Valuing Differences in the Workplace

Valuing Differences in the Workplace Satellite Seminar — Participant Handout April 23, 2003

National Food Service Management Institute The University of Mississippi P. O. Drawer 188 University, MS 38677-0188 Phone: 800-321-3054 Fax: 800-321-3061 E-mail: [email protected] Web: www.nfsmi.org This project has been funded at least in part with Federal funds from the U.S. Department of Agriculture, Food and Nutrition Service through a grant with The University of Mississippi. The contents of this program do not necessarily reflect the views or policies of the U.S. Department of Agriculture, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government. The University complies with all applicable laws regarding affirmative action and equal opportunity in all its activities and programs and does not discriminate against anyone protected by law because of age, color, disability, national origin, race, religion, sex, or status as a veteran or disabled veteran.

Table of Contents Objectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Embracing Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Interview Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Ground Rules for Communicating Across Cultures . . . . . . . . . . . . 6 Diversity’s Three Dimensions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Cultural Knowledge Test . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Think, Pair, and Share . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Pretest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Posttest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Satellite Seminar Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Suggested Readings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Leadership Development for Managers Collection . . . . . . . . . . . 12 Answer Keys . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 ASFSA Continuing Education Credit Form . . . . . . . . . . . . . . . . . 13

Valuing Differences in the Workplace National Food Service Management Institute 2

Objectives At the completion of this satellite seminar, participants will be able to: • Gain a broader knowledge base about the dynamics of culture in the United States and its influence on the workplace. • Identify skills that open lines of communication while fostering understanding of others. • Develop and implement personal strategies to increase knowledge about different cultures.

Definitions Culture - modes of speaking, believing, relating, and behaving that arise from other people’s need to understand and relate to the world (s) around them.

Diversity - wide condition of differences that exists between and among people and organizations.

Dimensions of diversity - three distinct segments of cultural diversity that help us understand and value each other: physical, environmental, and psychological/emotional.

Cultural conditioning - the degree to which our behavior is controlled by automatic, even unconscious, reflexive reactions to differences in people that stem from our life experiences, ideas, and exposure to others.


Embracing Diversity The tension and conflict that diversity can create in your Child Nutrition Program may be avoided with a greater understanding of diversity and our own reaction to these differences. Our attitudes and actions can help create a workplace in which diversity is embraced, a workplace that: • Fosters respect and trust • Promotes a free flow of ideas • Encourages open and honest communication • Enables effective listening • Overcomes barriers • Maximizes individual potentials • Enhances cooperation Respecting individual strengths can encourage strong performance, high productivity, loyalty, innovation, creativity, and a steady source of knowledge.

NOTES


Interview Introduction Pair off with another person, preferably one who is not well known to you. Interview that person for 2½ minutes, writing down your partner’s answers to complete the statements below. After 2½ minutes, exchange roles and allow yourself to be interviewed by your partner. Think of a creative way to introduce your partner to the entire group when the facilitator calls “time!” 1. My full name is ______________________________________________________________, and my place of birth is _______________________________________________________. 2. My job title is ________________________________________________________________, and I work at ________________________________________________________________. 3. One reason that I chose this field is_____________________________________________ _____________________________________________________________________________. 4. One thing I enjoy about working in Child Nutrition is ___________________________ _____________________________________________________________________________. 5. In my spare time I like to ______________________________________________________ _____________________________________________________________________________. 6. If I had $50,000 extra and six months off with pay, I would _______________________ __________________________________________________________________________.


Ground Rules for Communicating Across Cultures When discussing such sensitive issues as age, racism, sexism, sexual orientation, and disabilities, some people can become emotionally charged and very uncomfortable. When discussing such issues • Try to remain calm and open. • Work to identify the issues or emotions in the beginning. • Try to establish rapport. • Acknowledge people’s views even when you cannot agree with them. This will send the signal that you respect them as individuals and will help keep the lines of communication open. • Take the attitude that there are no right or wrong answers, just differences in perspectives. • Be careful with the words you use. Many of the words and expressions we use without thinking can be “hot buttons,” causing rage, suspicion, or hurt feelings.

Diversity’s Three Dimensions The following are three distinct segments of cultural diversity that help us understand and value each other. • Biological - areas we perceive about others using our five senses. These areas can be observed physically or assumed about one due to outer appearance. These characteristics cannot be altered and include race, gender, physical abilities/qualities, and sexual/affectional orientation. • Environmental - involves environmental characteristics which can be changed and which influence one’s outlook on the world such as marital status, region where one was born or raised, military experience, economic status, occupation, education, etc. • Psychological - is the invisible dimension consisting of how we think, learn, manage, perceive the world around us, and process information.


Cultural Knowledge Test How much do you know about different cultures? Answer True or False for these statements. Perhaps a fragment of both responses might apply. 1.

T

F

Laughter is a universal symbol of humor.

2.

T

F

Time controls most Latin cultures as it does in the United States.

3.

T

F

For most Native Americans, when a child is being reprimanded by an adult, eye contact with the adult is a sign of honesty and respect.

4.

T

F

Since European Americans and African Americans grew up in the same society, they share similar values, beliefs, and behaviors.

5.

T

F

It shows that you respect other cultures when you use words and phrases in their language or dialect.


Think, Pair, and Share Based on your experiences, what are the top three challenges as they relate to diversity In the city or town where you live 1. 2. 3. Within your department 1. 2. 3. At your school in general 1. 2. 3. What action steps can Child Nutrition take to address concerns and issues of diverse groups in the workplace and to build more productive working relationships?

What action steps will you take as an employee and recommend to your peers to better address issues related to diversity in the workplace and in customer relations?


Pretest Directions: Read the following questions and circle the correct response. This pretest is intended to be used as a self-evaluation tool. 1.

Putting everyone into one “pot” and blending together into one society was referred to as the “melting pot.” a. True b. False

2.

By creating a workplace in which diversity is embraced we foster respect and trust. a. True b. False

3.

It’s not necessary for people in the workplace to be conscious of sensitive issues such as sexual orientation, religion, or politics. a. True b. False

4.

Many of the words and expressions we use without thinking can be “hot buttons,” causing rage, suspicion, or hurt feelings. a. True b. False

5.

There are only two categories into which we can break diversity, biological and psychological. a. True b. False

6.

Generation Xers, born in the years 1965-1980, are content with personal and professional achievement rather than monetary reward. a. True b. False

7.

Establishing direct eye contact with the person you are speaking to is always considered to be a sign of honesty and confidence. a. True b. False

8.

Some forms of disability such as color blindness or dyslexia may hinder effective communication. a. True b. False

9.

Telling jokes or making comments that can be considered sexist or racist is never appropriate. a. True b. False

10. Time controls most Latin cultures as it does in the United States. a. True b. False


Posttest Directions: Read the following questions and circle the correct response. This pretest is intended to be used as a self-evaluation tool. 1.

Establishing direct eye contact with the person you are speaking to is always considered to be a sign of honesty and confidence. a. True b. False

2.

It’s not necessary for people in the workplace to be conscious of sensitive issues such as sexual orientation, religion or politics. a. True b. False

3.

Telling jokes or making comments that can be considered sexist or racist is never appropriate. a. True b. False

4.

There are only two categories into which we can break diversity, biological and psychological. a. True b. False

5.

Putting everyone into one “pot” and blending together into one society was referred to as the “melting pot.” a. True b. False

6.

Some forms of disability such as color blindness or dyslexia may hinder effective communication. a. True b. False

7.

By creating a workplace in which diversity is embraced we foster respect and trust. a. True b. False

8.

Generation Xers, born in the years 1965-1980, are content with personal and professional achievement rather than monetary reward. a. True b. False

9.

Time controls most Latin cultures as it does in the United States. a. True b. False

10. Many of the words and expressions we use without thinking can be “hot buttons,” causing rage, suspicion, or hurt feelings. a. True b. False


Satellite Seminar Evaluation Please complete this evaluation and fax or mail to NFSMI within two weeks. Mark the number which best describes your feelings about Valuing Differences in the Workplace. Strongly Agree

Strongly Disagree

1. This satellite seminar presented valuable information.

5

4

3

2

1

2. The education level was appropriate.

5

4

3

2

1

3. The accompanying handouts were useful.

5

4

3

2

1

4. I received at least one idea that can be used in my program.

5

4

3

2

1

5. The length of this satellite seminar was good.

5

4

3

2

1

My position is (please mark one): Food Service Assistant State Agency Staff

Manager

Director

Other (Please specify)

Name of the state and viewing site : Suggested topics for future satellite programs:

Additional comments:

MAIL OR FAX TO: Valuing Differences in the Workplace Satellite Seminar National Food Service Management Institute The University of Mississippi P.O. Drawer 188 University, MS 38677-0188 Fax Number: 800-321-3061


Suggested Readings Copeland, L. (1988). Valuing workplace diversity. Personnel Administrator, 33(11), 38. Morrison, A. M. (1996). The new leaders: Leadership diversity in America. San Francisco: Jossey-Bass Publishers. Thomas, R. (1996). Redefining diversity. New York: AMACOM. Toms, F. D. & Hobbs, A. D. (1997). Who are we? Building a knowledge base about different ethnic, racial, and cultural groups in America. Forestville, MD: Diverse Books. Vincent, P. F. (Ed.). (1996). Promising practices in character education: Nine success stories from around the country. Chapel Hill, NC: Character Development Group.

Leadership Development for Managers Collection Content presented in this satellite seminar and accompanying participant handout is based on the human resource module, “The Value of Valuing Differences in the Workplace.” This module is part of the Building Human Resource Management Skills: Leadership Development for Managers collection which may be purchased from NFSMI Sales Division, 1-800-321-3054, or borrowed from the Food and Nutrition Information Center (FNIC) at the National Agricultural Library (NAL). Visit the NAL Web site for questions and answers about lending services: http://www.nal.usda.gov/fnic/general/lending.html. Use the following call numbers when borrowing from NAL: Management Skills for Success Kit No. 400 Leadership Development for Managers Kit No. 401 Achieving an Effective Food Service System Kit No. 402

Answer Keys Cultural Knowledge Test: Pretest: 1. a 2. a 3. b Posttest: 1. b 2. b 3. a

1. f 4. a 4. b

2. f 5. b 5. a

3. f 6. b 6. a

4. t & f 7. b 8. a 7. a 8. b

5. t & f 9. a 10. b 9. b 10. a


ASFSA Continuing Education Credit Form

Valuing Differences in the Workplace National Food Service Management Institute The University of Mississippi Satellite Seminar ‚ April 23, 2003

Date

Site

Facilitator Name ASFSA Membership Number Address

City

State

Zip

Telephone Number Hours Credit Earned

Please complete form and hold until re-certification is due. Submit this form along with re-certification application and other documentation to your state School Food Service Association processor or to the ASFSA Certification Department at the address below:

Certification Department American School Food Service Association 700 South Washington Street, Suite 300 Alexandria, VA 22314-4287


Valuing Differences in the Workplace

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