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Are You Ready to Create a Diverse Workforce?

A diverse workforce is one of your greatest assets, yet precious few companies have learned to leverage its power. Beyond recruitment and hiring, many businesses fall short when it comes to retention and motivation of the diverse workforce they worked so hard to employ. For minority employees, the missing piece is often a strong sense of self and an appreciation for who they are and what they offer.

Leveraging Diversity at Work goes beyond calling for diversity to give business leaders the knowledge and tools they need to profit from our differences. Minority workers will also find real-world inspiration for contributing to their company's vision, mission and success.

This book helps companies who understand the value of diversity to build, retain and leverage the diverse workforce they need to be competitive in this country, as well as the global market. The book starts in the very beginning where most books and training programs don't. Before any executive can implement long term organizational change, the company must ensure the cooperation and conviction of its employees. I am reminded of the saying, "If you think you are leading and no one is following, then you are just out for a walk."

You'll learn how to:

·Move beyond "valuing" diversity to leveraging its power

·Get buy-in from everyone before imposing diversity initiatives

·Reduce turnover by keeping people motivated to perform

·Eliminate stagnation at entry-level positions

·Convert "equal opportunity" to an advantage at upper levels of management

·Ensure follow-through on training and program implementation

Leveraging Diversity at Work lays the foundation for the transformational work that must be done first with every member of a company. First of all, the members of the majority culture---in the business community that is generally white, upper middle class males---must understand the reason why managing diversity is in the company's best interest. Then, they must develop some empathy for what it truly is like for members of the minority culture. Only after that inside out work is accomplished will a managing diversity program be effective. Without the internal mindset sift, any diversity initiatives will be undermined, either consciously or subconsciously by the majority culture and those in positions of power.

Another thing that makes this book unique is that it addresses the responsibility of minorities in creating an environment where diversity is valued. Until members of a minority culture can embrace who they are and recognize the true value that they bring to the table, it makes it difficult for others to value what they have to offer. This book helps minorities develop a strong sense of self and an appreciation for what they have and who they are so that they can solidly add to their company's vision, mission and strategic planning.

Leveraging Diversity at Work: How to Hire, Retain and Inspire a Diverse Workforce for Peak Performance and Profit is the book that will truly assist companies in their journey toward cultural competence and a true sense of valuing diversity from both a personal and business perspective.

This Book Is a Great Investment:

We designed this book with you in mind. We know you are busy. We know how tedious it can be to read some of the technical business books that are out there. We wrote our book in storytelling style so it will be something you will enjoy reading. This won't be a book you buy and then leave sitting on your shelf.

The book starts in the very beginning where most books and training programs don't. Before any executive can implement long term organizational change, the company must ensure the cooperation and conviction of its employees. I am reminded of the saying, "If you think you are leading and no one is following, then you are just out for a walk."

Leveraging Diversity at Work lays the foundation for the transformational work that must be done first with every member of a company. First of all, the members of the majority culture—in the business community that is generally white, upper middle class males—must understand the reason why managing diversity is in the company's best interest. Then, they must develop some empathy for what it truly is like for members of the minority culture. Only after that inside out work is accomplished will a managing diversity program be effective. Without the internal mindset sift, any diversity initiatives will be undermined, either consciously or subconsciously by the majority culture and those in positions of power.

Yes, you can regulate behavior as long as you are there to "catch" people when they aren't behaving as you'd like, but if you want true compliance with diversity incentives, then you must create an environment where workers understand the value and importance of embracing differences. Our book starts in that very place.

All Employees will Develop an Understanding of Their Own Culture and Biases:

Many companies have avoided diversity training that really gets at the root of the issues because when they look around at their workers, everyone seems to be getting along fine. There doesn't seem to be much disharmony on the surface and they are afraid to talk about differences because that may "stir up things." Well, in order to stir things up, there must be something there to stir in the first place!

We all have cultural values and influences that determine our behavior on a moment-to-moment basis. Most of these things occur on such an automatic, nonconscious level that we are really at the mercy of our early conditioning. Bringing these issues to consciousness and closely examining them is the only way to really impact our thinking and subsequently, our behaviors from the inside out.

Reduce Resistance/Increase Cooperation:

When done well, good diversity initiatives provide a road map for the entire company or organization to follow. This creates a workplace where everyone is aware of the direction of the company and understands his or her role in supporting that vision. Everyone can be on the same page at the same time.

When employees have experienced the type of preparation this book endorses, then they will have the internal motivation to embrace difference. You won't have to be standing over their shoulder to get them to cooperate. External supervision will not be necessary for most employees.

Decrease Gossip in the Workplace:

When you provide a forum for people to discuss their similarities and differences, then gossip is decreased. The book provides information about possible ways to accomplish this.

Decrease Time Mediating Disputes
between Employees:

How much time do you currently think you and your managers spend mediating problems between employees? Wouldn't it be great if there were a system in place to minimize the occurrence of disputes? And then when they do occur, there is a proactive system that already exists to create win/win/win solutions for everyone.

Prevent Discrimination Litigation:

When you follow the steps outlined in the first half of this book, all employees will be encouraged and provided experiences to understand that difference is to be valued. Minority employees develop an understanding of what it is like to be a member of the majority culture and are encouraged to develop a certain sensitivity for that position. The majority culture is provided an opportunity to actually experience a little piece of what it is like for a member of the minority culture. When this understanding occurs experientially and stereotypes are challenged, behaviors that lead to litigation are greatly reduced.

Create a Respectful Workplace for Everyone:

The old mentality of "us" versus "them" can be avoided and a "we" paradigm can be fashioned when respect is the motto of the workplace. I know that people can get crazy about political correctness and that is not what I'm talking about here. I'm talking about the Platinum Rule: Do unto Others as They Would Have You Do unto Them. This requires some time to learn about other's preferences, but simply getting in the mindset of treating everyone with respect will go a long way to creating a workplace where every is comfortable and productive.

Improve Employee Morale:

Whenever employees are valued for the intrinsic characteristics they bring to their work environment, they are naturally more satisfied at work. Happy employees, satisfied employees, appreciated employees will work harder for you and your company.

Reduce Paid Sick Time:

When people are happy and satisfied on the job, they experience far less stress-related illness, thus reducing the amount of sick time will you need to pay out.

Create Employee Loyalty:

When employees feel respected, appreciated, important and listened to, it will be difficult for them to speak negatively about you or your company. You will create loyal employees who spread the good word about how satisfying it is to work for your company.

Increase Employee Retention:

Do you know it is estimated that it costs between 25% and 250% of a worker's salary to replace them when they leave? Reduce turnover by keeping people motivated to perform. Increasing employee retention alone will save you tons of money. Happy, satisfied, loyal employees are much less likely to jump at the first available opportunity to come along. Your workers will stay longer than your industry average.

Enhance Interpersonal Relationships:

When people begin to understand how much culture impacts everything we do and there is value in difference, their appreciation level increases. Instead of negatively evaluating someone who behaves in a different way than they would, they begin to look at that person's ways as simply different, not wrong. Once the value judgment has been removed, then interpersonal relationships can be enhanced.

Improve Teamwork:

Move beyond "valuing" diversity to leveraging its power. Everyone knows that when people get along better, teamwork will be greatly enhanced. Rather than forcing relationships and spending a lot of time deciding who is correct, teams that value diversity will consider everyone's input as valuable. All avenues will be considered and people will not argue about the righteousness of doing things a particular way because it is the "right" or "best" way or because it has always been done a certain way.

Create Fresh Ideas for Problem Solution:

When teamwork is working effectively, then all opinions are valued and given equal merit. This will result in some creative problem solving, considering solutions that perhaps hadn't even been voiced before.

Inspire Creativity:

When employees know that their opinions and ideas are valued, then they are free to unleash their creativity. People who are afraid and fear ridicule do not produce quality work. When you want creative ideas, nurture an accepting, supportive atmosphere for all.

Obtain Peak Productivity:

Your workers will give you their best when they have the benefit of a supportive work environment. By encouraging creativity and cultural expression, your employees can be their authentic selves and will be so thrilled not to have to acculturate to a corporate mold that they will do their best work for you.

Another thing that makes this book unique is that it addresses the responsibility of minorities in creating an environment where diversity is valued. Until members of a minority culture can embrace who they are and recognize the true value that they bring to the table, it makes it difficult for others to value what they have to offer. This book helps minorities develop a strong sense of self and an appreciation for what they have and who they are so that they can solidly add to their company's vision, mission and strategic planning.

Generate New Approaches to Marketing:

When you hire and empower a diverse workforce to represent the customers you serve, then you will gain valuable insight into the purchasing patterns of targeted groups. Your diverse workforce will be able to provide you with innovative approaches to increase your sales.

Capture New Market Shares:

When consumers have a choice between doing business with a company that has no people who represent them and one who does, which do you think they will choose? If you want it to be you, make sure you not only have representation in your employ, but that you also have them in positions of power. Eliminate stagnation at entry-level positions. Convert "equal opportunity" to an advantage at upper levels of management.

Increase Your Profit Margin:

Are you ready to profit from our differences? A diverse workforce is one of your greatest assets, yet precious few companies have learned to leverage its power. Beyond recruitment and hiring, many businesses fall short when it comes to retention and motivation of the diverse workforce they worked so hard to create. For minority employees, the missing piece is often a strong sense of self and an appreciation for who they are and what they offer.

Leveraging Diversity at Work goes beyond calling for diversity to give business leaders the knowledge and tools they need to profit from our differences. Minority workers will also find real-world inspiration for contributing to their company's vision, mission and success.

Create an Action Commitment for Change:

This book will help you assess the strengths of your company as it is now and provide you with action steps for the future to improve what already exists. Ensure follow-through on training and program implementation. You will have a direction and many concrete examples of where to go from here.

Leveraging Diversity at Work: How to Hire, Retain and Inspire a Diverse Workforce for Peak Performance and Profit is the book that will truly assist companies in their journey toward cultural competence and a true sense of valuing diversity from both a personal and business perspective.

If after reading this letter you still aren't convinced, you have more questions or simply want some more information, please email Kim@CoachingforExcellence.biz or phone me at
708-957-6047. I will be happy to talk with you.

Make today the day you want it to be!
Unleash the power within you.

Kim Olver
Coaching for Excellence
(708) 957-6047
Kim@CoachingforExcellence.biz
www.CoachingforExcellence.biz

Copyright © Coaching for Excellence, LLC. September, 2006. All Rights Reserved.