Equality and Diversity - An Approach

Equality and Diversity

With the introduction of the newEmployment and Race directivesfrom the European Union in 2001, it is now important that companies examine their attitudes and policies on gender, race, disability, sexuality, age and religion.

鉴于这一背景，我们认为了解立法及其对公司政策的影响对所有员工都很重要。

然而，在影响工厂，我们倾向于以不同bob综合app的方式做事。

So when we think about equality and diversity issues we don't offer a standard 'off the peg' equal opportunities training. If that is what you need we are probably the wrong company for you.

Diversity Workshops

Certainly, in our diversity workshops, we cover legislation and each company's own internal policies, but our focus is on examining people's perspectives on difference, diversity, change and the attitudes and feelings that are sometimes difficult for people around equal opportunities programmes.

我们的经验是，这种类型的工作人员可以参加一项相当机会的单日活动，涵盖立法和公司政策，并留下了这项工作是“螺栓的”，与他们无关紧要。该组织觉得它已经完成了所需的东西，但在工作场所的真正变化很小。

如果人们觉得无法与在多种多样，多种文化组织内工作的现实，培训并没有正常工作。

Unconscious Bias

Bigotry happens, whether it's around race, gender, disability, sexual orientation, age, religion or nationality.

人们是否想要承认或不承认，我们都偏见。我们都对他人造成了强化我们的刻板印象的假设;事实上，我们寻找证据支持我们的偏见。我们都犯了偶尔的抛弃线条，削减深刻，我们都有不宽容的行为，如此根深蒂固，我们甚至没有注意到我们正在做它们。

Not only that, but each of us is also the focus of someone else's prejudices and bigotry, is someone else's stereotype, is the trigger for someone else's intolerance.

Can you eliminate prejudice?

No, you can't.

Can you get people aware of how their prejudices affect others and help them do something about it? Absolutely.

Acknowledging the Real Dilemmas

For us, it is important to acknowledge that people will face real dilemmas around equal opportunities issues.

他们需要感受能力应对所产生的问题，并觉得能够与其挑战自己的偏见和典型差异的思考。

他们还需要了解偏见如何转化为积极歧视。

Active Discrimination

人们被排除在外，骚扰，欺负，通过，忽略了，忽略了，孤立的时候 - 不是因为他们所做的事情，而是因为他们是谁？

人们感到贬低和丢弃。他们的动机失败了，他们的压力水平增加。

Most unfortunate of all, their self-esteem and confidence about who they will be diminished.

What happens to companies when any of that happens to their people?

Productivity goes down while stress-related illnesses go up. Formal complaints and tribunals become commonplace, which is an awful waste of people's emotional energies and time. And they can cost companies a lot of money to boot.

You'll never stamp out discrimination entirely, but you can make a very effective dent in its power.

Diversity Training

最成功的多样性培训可以帮助人们发展反思思维，同理心，理解，提高意识，敏感性，对后果的理解和愿望。

Skills that will assist them in extending equality of opportunity. Skills that will also help them when they themselves are the victims of discrimination.

Impact Factory's starting point during the design stage of an equal opportunities programme is always to ask, what has prompted your organisation to think about this type of work now?

Is it simply the concern about meeting legislative requirements, or do you believe there are real attitudes and practises within the company that need to change?

Additionally, we look at a company's own values on difference and diversity. Again, if they are there simply to meet requirements, then any number of programmes won't shift things.

However, if it's a company that values its values then the possibility for change is enormous.

这是承诺和唇部服务之间的实际差异。

文化冲突

当人们从他们的偏见运作时，他们创造了文化冲突。无处不在的跨文化问题;它们存在于我们生活的各个方面。

这是我们的接受：一旦两个人聚在一起，就会发生某种文化冲突，因为没有两个人，甚至家庭成员，具有相同的内部世界或对外部世界的同样观点。在最广泛的意义上，你与你接触联系的每个人交叉的文化，无论是与你一样的“也是”。

在庆祝差异的工作场所，由于共同的地面，共同的目标和兴趣，人们因持股而升级或忽视这些不同的“文化”。当人们专注于相似之处时，差异不太明显，或者以任何速度不那么重要。一旦我们获得一定数量的共同点，我们就可以“进入”。

Difference

当差异似乎全部存在时，通常会出现困难，或者您经历或想象与绊脚石的差异。实际上，差异看起来像低潮中的岩石！显而易见的是语言，种族或种族背景，宗教信仰，性别，年龄，教育。

In the workplace, all these may be the cause of culture clashes, and then you add differences in working practises and communication styles between departments, with clients, with other companies and between senior management and other people in the workforce.

When cultures clash, no matter what the cause, things inevitably evolve into a 'them' and 'us' environment; and then people go around collecting 'evidence' to prove that they are right and the other guys are wrong.

There are many avenues to take that will help cultures 'get along' better: identifying and concentrating on improved communication, fostering mutual respect, engendering co-operation and shared visions. Then, all kinds of diverse cultures can work side by side to everyone's benefit.

感受和行为

因此，您可以拥有法律，指令，公司政策和公司价值观，您仍将在多样性周围产生重大问题，除非人们的感受和行为是您所做任何平等操作的重点。

We can tell you right now, it can be a mighty uncomfortable process asking people to dig down deep and talk about their own prejudices on the one hand, and their experiences of being discriminated against on the other.

Start With Exclusion

We start with some of the simpler, or shall we say, subtler forms of exclusion that most everyone will have experienced at some time in their lives: being outside an 'in' group, for instance.

事实上很多人已经羞辱性的试验ence of standing with a food tray in a cafeteria trying to figure out where to sit and picking up vibes from a group that say:

"Don't even think about sitting here."

Then we ask what it feels like being part of an 'in' group and what power (often unconscious, but no less potent) that gives people.

下一个与公开排除一起工作

Next is a look at the more overt forms of discrimination such as sexual harassment, racist jokes, job rejections, promotion limitations and so on. We find out whether people have colluded and gone along with giving someone else (or even worse, themselves) a hard time. Or whether they stuck their necks out and had them chopped off?

All of that is our departure point. Only then can we help people develop realistic skills to deal more effectively with diverse workplace relationships. We make it personal and relevant.

我们所知道的是，如果你能得到这个权利，差异的丰富性肯定会使工作更好。