By Tina Rasmussen
Designed to aid staff in all positions and parts of a firm boost wisdom, understanding, and abilities for valuing range and making a really inclusive surroundings, this workbook also will assist you comprehend your organization's variety initiative and your function in aiding it. Upon finishing the workshop, you will:Understand and price diversity.Appreciate why cultural competence is critical for you as an individual.Discover why your company is project an attempt to create precise inclusion and to worth diversity.Analyze your personal perceptions, strengths, and developmental components in changing into a champion of diversity.Learn talents to extend your point of cultural competence.Determine tips to aid get rid of structural inequality to create a very inclusive organization.Create a private variety motion plan.This variety Mosaic player Workbook comprises every little thing each one worker must recognize to extend wisdom and utilize the variety initiative: 360-degree overview, directions for assessors content material, template letter, perforated observer types, and scoring sheet.
Read Online or Download Diversity Mosaic Participant Workbook: Developing Cultural Competence (Pfeiffer Essential Resources for Training and HR Professionals) PDF
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Additional info for Diversity Mosaic Participant Workbook: Developing Cultural Competence (Pfeiffer Essential Resources for Training and HR Professionals)
Example text
It will go straight to the person tabulating the results, who will compile your ratings with the ratings from four to eight other people. These will go into a synthesized report that will be given to the person being assessed. Please answer the questions candidly, based on the person’s actions that you have observed. Please do not just tell him or her what you think he or she wants to hear. If you slant your feedback, the person won’t have the chance to see him- or herself in an accurate mirror.
14. Get to know people as individuals? 15. Disregard physical characteristics when interacting with others and when making decisions about competence or ability? 16. Communicate with and influence people who are different from me in positive ways? 17. Work to make sure that people who are different from me are heard, respected and included? 18. Help others succeed by sharing unwritten rules and showing them how to function better? 19. Include people different from me in informal networks and events?
As part of our organization’s diversity initiative, _____________________________ [participant’s name] is asking for feedback on his/her cultural competence. Because you work closely with this person, he/she has selected you to give some feedback that will help him/her identify strengths to build on and areas to develop. In effect, you will be a “mirror” that will help the person see him- or herself more clearly. The person will use your feedback, combined with the feedback of others, to develop a personalized action plan to develop additional cultural competence.
