The Oh Series™
Everyday Diversity

Leveraging the Power of Workplace Diversity

Unnoticed biases can creep into our interactions, affecting judgments and behaviors in ways we might not even realize. These biases can shape our perceptions and decisions, leading to unfair treatment and missed opportunities. Recognizing and addressing them is crucial for fostering a a truly inclusive and equitable workplace.

The Oh Series™ Everyday Diversity is designed to challenge these biases. Through engaging scenarios and practical insights, the trainig program equips you with the tools to create a more inclusive workplace. By understanding and addressing the nuances of diversity, you can contribute to a culture of respect and equality, enhancing both personal and organizational growth.

How to communicate effectively with non-native speakers?

It's essential to exercise patience and understanding when interacting with customers, vendors, or coworkers who speak English as a second language. In a diverse world, it is crucial to take a moment to pause, breathe, and show patience when faced with language barriers.

Are You Speaking English?

Summary: Joan is a customer service representative who struggles to understand a customer with a heavy accent, dismissing them due to frustration. A colleague points out the need for patience and empathy when dealing with non-native English speakers.

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How does unconscious bias affect the evaluation of an employee's performance?

It can lead to different perceptions of assertive behavior based on an individual's gender. Recognize and avoid letting unconscious bias influence performance evaluations. Both male and female employees can demonstrate assertive behavior and be successful in work tasks.

The Assertive Salesperson

Summary: Bill's unconscious bias is evident when he describes Kathy differently than Jerry, despite their similar sales abilities. This shows how gender can influence how the same behavior is perceived.

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How do stereotypes impact our perception of others in the workplace?

Personal style is unique to each individual, and respecting others means not letting stereotypes hinder our understanding of colleagues. We should look beyond appearances to recognize and value their distinct qualities.

More Than Meets the Eye

Summary: Team members initially judge a new coworker for not having a "corporate look" due to their appearance, citing piercings and non-corporate style. But later they realize the new employee has valuable skills and a positive personality.

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Scenarios Covered

Gender Bias in Performance Evaluations: Highlighting how similar behaviors are judged differently based on gender.
Bias Based on Names in Hiring: Addressing biases that arise from judging candidates by their names.
Language Barriers and Customer Service: Emphasizing the importance of patience and understanding with non-native English speakers.
Gender Stereotypes in Technical Roles: Challenging the notion that certain genders are better suited for specific roles.
Religious Inclusivity During Holidays: Promoting respect for diverse religious practices and inclusive holiday greetings.
Assumptions About Non-Native English Speakers: Correcting misconceptions about people speaking their native language at work.
Generational Stereotypes in Technology Adoption: Debunking stereotypes about older employees' ability to learn new technology.
Cultural Differences in Family Involvement in Healthcare: Understanding the role of family in healthcare decisions across different cultures.
Immigrant Stereotypes in Employment: Addressing biases against immigrants in the workplace.
Invisible Disabilities and Accommodations: Recognizing and respecting disabilities that are not immediately visible.
LGBTQ+ Inclusion: Ensuring respectful treatment of LGBTQ+ employees and their relationships.
Religious Attire and Workplace Inclusion: Respecting religious attire such as hijabs in the workplace.
Personal Style and Professionalism: Valuing diverse personal styles while maintaining professionalism.
Interacting with Visually Impaired Individuals: Providing clear and respectful assistance to visually impaired colleagues.
Intersectionality in the Workplace: Understanding how multiple aspects of identity can intersect and impact experiences of discrimination.

Key Benefits for Trainees

Legal and Ethical Compliance: Comply better with diversity and inclusion regulations.
Enhanced Awareness: Develop a deeper understanding of unconscious biases and their impact on workplace interactions.
Improved Communication: The program promotes respectful and inclusive language, enhancing overall communication skills.
Increased Inclusivity: Learn to create a more inclusive environment that values diverse perspectives.
Better Decision-Making: By recognizing biases, participants can make more objective and fair decisions in hiring, promotions, and evaluations.
Stronger Team Dynamics: Foster mutual respect and understanding, leading to more cohesive and collaborative teams.
Enhanced Customer Service: Interact with diverse customers, improving overall customer satisfaction.

Competencies Covered

Bias Recognition: Ability to identify and understand unconscious biases in various workplace scenarios.
Inclusive Communication: Enhanced communication skills that promote inclusivity and respect.
Cultural Competence: Increased awareness and sensitivity towards different cultural practices and beliefs.
Fair Decision-Making: Skills to ensure unbiased and fair decision-making processes.
Empathy and Patience: Improved empathy and patience in interactions with colleagues and customers from diverse backgrounds.
Conflict Resolution: Techniques for addressing and resolving conflicts that arise from biases and misunderstandings.
Professional Respect: Deepened commitment to treating all colleagues with respect and professionalism.
Leadership in Diversity: Enhanced leadership capabilities to foster an inclusive workplace culture.

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Frequently Asked Questions

What is unconscious bias?

It's the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.

How should I respond if I hear an employee using gender-biased language when evaluating another employee's performance?

Address the comment respectfully by pointing out the bias and emphasizing the need to evaluate based on skills and performance, not gender. For example, highlight that assertiveness is a valuable trait in all good salespeople, regardless of gender.

What can I do if I notice a coworker focusing on a candidate’s name rather than their qualifications during the hiring process?

Redirect the conversation to the candidate’s skills and experience. Remind your colleague that a name should not influence hiring decisions and emphasize the importance of evaluating candidates based on their qualifications and fit for the role.

How can I handle a situation where a team member is impatient with a customer who speaks English as a second language?

Encourage patience and understanding. Suggest taking a moment to breathe and remember that communication barriers can be challenging for both parties. Emphasize the importance of providing excellent customer service by being patient and accommodating.

What should I do if I hear someone expressing doubts about a colleague's ability to perform based on their gender?

Advocate for the colleague by highlighting their skills and past achievements. Remind your team that abilities should not be judged based on gender and that respect and support are crucial for team success.

How do I address a colleague who is upset about inclusive holiday celebrations?

Explain the importance of respecting diverse beliefs and practices. Suggest that inclusive celebrations help create a welcoming environment for everyone. Emphasize that small gestures of inclusion, like diverse holiday treats, show respect and recognition for all team members.

What should I do if I hear someone making ageist comments about a colleague's ability to learn new technology?

Point out that skills and adaptability vary among individuals, regardless of age. Share examples of older colleagues who have successfully learned new systems and emphasize the importance of supporting each other in the learning process.

How do I handle a situation where someone makes derogatory comments about hiring immigrants to fill open positions?

Educate your colleague on the value that immigrants bring to the workforce, including diverse perspectives and skills. Share statistics on immigrant education levels and contributions, and emphasize the importance of evaluating individuals based on their abilities, not their origin.

How should I address a colleague who dismisses a potential hire because they are a single parent or part of the LGBTQ+ community?

Challenge their assumptions by focusing on the candidate's qualifications and fit for the role. Explain that personal circumstances, such as being a single parent or LGBTQ+, do not impact professional performance and that it's crucial to evaluate candidates based on their skills and experience.

How should I address a colleague who makes offensive remarks about an employee's religious attire?

Remind your colleague that everyone has the right to express their religious beliefs through their attire. Emphasize the importance of respecting personal choices and cultural diversity in the workplace.

What if I don't have a training program for workplace inclusion and belonging in place?

Here are some of the risks that may arise:

Legal and Compliance Risks: Failing to address inclusion and equity can lead to legal issues and non-compliance with regulations, resulting in fines and reputational damage.
Reduced Customer Satisfaction: Failing to take the training can lead to poor customer interactions, harming the company's brand and customer loyalty.
Increased Bias and Discrimination: Without training, unconscious biases may go unchecked, leading to discriminatory behavior and decisions.
Impediment to Innovation: Without proper training, you might miss out on leveraging the diverse perspectives within your team, stifling creativity and hindering the company's ability to innovate and compete effectively in the market.
Lower Employee Morale: Employees who feel excluded or discriminated against are likely to experience lower job satisfaction and morale.
Higher Turnover Rates: A lack of inclusivity can result in higher employee turnover, as individuals seek more welcoming work environments.
Reduced Team Collaboration: Biases and misunderstandings can hinder effective teamwork and collaboration, impacting overall productivity.