing They aren't the same thing. Hearing is the act of perceiving sound by the ear, assuming an individual is not hearing impaired. Hearing simply happens, however listening. It's something one consciously chooses to do. It requires concentration to allow the brain to process the meaning from words in sentences . Listening leads toa learning, but this is not always an easy task. Adults speak at a normal rate of 100 to 150 words per minute. The brain, however, can't think at 400 to 500 words per minute, leaving extra time for day dreamy and anticipating the speakers. Next, words listening skills, listening skills can be learned and refined. The art of active listening allows you to fully receive a message from another person, especially during a conversation with someone who has a different accent or perhaps speech impediment. Active listening allows you to be sensitive to the multiple dimensions of the communication that make up an entire message. These listening dimensions include what is the reason the person is communicating with me now? What does the length of the message tell me about its importance? How is the message being made? What clues do the loudness and speed of speaking Give me How do calls is in hesitation enhancer? Distract from the message. What do I contact? Posture or facial expressions? Tell me that perhaps words do no barriers to effective listening. In order to listen effectively, one must overcome several barriers to receiving the message. The message content, the appeal of the speaker, any external distractions, emotional interjections, the level of clarity in the language, perceiving only parts of the message selectively, the absence of or poor in approved it feedback communication At meetings, people from some cultural groups prefer in person meetings more than other groups face. The based meetings are more important to people from Africa, East, South and Central Asia, and the Middle East and Arabic countries. Virtual or electronic meetings work for Latin Americans and people from Europe, Australia in North America using an interpreter. There are many times, especially if you work in an organization with locations around the world with the use of an interpreter can help overcome language barriers as everyone listens. This reduces frustration with the communication process and allows participants to stay focused on understanding the messages, asking questions, especially when communicating in a personally in a diverse workplace environment. Good question. Asking skills are critical so that the message you are receiving is accurate and complete. Active listeners use specific questioning techniques to elicit more information from speakers. Here are three types of questions to use when practicing active listening open questions Using an open question stimulates thinking and discussion of responses, including opinions or feelings. Open question. Past control of the conversations to the respondent Leading word and open questions includes why wet how, as in the following examples, what are benchmarks? Were improving our diversity training? How are we conducting diversity initiatives in our organization? Clarifying questions asking a clarifying question helps to remove angle ability, elicits additional detail and guys the answer to a question. Frame your question and someone trying to understand the more detail. Often asking for a specific example is useful. This also helps the speaker evaluate his or her own opinions and perspectives. Here are some examples I'm not sure I understood that correctly. How will we deliver the online training? I heard your proposed budget number, but what sort of diversity program training modules can we afford? Crows Questions Crows Question is usually required one word answer and effectively shut off discussion. Close questions provide fax. Allowed a question to maintain control of the conversation and are easy. Teoh in for typical leading words are, is can How many Win does. While close questions are not the optimum choice for active listening, at times they're necessary. It may be helpful when you are interacting with someone who speaks in a different language or who has a speech challenge. Here are some examples of closed questions Do we have a diversity program at our company? When will the new inclusivity training course be launched Communicating with power? It's been said that you have between 30 seconds and two minutes to capture your participants. Attention in a diverse cultural work environment, this time frame is even more challenging In addition to voice characteristics, there are methods you can use to make communication with a non English speaking person or hearing impaired person more efficient and message effective. 10 tips for communicating with a non native English speaker Number one. Make clear eye contact right from the beginning. Number to speak a bit more slowly than you normally do, so the non native speaker or hearing impaired person can keep pace with you. Number three. Enhance your message with facial expressions that convey emotions such as joy, frustration, frank or anger number four. Trying different words that accomplished the same purpose. Many people from different cultures have a path of knowledge of English gained through media. Try saying words slowly or with a different pronunciation. Number five Drawing concept. If you realize their words alone are not convening, repeat the word or phrase as you draw number six. Confirm meanings by using an open ended question or command such as Please say back to me what we discussed. Number seven enlists the assistance of a translator, if necessary. Number eight. Be patient. The key to overcoming the language bear is patients number nine. Use short words and short sentences keep your words very little and number 10. Avoid slang, technical person instead of a geek, and contractions do not instead of don't. Seven suggestions for communicating with a person who is hearing impaired number one. Attract the listeners attention number to speak clearly and naturally. Number three. Move closer number four. Face the listener number five. Take the surroundings into account number six. Understand that using hearing instruments can be tiring. Number seven. Restate your message voice. 38% of a particular message received by listener is governed by the tone and quality of your voice, the pitch, value and control of your voice all making a difference in how your message is perceived by your audience. Case study. Greg sat down for a meeting with Cornell. Carnell worked at the branch in India and was working at their location for the next few months. While Carneros spoke English fluently, Greg sometimes had difficult time understanding his wording due to his accent. Great kept eye contact with Carnell. He spoke more slowly and in educated his words a little more than he would have normally exaggerated his expression slightly at times to convey his meeting. But most of all. He was very patient at the end of the meeting. Greg X. Cornell, please say back to me what we discussed. I want to make sure we're both clear about our next steps. Garnell repeated back what they had discussed, and Greg and Carnell both look forward to the next meeting. 10. Module 5 Case Study: Greg sat down for a meeting with Carnell. Carnell worked at their branch in India and was working at their location for the next two months. While Carnell spoke English fluently, Great sometimes had a difficult time understanding his wording due to his accent, Greg kept eye contact with Carnell. He spoke more slowly and enunciated his words a little more than he would have Normally. He exaggerated his expression slightly at times to convey his meeting. But most of all, he was very patient. At the end of the meeting, Greg asked Carnell, Please stay back to me what we discussed. I want to make sure we're both clear about our next steps. Carnal repeated back what they had discussed. Greg, a cardinal. Both look forward to their next meeting. 11. WDPPTNew 06: module. Six. Nonverbal communication skills. We all communicate nonverbally. The image that we project from our nonverbal communication affects the way that are spoken . Communication is received. While interpreting body language is important, it is equally important to understand what your nonverbal communication is. Telling others. It takes more than words to persuade others. Body language. Body language is a form of non verbal communication involving the use of stylized gestures , postures and sign that access Accused of other people. Humans, unconsciously sanding received non verbal signals do body language all the time. One study, UCL a founded up to 93% of American communication effectiveness is determined by nonverbal cues. Another study indicated that the impact of a performance was discernment. 7% by the words used, 38% by voice quality and 55% by nonverbal communication. Your body ling, which must match the words you use If a conflict arises between your words and your body language. Your body language, governments, the signals you send to others signals are movements used to communicate, needs, desires and feelings. To others, they are a form of expressive communication. More than 75% of the signals you send to others or non verbal people who are strong, culturally aware. Communicators display sensitivity to the power of the emotions and thoughts communicated nonverbally through signals. Any non verbal signals you send toe. Others should match your words. Otherwise, people will tend to pay less attention to what you said and focus instead on your nonverbal signals. I content for Americans, direct eye contact indicate that a person is confident and favor. Africans typically look down when they're listening and look up when they're speaking in China. A lack of eye contact make indicate a show of respect. For a Navajo Indian, a lack of eye contact may mean avoiding a loss of so or avoiding a theft posture. Slouching is considered rude in northern Europe, bowing shows respect in Asia, sitting with one's legs, crosses offensive in turkey and gone gestures. A gesture is a motion of the limbs or body made to express or help express a thought or to emphasize speech without gestures are speech would not be very exciting or expressive. However, just as with language, the social acceptability of gestures varies greatly according to cultural norms. In the US, we point with our index singer in Germany, the little finger is used in Japanese Point with the entire hand. It's not what you say. It's how you say and workplace communication. It is important that your voice sounds up. Be warm under control and clear. This is especially true when you're interacting with someone from a different culture or who is speaking with you in a different language. Here are some tips to help you begin the process Number one. Breathe from your diaphragm number to drink plenty of water number three posture, effects, breathing and also the tone of voice, so be sure to stand up. String number four toe Warm up the tone of your voice. Smile Number five. If you have a voice that is particularly high or low, exercise it by practising speaking on a sliding scale. You can also sing to expand the range of your voice number six. Record your voice and listen to the play bag. Number seven. Deeper voices are more credible than higher pitch voices. Try speaking in a slightly lower active. It would take some practice but will pay off just as radio personalities have learned. Number eight and lift a colleague or family member to give feedback about the tone of your voice case study. Karen spoke with one of her employees, Elizabeth, about a new project that she needed her to undertake. Karen notice something and said Elizabeth, even though you Vaughan Lee said positive things during our meeting, I noticed that you slouched your shoulders inside in a heavy way. Is there anything you want to tell me? Elizabeth said. I am excited about this project. I just know that it will be difficult to make sure I meet this project deadlines as well as other deadlines that I have coming up, Karen said. I'm glad you said something here. Let's see if this any thing that we can do to extend the deadlines while your body language did a lot of speaking for you, it's better to say was on your mind So there's no confusion. Elizabeth agreed to be more direct in the future, and they plan their next meeting 12. Module 6 Case Study: Karen spoke with one of her employees, Elizabeth. How about a new project that she needed to undertake? Karen noticed something. Elizabeth. Even though you've only said positive things during our meeting, I noticed that you splotched your shoulders inside in a heavy way. Is there anything you want to tell me? Elizabeth said. I just know that it will be difficult to make sure I meet this project deadlines as well as other deadlines that I have coming up, Karen said. Time lead. You said something here. Let's see if there any deadlines we can extend, Karen added. While your body language did a lot of speaking for you, it started to say What's on your mind? So there's no confusion. Elizabeth agreed to be more direct in the future, and they plan their next meetings. 13. WDPPTNew 07: module. Seven. Being proactive organizations who address diversity proactively will have the most success implementing and enhancing diversity programs encouraging diversity in the workplace. There are many compelling reasons to encourage diversity in the workplace. A diversity program offers the following benefits to an organization. Increased productivity, fewer lawsuits, retention and growth of the business. Increasing marketing capabilities, the fostering of a wider talent pool becoming and being perceived as an employer of choice . Better Moran. Increase creativity of the workforce, improve decision making process and capabilities. Several key trades are common to successful organizations that encourages of port diversity in the workplace is they behave proactively. Support top down. Leadership driven initiatives clearly communicated throughout the organization. Promote ownership of issues throughout the organization. Think and behave inclusively make diversity a part of many initiatives as possible. A strategic plan allows the organization to begin toe work. The vision initiatives. This tasks may be handled by a task force or a change management team or a diversity council. Having a diversity council or similar group is often a good approach because its members represent diverse ethnic and other groups. They serve in an ongoing role, advising about and even overseeing diversity initiatives Conducting a diversity audience, the Diversity Counselor team will want to conduct a diversity audit to gauge where the organization is now and where it wants to be. A on its typically consists of three parts. A document review, one of more surveys and focus groups. Typical projects that emerged after a diversity on it include creation of a corporate diversity policy, diversity awareness, training, revision or enhancement of a job development system. Using neutral language about diverse groups. Youth of job postings to attract diverse talent to new and open positions. Marketing and promotion of the diversity program without an outside the company using the corporate, internal and external websites Building a diversity training program. Often the next step is to conduct a needs analysis and create a dirt diversity awareness training program. It typically includes topics such as Why implement a diversity program in the organization , the dynamics of discrimination, results of the initial diversity on it, understanding that issues of discrimination and the investigation process creating an exclusionary culture action plans for personal and workgroup follow. Other more Pacific courses may follow dealing with topics such as cultural bias or management. Training Pacific to diversity organizations may also set up mentoring programs, designate an affirmative action officer or create outreach programs to inform its constituency of its work and to help attract a diverse talent pool. Instituting diversity recruitment to build a diverse workforce and organization was have a broad candidate pool. Some initiatives to consider are maintain a list of educational institutions with a qualified and diverse student body model. The diversity of the organization to potential recruitment sources utilize a diverse recruiting team so that the organization is appealing to candidates. Perform recruiting, outreach and potential recruiting. Commend communities employ a wide range of advertising venues. Make sure, the website explains, and celebrates the diversity program. Seek out internal employees or suppliers or vendors to identify appropriate candidates. Large organizations in the United States, who are known for proactive diversity initiatives undertaken over a period of time and with significant change management activity include zeros, American Express, Digital, Pepsi and the federal government. While these large organizations have spent significant dollars, many activities to foster diversity in the workplace is cost little or nothing and can be undertaken by organizations of any size, preventing discrimination to prevent discrimination from occurring, you must take firm steps within your organization. Teoh educate managers and employees about what constitutes discrimination and how people must behave in orderto avoid committing discriminatory actions. Actions. Make sure you understand federal laws and any additional laws and acted in your state in a larger organization, Looked of the human resource is department to provide up to date information. If you work for a smaller organization, visit websites to keep up with them yourself and purchase books or periodicals. Maintain open communications about fairness, diversity and discrimination work. To understand the unique needs of each ethnic, cultural, disability or lifestyle group. Consider joining a professional organizations such as the Society for Human Resource Management, where cost effective resource is forms and industry networking opportunities are available . Policy Development. The organization should develop the following policies. Anti discrimination defined discrimination include language about prohibited conduct, complaint procedures, intolerance of retaliation, responsibility of management and corrective action. The company will take with anyone who violates the policy. Anti harassment, define harassment clearly stated it is prohibited, described the complaint procedure. Explain that retaliation is prohibited layout manager's responsibilities and explain what process the organization will follow for investigation and corrective action. Other policies. Similarly, create and public policies for complaints. Anti violence and how your organization handles open door procedures so communications can flow between employees and management. Ways to discourage discrimination Even with strong prevention initiatives in place, discrimination occurs. Organizations have formal and informal systems on, while the formal systems ensure that policies are written and decisions are implemented. Informal and individual systems governed the interaction between members of the workforce and in day to day practices. Hiring practices provide an example. If a candidate is brought in based on a were furrow of a higher manage, the opportunity for human resource is to recruit. A diverse pool of people is diminished. Likewise challenging or design work assignments that comes with people in positions of power and an organization often go to similar people, excluding opportunity for other employees potentially equally or better qualified. Here are several tips for stemming potential discriminatory or offensive behaviors, and actions always work within the framework of the federal and state laws. If you hear observes something questionable, asserting speaker, if you are in a group setting, discussed the issue in a proactive way. Rather than pinpointing specific individuals understand the unique needs of each ethnic, cultural, disability or lifestyle create an atmosphere where protected group members feel comfortable . Case thing where she called his team together and said, I noticed from the last diversity training that it seemed as though many of us didn't fully understand all the rules, laws and policies on diversity in our company. We are very culturally competence, death and I believe, can become even more knowledgeable about diversity. I know we've talked about building Diversity Council in the paths, and while we've never fully gotten a council off the ground, there's no time like the present, is there Anyone who would volunteer to be on a council as well as help promote its helpfulness in the workplace for Sheets smiled at his team as he saw three hands and then 1/4 hand go up volunteering for the job. 14. Module 7 Case Study: machine called his team together and said, I noticed from the last diversity training that it seemed as though many of us didn't fully understand all the rules, laws and policies on diversity in our company very, very culturally competence, death. And I believe we can become even more knowledgeable about diversity. I know we've talked about building a diversity council in the past. While we've never fully gotten a council off the ground, there's no time like the present. Is there anyone who will volunteer to be on the council as well as help promote its helpfulness in the workplace? Rashid smile that his team as he saw three hands and then 1/4 hand, go up volunteering for the job. 15. WDPPTNew 08: module B Coping with discrimination. One only has to check the you'll see website to know that in spite of laws and significant progress against discrimination in the U. S. Workplace, it is still pervasive. If you feel that you have been a victim of discrimination, there are actions that you can take to gather data and protect yourself identifying if you have been discriminated against knowing your workplace rants, depending on the size of your employer, where you live and your profession, you may be entitled to certain legal protections in the workplace, including the right not to be discriminated against because of the race, national origin, skin color, gender, pregnancy, religious beliefs, disability or age and in some countries, marital status, sexual orientation, gender identity or other characteristics. The right toe work in an environment free of harassment. Fair pain to be paid, at least the minimum wage, plus with some job classifications. An overtime premium for any hours worked over 40 in one week or in some places over eight hours in one day. A safe workplace. The right to take leave to care for your own family, members with serious health condition or following the birth or adoption of a child. Potential signs of discrimination, demographics If where you live and the industry in which you work have a high percentage of a particular ethnic group, but its members are not hire. This could indicate institutional racism promotions if specific ethnic groups are not being awarded promotions despite having apparent qualifications and getting good interviews, this could be a sign of discrimination. However, you would have to try to discern whether the particular ethnic groups individuals are the best candidates for the promotional opportunities. High turnover for minorities If members of a particular ethnic group are experiencing high turnover, this can indicate that the environment is not conducive to diversity and can suggest discrimination. Wage discrimination. A wage survey could determine if there is discrimination in the wages offer to a particular group of employees. Any differences should be normalized based on education levels, experience and work performance. Once accomplished, wages should be similar. It is possible that some employers offer less two members of a certain groups, no matter what their qualifications are. Individual stories and experiences, often colleagues who have submitted bids for job postings well compared notes once the job has been awarded examples of potential discrimination. Here are several examples that may be indicated of workplace discrimination for the same infraction. One employee receives a warning, whereas another is fired at a large retail company sells. Women are paid less per hour for work and the same job description as salesman. Engineers over 50 at an aerospace company are not invited to training programs for new technology. A computer program who has become blind is not provided screen reader equipment by their employer. Finally, fine and regional organizations discrimination and complaint policy. If one exists methods of Reprisal. Reprisal is retaliation for injury with the intent of afflicting at least much injury in return. Retaliation occurs when employer employment agency or labor organization takes an adverse action against a covered individual because he or she engaged in a protected activity. The Eel sea describes retaliation as follows. An employer may not fired the moat, harass or otherwise retaliate against an individual for filing a charge of discrimination, participating in discrimination, proceeding or otherwise opposing discrimination. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age and disability, as well as differences between men and women. Performance substantially equal work also prohibit retaliation against individuals who oppose unlawful discrimination or participate and employment discrimination proceedings. Examples include termination or disciplinary action denying a promotion for which the employee was in line threatening the employee who files a complaint assigning more unfavorable task with duties that was normal for the employees previous to the finally the charge or then are currently normal for other employees given the employee poor performance review after the charges filed, especially when previous performance evaluations were positive felling to give a raise. Otherwise do such a seniority race, refusing to communicate with the employees, providing close supervision, especially if it was absent before enforcing work rules previously not enforced or loosely enforced. Encouraging other employees to sun the person making jokes or comments about anything related to discrimination. Moralizing. Criticizing implying disappointment for finally charge any other actions, such as an assault or unfounded civil or criminal charges which are likely to beat the deer reasonable people from pursuing their rights. Choosing a course of action if you suspect that you are being discriminated against, gather and write down answers to the following questions. Where did the alleged discrimination event occur? Who allegedly discriminated against you, your boss, a coworker, someone else in the organization. What did the person doors say to you that were different from how he or she treated others ? Why do you believe a person discriminated against you? Are you able to make a clear link between his or her actions or words and you're protected status? Document the problem. Gather documentation, Take careful notes of key conversation and events. Note the time date and names others who were present. If there are legitimate documents toe, which you legally have excess that support your position, assemble them. These might include company policies, offer letters, performance reviews, memoranda, e mails and other correspondents and your employee handbook. Talk with your coworkers if they witness any events. And let's their support by asking them to document, sign and date their observations or what they heard. Know your rights and legal deadlines. The more you know about your legal rights in the workplace, the more confident you will be in presenting your problem. Check the Eel Sea website and your States Department of Labor. Find appropriate law which has potentially been infringed. You may wish to explore a mediation or arbitration solution. Also known as alternative dispute resolution or 80 are state laws, said deadlines called statutes or limitations, with very depending upon the type of action occur if your employer doesn't take action within a reasonable timeframe or if you are demoted or fire considered whether to take legal action consulting an attorney is an option to learn about the strength of your claim , What deadlines apply and what remedies may be available to you. Ask for meeting with your employer. I understand the grievance procedure Appeal process. Obtain a written copy of the grievance and appeal process from your employer. Have a discussion with your employer. This opens the opportunity to air differences. The problem is stem from an oversight and misunderstanding or lack of legal knowledge. Most companies want to stay within the law and do the right thing. Stick to the banks before meeting with your employer. Write a brief summary, what has gone wrong and your recommendation for resolving the problem. It might help to have someone more objective, such as a friend or family member. Review the facts and brainstorm with you about possible resolutions. Make sure not to leave any important facts out. Remain calm, dealing with a workplace problem can be stressful, but unfounded accusations and emotional outburst won't help you get your point across or make you feel better. Practice your presentation ahead of time to make sure you could remain professional income work toward next steps. You want to gain agreement about what will happen next. Well, the company investigate the problem. When your boss talk to your coworkers or supervisor, what will happen to performance evaluations? Job responsibilities over pointing relationships during the process. Follow. Once you have spoken to your employer, make sure to follow up on the meeting. If your employer promised to investigate the matter or talk with other police, check back to find out the status of those actions. After a few weeks have passed, schedule another meeting with your employer to discuss what progress has been made and resolving your probe. Understand termination if you are being fired from your job, acts for the reasons for your dismissal and acts that the reasons we put in writing course if you resign from your position, challenging a discrimination action is much more difficult. Case study. Ali knocked on the door of his coworkers office Sophia and answered it Hi, Ali. What's up? Come on in. I'm on a break, Ali said. Sophia, I need your help with something. I think I'm being discriminated against here in the office. So feel remembered at their last diversity training that when employees goes so their supervisor, the supervisor needs to keep the matter confidential. While Sofia wasn't a supervisor, she shut the door behind them to give him confidentiality, Ali said. Do I need to tell my supervisor? Should I go to human Resource is Do I need to call a lawyer? Sophia said. Well, first, let's take a look at our company's discrimination and complete policy. Ali X. Do you have a copy? Yes, I asked for one. After our last training, they went over the policy, and Ali took the next step needed in the process. 16. Module 8 Case Study: Ali said. Sophia, I need your help with something. I think I'm being discriminated against here in the office. So he remembered at their last diversity training that when an employee goes to their supervisor, the supervisor needs to keep the matter confidential. While Sofia was in a supervisor, she shuts the door behind them to give him confidentiality, Ali said. Do I need to tell my supervisor, should I go to human? Resource is so I need to call a lawyer, Sophia said. Well, first, let's take a look at our company discrimination as complaint policy, Holly asked. Do you have a copy? Yes, I asked for one. After our last training, they went over the policy, and Ali took the next step needed in the process. 17. WDPPTNew 09: module. Nine. Dealing with diversity complaints as a person. A discrimination complaint is an allegation by an employee of unfair treatment in some aspects of employment based upon individuals, race, religion, age, gender, color, national origin, disability or status as a disabled or Vietnam era veteran or any other characteristic protected by law. What to do If you're involved in a complaint, gather the following information your name. Full address, home or work telephone number, email Address the name, full address and phone number of the person, agency or organization you believe discriminated against you. The details about what happened to you, including dates, times who was involved, as well as names of possible witnesses, printed copies of corporate email messages, memoranda or any other discriminatory incident. Witness information. Copies of Human Resource Is or corporate policies. Facts about when you believe your civil rights were violated or your colleagues rights were violated. Any other relevant information you believe will be helpful in this case. Go to your direct supervisor and asked for a private meeting. State your complaint. Answer any questions your supervisor or manager asked. Your supervisor may complete a complaint form or take notes, ask you to review the information for accuracy and then sign it. Ask for a copy once it's signed. Understanding your row after you give your complaint your supervisor, he or she will refer the case to human Resource is a member of the human Resources Department. Typically will investigate and analyze the incident. Keep a log of any related events that occur after you have made the complaint. Save any written materials that relate to your case. Refrain from discussing a complaint with your coworkers or anyone else. You can expect to be interviewed by an employee of your company, acting as an investigator or by an outside investigator. We'll explain that interview process to you. The person whom you are accusing of discrimination will also be interviewed. After all the facts are gathered in analyzed, a decision will be made in the case creating a support system. First, take comfort in the fact that it is illegal for anyone in the organization to retaliate against you because you file a discrimination complaint. I know that the process can take weeks or months. Try to remain calm. Do not let your emotions get the best of you. Remember that you are protected by the law and have basic rights in the workplace. Therefore, if you've been wrong, there is no reason to overreact as the process should help. To make things right, keep the lines of communication open with your supervisor. Continue your normal work arrival and performance routines. However, if you feel you need some time away from work to resend, it yourself discussed this option which your supervisor It is very important that you not resign your position as this might have a negative effect on your case. It is natural that what you are going through produces stress. In order to defuse any added stress, spend time with your family and friends. Try to enjoy your hobbies. Listen to your favorite music, eat well and exercise. Perform, relax ation or stress reduction exercises. Case study. You vet watched as her manager Shin walked past her cubicle. She got up to tell him something, and then she had a thought and turned back around. She saw her and acts. Can I help you? Even no vet said. Actually, I was wondering if I could meet with you privately to talk about something. Later today, Shand opened up his calendar shore How about four o'clock today? If that agreed to this and went back to her cubicle, she had finally decided to make a formal complaint. But then she remembered that she needed to prepare. First event wrote down the details about what happened to her, including dates, times who was involved, as well as the names of possible witnesses. Then she also wrote down ideas that she had for how the situation could be resolved. Event went to the meeting relaxed and prepared. 18. Module 9 Case Study: event watched as her manager, Shen, walked past her cubicle. She got up to tell him something, and then she had a thought and turned back around. Shouldn't saw her and asked, Can I help you? You that you? That's that. Actually, I was wondering if I could meet with you privately to talk about something. Later today, Shen opened its calendar. Sure, How about for today? She had finally decided to make a formal complaint, but then she remembered that she needed to prepare first give that wrote down details about what happened to her, including dates, times who was involved, as well as names of possible witnesses. Then she also wrote down ideas that she had the health situation to be resolved. Give that once the meeting relaxed and prepared. 19. WDPPTNew 10: module. 10. Dealing with diversity complaints as a manager. Workplace complaints regarding discrimination generally originate with employees or through exit interviews. They can also come through notification of an E, e, O. C. Or similar agency or letter from an attorney. As manager, you are often the first point of contact when employees wishes to make a complaint because efficient and effective handling of a complaint is an important responsibility, it is critical to understand and follow a careful process recording the complaint when you are approached by an employee who wishes to make a complaint scheduling time as soon as possible to meet in a quiet, private setting. If a formal complaint form exists within the organization, use it to note all the details. If not, take careful hand written notes. Listen attentively to the employees responses based on the questions you ask during the interview at the minimum acts for and document the following information date and time of the complaint. Name of employees filing a complaint, home and work, telephone numbers and email addresses, employees position and supervisor name of accused employees, Accused employees position the incident, but incidents of the complaint make sure to be objective fair and consistent and respond clearly and consistently. Teoh Any questions the complaint ask thank the individual for his or her willingness to file a complaint and assure the employees that you will maintain confidentiality. Advised the individual of the next steps in the process. Identifying appropriate actions In many companies, there is a designated diversity officer or member of the human resources department who is responsible for taking and investigating diversity complaints. If you work at a small company without a designated individual or human resources department, go to your direct supervisor and ask whom you should file your report. Provide your notes and records to this person at no time. Discuss the complaint with anyone else as the person who made the complaint was promised confidentiality. Under no circumstances should you ever ignore a complaint chills in a path and discrimination cases, it is likely that an investigation will occur. Your action path must include a high degree of professionalism and cooperation. Below are several suggestions. Participate fully in an investigation. Continue to monitor situation in your work group report. Any new complaint information you receive to the diversity officer or human resource is representative. Arrange for a short Paley for the employees if warranted. If the issue is a violation and your employees is being accused, you may need to temporarily reassign him or her obtain pertinent advice from your human resource. Is department a soon business? As usual, Remain calm and cordial and business like in your interactions with all your team members and colleagues. Continue to maintain an open door environment, be consistent, continue enforcing policies and rules consistently and fairly. Case study. Henry Side as he sat across from his boss, Sheila. That's everything. I waited for a long time to tell you about the harassment because I was afraid I'd get into trouble, Sheila said. I just want to let you know that I will be referring this complaint to the human Resources Department. Everything you said will be kept confidential, she said. Then she said to Henry, I am glad you let me know how you have been filling. You did the right thing telling me, Henry visibly relaxed. I'm so glad you said that, Sheila. And before he left, Sheila said, I just wanted to remind you not to discuss this matter with your co workers, to make sure that this is handled properly and professionally. Henry said that he would not discuss the complaint with his co workers. Then he returned to work, relieved that he had made the complaint. 20. Module 10 Case Study: Henry cited. He sat across from his boss, Sheila. That's everything. I waited for a long time to tell you about the harassment because I was afraid I'd get into trouble, she lets said. I just want to let you know that I will be referring this complaint to the human Resources Department. Everything you've said Well, because confidential. She then said, I'm glad you let me know how you've been feeling. You did the right thing telling me, Henry visibly relaxed. I'm so glad you said that she loved. Before he left, she lets said. I just wanted to remind you not to discuss this matter with your coworkers, to make sure that this is handled properly and professionally. Henry said that he would not discuss the complaint with his co workers. Then he returned to work, relieved that he had made the complaint 21. WDPPTNew 11: module. 11 dealing with diversity complaints. As an organization, an organization must take specific actions Once a complaint has been filed, all complaints must be taken seriously and dealt with in a professional manner. As a company, you should be prepared. We have documentation, policies and procedures. The follow. If a complaint is ever made, we will look at the processes involved if ever a complaint is put forth receiving a complaint. If your organization has a formal complaint form and the complaint consists of notes, transcribed them to the complaint form to make sure the information is complete, treat the person with respect and compassion. Do not blame or retaliate against the complainer. Follow documented policies and established procedures weighing the need for an investigation based on the severity of the complaint. Whether there is disagreement about the incident and how any similar complaints were handled in the past decide whether an investigation is warranted. If the issue is simple and straightforward or easily resolvable, a full investigation may not be warranted. But if the charge is serious, or you sense that there other factors below the surface at play, an investigation is in order. You can identify one or more company employees to conduct the investigation, use a license investigation professional or retain an attorney to conduct the investigation . A company investigator should have some prior experience, along with the ability to remain impartial and discreet. He or she should have higher ranking, if possible, been the complaint. Certain situations merit the use of an outside investigator. They include. Your organization does not have an individual qualified to conduct the investigation, The complaint involves. Why spread discrimination? The person accused of the infraction is a high level employees. A company practice or policy is challenged as having a negative impact on a particular group. The complaint has been publicized in the community on radio, TV or the Internet. The complaint has hired an attorney, file charges with the E, O. C. Or other state or federal agencies, or filed a lawsuit. Conduct an investigation. You will want to find out who complained Why? Who is being accused of discrimination, whether any witnesses have been named and what potential employment decision is being questioned. Follow the process below number one. Map out the investigation. Asked some open ended questions to set the stage. What do you need to find out who might have important information. How best to obtain it. Number two assembled documents and other evidence. Collect relevant email messages, employee files, performance reviews, attendance records, the work history of the complaint and they accuse, and any other documentation you feel will be helpful include copies of company policies, number three plan and conduct interviews. You will interview the complaint the person or persons accused of discrimination and any witnesses explain the investigation process. The fact that confidentiality will be respected, that Reprisal retaliation is prohibited and that there will be opportunity for questions or concerns. Take careful notes if you plan to tape the interviews, make absolutely certain that you have received written consent forms from all involved persons. Note that a union member has a right to bring a representative to the interview if requested. When you interview an accused person or witnesses, take care not to divulge any unnecessary information. Number four review and evaluating the evidence. Examine the facts an excess plausibility and credibility. Do witness reports support the complaint? Try to draw conclusions. No, you may need a second opinion to validate their soundness. Determine whether misconduct occurred. The three most probable outcomes are that mistaken conduct occurred did not occur, or it cannot be determined whether misconduct occurred. Choosing a response, Take action If you find that discrimination occurred, take corrective action you want to. A in the discrimination will be. Remedy the victims situation. Carefully evaluate the circumstances and consider corrective actions. The punitive actions should correspond to the level or severity of the infraction or infractions. And even if a solid conclusion cannot be made, preventative actions can be taken either way. Options include warnings to avoid offending conduct in the future, training or educational programs individually as a group or company. Wide verbal counseling or warnings suspension, a corrective action plan for promotion. Eri period. The furrow of a Performance Review Day demotion, transfer of the offending employees reduction and salary or salary freeze termination with calls. Document the investigation. Keep all nose and documentation of the findings. Write a short former report explaining the decision, along with the reasons. Keep it copy and the company's confidential files. It should never go into an employee's personal file. Follow up. Contact the complaint on occasion to make sure that the problem has stopped, that there has been no retaliation and that the employee feels safe and comfortable at your discretion. You may also wish to contact accused employees as well to make sure things have returned to normal learning from the complaint, regardless of the outcome of the complaint. If you found ethnic, racial, gender or disability practices, now is the time to make things better. Be lower some actions your organization should consider taking right or enhance your affirmative action and discrimination policies and procedures. Make them available through multiple outlets such as employee handbook, bulletin boards and the company. Internal website. Train one or more qualified employees in your company To conduct complaint investigations. Add a page about the company's diversity programs to your company's website if one doesn't exist. Institute new diversity training programs or new program modules. Raise your management training bar so that managers and supervisors understand how to handle discrimination claims efficiently and effectively examine and modify promotion and hiring practices to make sure they're airtight. Would respect to protected classes in hiring and promotion Case study. Joanna felt like her stomach was in knots after making a complaint about a coworker. She had thought about trying to resolve the situation herself, but she was too worried about retaliation from her co worker. Her manager, Carlos followed all policies and procedures of the company by the book. He noticed that she was frowning and seemed distracted. Joanna, you still let worry. Is there anything else you want to say? Joanna said. Do you think there will be a full investigation? Will this be handled quickly, or will it take a long time? Cardinal said these matters can take time to result. However, sometimes complaints don't need a full investigation If they can be easily resolved, I will take this matter to human Resource is and we'll go from there. Joanna felt better knowing that her complaint was being taken seriously and that her manager had been honest with her. 22. Module 11 Case Study: Johanna felt like her stomach was in that after making a complaint about a coworker, she had thought about trying to resolve the situation herself. But she was too worried about retaliation from her co workers. Her manager, Carlos, followed all policies and procedures of the company by the book. He noticed that she was drowning and seemed distracted. Johanna, you still look worried. Is there anything else you want to say? Johanna said. Do you think there will be a full investigation? Will this be handled quickly, or will it take a long time? Carlos said Thies matters can take time to resolve. However. Sometimes complaints don't need a full investigation If they can be easily resolved, I'll take this matter to human Resource is, and we'll go from there. Johanna felt better knowing that her complaint was being taken seriously and that her manager had been honest with her 23. Closing Comments: Although this workshop is coming to a close, we hope that your journey to improve and apply the skills you learned is just beginning. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months and years to come. We wish you the best of luck.