Join Catherine Mattice Zundel for an in-depth discussion in this video Overcoming Challenges, part of Managing Diversity.
- Leadership guru, John C. Maxwell, once said,…"Change is inevitable.…Growth is optional."…As you implement a diversity and inclusion,…or D&I program, you will find some resistance…from your employees, managers, and even leaders.…People like the status quo, and while they know…change is always inevitable, many times you have to…encourage them to grow into the new way…of doing things.…There are many reasons people don't like change.…First, people fear losing something of value,…such as power, social opportunities, comfortableness,…sense of direction, or relationships.…
For example, some of your managers may believe…their power over subordinates derives…from their ability to create work schedules.…If you allow telecommuting, these managers will fear…that their power as managers will be degraded.…They start to wonder how else will they earn…respect and keep people in line, if they can't…reward them by offering the prime work shift?…Second, some may lack trust in leadership…or misunderstand their motives.…In the case of D&I, this could translate into…
She outlines a process for creating a strategic plan and benchmarks for success. To bring your plan to life, she provides tips for implementing a diversity policy, recruiting and hiring, and asking diversity-related questions during interviews. (Compliance issues are also discussed along the way.) Catherine also explains how to integrate diversity within the performance management processes, including measuring employees on their ability to work well with others and measuring managers on their ability to drive and implement diversity initiatives.
Last, she covers "people practices," such as improving communication through open-door policies and ensuring work-life balance accommodates employees' lives and family responsibilities. When you're faced with organizational challenges, such as resistance to change, prejudice, or fear, Catherine provides tools to address them head-on.
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