DAWSON'S DIVERSITY THOUGHTS
We all have core values, derived from our daily people-contacts from infancy to date. "The fundamental law of human beings is interdependence. A person is a person through other persons." Archbishop Desmond Tutu made this statement many years ago and his quote is the kickoff statement to many of my workshops. We are who we are because of the personal contacts we have had in our lives...our parents, siblings, friends, teachers, ministers, employers, etc. As a Diversity trainer, it is not my job to change those core values, although to change negative core values would certainly be a perk.
To enlighten an employee to the degree that it changes their core values is simply something nearly impossible to accomplish within a few hours or sometimes even a lifetime. Our government doesn't (and cannot) legislate core values. You have the right to think and believe whatever you please. However, behavior as a result of those core values, is legislated and must be monitored and kept in check by strong laws and policies for a respectful and harassment free workplace. EEO GUIDANCE Diversity sessions work toward making employees and managers "Change Agents for Diversity," and moreRESECTFUL!
Thanks for visiting the EEO GUIDANCE, Inc. website. It is my goal to make America's workplace moreRESPECTFUL...one
employer at a time.
Respecting Diversity = Equality For All
WE KNEW IT ALL ALONG: THE BENEFITS OF DIVERSITY
This truth isn't a shocking revelation to those who have always proposed that companies who manage their Diversity in a healthy manner will reap positive benefifts. However, it is new that we now have something more definitive to hang our sombreros and caps.
The Ohio State University Fisher College of Business, along with assistance from the University of Delaware , Michigan State University , and Florida A&M University , has published a paper touting the benefits of having a good diversity plan. The paper indicates a well thought out and enforced diversity plan can have a positive impact on financial performance.
In the 34 page study (found at: http://fisher.osu.edu/fin/dice/seminars/diversity20.pdf), the statistical correlation between diversity management and financial performance is clearly outlined. The report states, "Contrary to prior studies, we find that affirmative action awards and discrimination lawsuit settlements have no significant impact on stock prices. The filing of discrimination lawsuits, however, does produce a negative and significant price reaction. We contend that our results indicate competitive advantages for firms that promote and manager diversity, rather than firms which meet minimum affirmative action standards."
Further, the paper's introduction begins with, "Human resource theorists expect improved performance and increased value for companies providing programs that integrate diversity initiatives. At the very least, market share and productivity may be in jeopardy for firms that lag in developing a diverse workforce or that fail to create an environment that encourages positive interactions among heterogeneous groups of workers."
"The evidence suggests that it is not compliance with affirmative action standards, but proper management of diversity initiatives that is viewed positively by shareholders." The report is very thorough in its examination of the link between creating a diverse and respectful working environment and the financial performance of the company. "The evidence suggests that it is not compliance with affirmative action standards, but proper management of diversity initiatives that is viewed positively by shareholders."
United Nation’s Principles on Tolerance
“Tolerance is respect, acceptance, and appreciation of the rich diversity of our world’s cultures, our forms of expression and way of being human. It is fostered by knowledge, openness, communication and freedom of thought, conscience, and belief.”
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