Including lost productivity, training time, and so on, how much does it cost to fill an average non-executive vacated job? What type of discrimination lawsuits have increased the most in recent years? When they have finished, your observers should immediately fax or mail the completed assessment by the due date on the cover letter. Communicate with and influence people who are different from them in positive ways? What percentage of the U. Do not send this instruction letter—just the form. The only time that cooperation may not be a good choice is when there is not time and we must act immediately, for example, if there were a fire in the building and we needed to escape immediately rather than discuss it. Although they make up 43 percent of the workforce, what percentage of senior management positions in the United States are held by white men? Understand the business case for diversity? Unfortunately, this can be just as damaging to their self-perceptions and the perceptions of those outside the group as is stereotyping by others.
About 35 percent of new managers fail in their jobs within the first eighteen months. Demonstrate awareness of my biases and consciously try to control assumptions about people? National Committee on Pay Equity a. By: due date fax or send to: You do not need to send the Instruction letter, just this form. Cultural Competence: 360-Degree Assessment Instructions for Participants. Believe and convey that non-traditional employees are as skilled and competent as others? You relate to people in a way that values diversity. It will go straight to the person tabulating the results, who will compile your ratings with the ratings from four to eight other people. Output: Diversity Initiative Chart of Work; Team Formed Step 6—How far did we get? Turn over responsibility to people who are different from them as often as they do to people who are like them? Understand the business case for diversity? Cornerstone 1: An Inclusive Definition of Diversity.
The workbook will also help participants understand their organization's diversity initiative and their role in supporting it. Questions Why do you think the Platinum Rule may be an effective principle for valuing diversity? Cultural Competence: Assessment Form for Observers. If they cannot send a fax, make sure they mail their forms at least a week ahead of time. Census Most poor people in the United States are: a. We want to expand who uses our services by becoming more inclusive of all people.
Do not send this instruction letter—just the form. Cultural Competence: Assessment Form for Observers. Leading Diversity: Assessment Form for Observers. Seek new information about people with other diversity dimensions? The feedback is a tool to help you create your own Developmental Action Plan, found later in this workbook. Assess their own cultural competence strengths and weaknesses? Leading Diversity: 360-Degree Assessment Instructions for Observers.
Inclusion Inclusion refers to practices and behaviors designed to create a workplace that values and is respectful of everyone, regardless of their dimensions of diversity. Communicate with and influence people who are different from them in positive ways? Let go of the past once issues have been addressed? Cultural Competence: Assessment Form for Observers. Department of Labor in 1987 to determine what the composition of the American workforce would be in the year 2000. Cultural Competence: Understanding and Using Your Assessment Results. Cornerstone 3: The Cultural Competence Scorecard.
How much will the average American woman and her family, if she has one lose over the course of her lifetime because of the wage gap between men and women? Copyright © 1996 by McGraw-Hill. Cultural Competence: Assessment Form for Observers. In the meantime, share your new innovations and ideas with people in the Bridging category, as they may be able to integrate your new and progressive ideas into the systems to move the change forward. Pfeiffer books and products are available through most bookstores. While this type of assessment can feel a bit intimidating, it also provides you with a rare opportunity. Apologize when they have offended someone? Stretch beyond their comfort zone to understand differences? Stretch beyond their comfort zone to understand differences? This Diversity Mosaic Participant Workbook includeseverything each employee needs to know to increase awareness andmake the most of the diversity initiative: 360-degree assessment,instructions for assessors content, template letter, perforatedobserver forms, and scoring sheet. Diversity Mosaic Workshop Reaction Sheet for Developing Cultural Competence Cultural Competence: 360-Degree Assessment Instructions for Participants Cultural Competence: Self-Assessment Form.
. Assess their own cultural competence strengths and weaknesses? Stretch beyond their comfort zone to understand differences? Conflict Styles Everyone has a conflict style. Try to do both as soon as possible. Diversity and Inclusion Action Plan. Forms received after the due date cannot be included in the results, so make sure you complete it in time. By: due date fax or send to: You do not need to send the Instruction letter, just this form. Seek new information about people with other diversity dimensions? The following guidelines for effective feedback provide a straightforward way to let others know how their behavior affects us.
Chicago-Kent College of Law a. Give constructive feedback by addressing the behavior of people who make derogatory or stereotypical comments? Let go of the past once issues have been addressed? University of Georgia, Selig Center for Economic Growth a. Cultural Competence: Assessment Form for Observers. My manager is a positive role model of valuing diversity. We need to prevent tarnish to our reputation and enhance our public image. This can include stereotyping others or ourselves.
Cultural Competence: 360-Degree Assessment Instructions for Observers. Assess my own cultural competence strengths and weaknesses? By: due date fax or send to: You do not need to send the Instruction letter, just this form. Get to know people as individuals? Let go of the past once issues have been addressed? Do not send this instruction letter—just the form. Please do not just tell him or her what you think he or she wants to hear. The Diversity Mosaic Participant Workbook: Leading Diversity is designed to help people who manage others and set policy at all levels executives, middle managers, supervisors, group leaders, and board members to develop knowledge, awareness, and skills required by leaders in creating a truly inclusive organization. Laughing at inappropriate jokes is active cooperation.