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O P T I O N
S
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1. "Diversity Day" Presentation or Keynote Address
-- See Below
2. All-Day "Diversity Seminar" Program -- See
Below
3. "Black History Month" Presentation -- Click
Here
4. Freeman Institute Black
History Collection --
Click Here 5. Critical Incident
Debriefing -- Click
Here
6. Preview Online Diversity Course
-- Click
Here
Flash Player needed to Preview Courses -- Download
Flash
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An Open
Invitation to Participate in -- "THE
MOMENT" -- Dr. Freeman's Latest Book Project
The
Freeman Institute's™ philosophy in presenting the subject
of diversity is best understood when considering an onion
with its many layers. Each layer presents another
opportunity to discuss the best ways to work together with
greater harmony, understanding and mutual respect. Here are
just some of the layers we address:
Fear of
Loss
Cultural
Competency
Professional
Status
Religious
Affiliations
Generational
Influences
Disability
Awareness
Gender
Differences
Diversity/Personality
Style
"Sometimes I feel discriminated against, but it does not make
me angry. It merely astonishes me. How can anyone deny
themselves the pleasure of
my company? It's beyond me."
- Zora Neale Hurston
Of course there are many
more layers in some organizations, like Political Differences,
Musical
Tastes, etc.. We believe that workforce diversity is dealt with
through the doorway of each unique personality style.
Everyone approaches workforce diversity in their own style.
Some folks are more blustery in their approach while others
are more quiet and reserved. It's hard to know what they are
really thinking. Attitudes may be strongly felt, but are not
as readily accessible to co-workers. Still others deal with
diversity as a task to be accomplished.
Understanding diversity
begins by awakening the understanding our own "hot buttons" and
discovering how and perhaps why we behave the way we do.
People around us do not respond to our intentions. They
respond to our behavior. Regardless of our individual values, it is
paramount that co-workers treat each other with respect and
integrity. (When
we deal specifically with Cultural Awareness, we address eleven
Symbols that impact every organization.).
"A great many people think they are thinking when they
are merely rearranging their prejudices." --
William James
Our initial focus is in
helping participants take an inward look, understanding more
about their own strengths and vulnerabilities. This is done
with a certain gentle artistry in which no one has his or
her dignity or self-respect stripped in the process.
It's a lot of fun.
Then we help participants
take an outward look -- how they interact with others around
them. Here we show participants how they can, not only
understand their co-workers, but also have the skills
necessary in exporting this knowledge to their other
relationships. People who are happier at home tend to be
happier and more productive at work and vice versa.
Working in a diverse
workforce stretches and challenges everyone's internal
world. Gender, race, generational issues and other layers
cause all of us to take a brand new look at personal
prejudices and narrow-mindedness. At the same time, each new
layer provides another wonderful opportunity to seek to
understand before seeking to be understood.
Training, education and skills determine the
"what" we do. Values are the "why" we do
things the way we do them. Behavior and emotions are the
"how" we do what we do. Co-workers do not respond
to intentions, they respond to behavior. That is why we
focus upon the "how" and what sponsors it from the
inside out.
* HOW: Determine Your Specific Approach to Diversity
* PROBLEMS - How you approach problems and
challenges
* PEOPLE - How you interact and attempt to
influence people
* PACE - How you respond to change and activities
* PROCEDURE - How you respond to rules and
regulations set by others
Civility in the workplace must be expected and is imposed
externally by any organization wishing to remain
competitive. But there is higher level of success that
emerges from harnessing the power of mutual respect and
cross-cultural understanding. Mutual
respect must spring from the internal structures of each
individual. For this to truly capture the culture of the
organization this must cascade down from the senior
leadership to every level of the organization -- enhancing
creativity, productivity and an emotionally safe environment.
With humor and out-of-the-box thinking this program will
offer each participant an introduction to a deeper
understanding of Diversity: The Value of Mutual Respect.
Return on Investment (R.O.I.):
Some futurists predict that by the year 2050 there will be
no clearly defined racial/cultural majority in the USA.
Demographic changes and shifting attitudes in the nation
result in a different face of the workforce. In work
environments where differences in gender, race, religion, or
other cultural aspects are not addressed, undue tension
results. Our diversity training approach moves beyond a
basic awareness of differences; we help people learn skills
to cope more effectively with the challenges of facing
diversity in a responsible and reflective manner. The
proactive implementation of the contents of this diversity
program can't help but usher in greater productivity and
creativity in any organization.
*****************************************
How often
has your organization lost a valuable employee because of
personality or interpersonal conflicts? This online course
encourages employees to think about the layers of diversity
in the organization and how their individual personality
style connects, providing guidelines and action words that open doors.
It contains an interactive tool to help employees deal with
co-workers who may "drive them crazy."
ONLINE DIVERSITY TRAINING "SCORM Compliant"
"Our office was given
the opportunity to take the online diversity course and the
whole office loved it.
It was very insightful and gave us a new perspective on how
we should treat each other."
-- Beth Domingue Breaux,
American Express Travel Office
Broker's International, City
of Tacoma Park, DOCOMO Labs, General Chemical Products,
Kane, Russell,
Coleman & Logan, Rasa Floors, Twigland Fashions, X-Gen
Pharmaceuticals, US Army Corps of Engineers, Corning and many more...
This well-received
online course educates about diversity and how an
individual's behavior impacts the work environment.
Developed by Dr. Freeman and HR Train, it is a
cost-effective online course designed to help large or
small organizations who are desiring to launch a
regional or global corporate Diversity initiative. Here's the "Hybrid Concept": 90%-95% of
workforce take the online Diversity course, which has an
admin tool to track everyone's status by alphabet,
location or job position. Dr. Freeman has an all-day
Diversity seminar event with 15-20 senior
executives/managers at a time. (Course can also be
"private-labeled", with a video welcome message
from president of organization) -->
BENEFITS OF THE "HYBRID CONCEPT"
1.
Everyone in the entire organization is
receiving the same core diversity
philosophy.
2. It's a cost-effective way to implement a global diversity
initiative in a larger organization with
minimal travel costs.
3. The middle and senior managers can cascade the knowledge and
experience of the full-day, face-to-face training to the foundational levels of the organization.
*****************************************
The Know Me™
Game -- Based Upon the Johari Window
Different
groups have different needs. The "Diversity: The
Value of Mutual Respect" seminar experience (see
program overview below) is meant to be an interactive
experience in a fun, non-threatening atmosphere. The
following interactive game is a proven option available to
interested organizations:
During the afternoon,
participants can experientially understand more about
diversity by playing the Know Me™ game with any
number of groups of six -- with a debrief exercise after
everyone is finished. This highly-interactive game is based
on the Disclosure/Feedback model of awareness known as the Johari
Window (click to view more about the game), named after
Joseph Luft and Harry Ingham. This award-winning game has
been used in over 20 countries by a wide range of
organizations and is specifically designed for establishing
trust and building relationships in the workplace. The
larger the group, that harder it is to facilitate this game.
It can work with larger groups, but it works best with
groups consisting of between 6 to 18 participants.
Diversity Game -- This game
enables participants from different groups (whether defined
by culture, race, gender, status, or any other
criteria) to explore issues of diversity together.
Workforce diversity is
like an iceberg. Because of busy schedules, it is easy to
interact with co-workers on the surface. Our diversity
programs help people, who may have even worked together for
years, connect at a deeper, richer level.
________________
Would you like to see a stunning
"Night At Earth" image?
Click Here
"CRITICAL INCIDENT
DEBRIEFING" COACHING PROCESS
Dr. Freeman specializes in situations
that may be referred to as CID -- "Critical
Incident Debriefings". The reason why they are
viewed as "critical" is because something verifiable has happened
(or a series of incidents) causing strain with the internal/external
relationships at the organization, perhaps resulting in the lowering
of morale and productivity. Review the 10-hour process
here.
"Travel is fatal to prejudice, bigotry and
narrow-mindedness and many of our people need it sorely on those
accounts. Broad, wholesome, charitable views of men and things
cannot be acquired by vegetating in one little corner of the earth
all one's lifetime." -- Mark Twain, 1867
"Managing diversity is the process of
creating and maintaining an environment that enables all
participants to contribute to their full potential in pursuit of
organizational objectives."
-- R. Roosevelt Thomas, Jr., D.B.A.
****************************************************
Diversity
is everywhere! It's the spice of life! We all are different.
Some of us are thinkers, others are doers, some are passive,
and still others are aggressive. Mix in the different
categories of professional status, ethnicity, generations,
gender and it makes for an interesting melting pot begging for
mutual respect.
Most
people come to work with pretty good intentions, but we can
get on each other's nerves just by being ourselves. In the
every-day stress of a diverse work environment, the tiniest
issues can escalate. And soon we may fight about the way we
are fighting, instead of dealing with the real issues –
seeking to understand before we seek to be understood.
As
mentioned before, in a diverse work place co-workers do not
respond to our intentions. They respond to our behavior. By
focusing on behavior, employees are introduced to a deep
experience as they explore how individual behavior heats up or
cools down the emotional climate of the work environment.
For
the people within organizations, The
Freeman Institute™
provides skills and tools to learn how to agree and
disagree within the framework of mutual respect and commitment
to each other.
Check
out the Cultural Diversity Links Native American
Indians Latinos / Chicanos
/ Hispanics Asians and Asian Americans African
Americans European Americans
Multiracial and Inter-racial
~
UNIQUE DIVERSITY PROGRAM ~
BOTTOM
LINE BENEFITS Immediate
and long-lasting
1. Each participant has a better understanding of his or her respect
for workforce diversity.
2. Reduction of the potential for conflict or power struggles (preventive maintenance vs.
crisis management). 3.
Higher morale and greater productivity.
4. Better listening and communication skills.
5. Greater sensitivity to work force diversity.
6. Tools for influencing an emotionally safe climate.
7. Working with diversity; not against it.
8. Knowing how to approach different people and situations.
9. Implementation of diversity in a win/win style.
10.Enhancing self-motivated work teams.
11.What works and what doesn't work in terms of motivation.
12.Dealing more effectively with difficult behavior in a
diverse workforce.
Determine
Your Specific Approach to Diversity PROBLEMS - How you approach problems and challenges
PEOPLE - How you interact and attempt to influence people
PACE - How you respond to change and activities
PROCEDURE - How you respond to rules set by others
NEEDS
ASSESSMENT TO DETERMINE HOW TO CUSTOMIZE PROGRAM
75%
of the focus of this seminar will be on the internal world of the
participant.
25% of the focus will be on how participants interacts with others.
May
be viewed as a generic
full day version with appropriate breaks, half day or keynote
presentation.
*
Participants share the best part(s) and most challenging aspect(s)
of their jobs (if smaller group).
* Presenter introduces himself and the purpose of the
diversity program.
* Humorous concepts illustrating the reality that people are
different; predictably different.
* Explore the five contributing factors to one's approach to
diversity:i. Heredity ii. Childhood role modelsiii. Birth orderiv. Physical characteristicsv. Experiences
* Emotional pain -- the great modifier of human behavior.
* Interpret the meaning of the Diversity Awareness Spectrum
* The differences between power and influence in diversity.
* Johari Window -- How trust and mutual respect are built up
or broken down in an organization.
* How personal Blind Spots and Mask effect leadership/
followership styles and diversity.
* Peeling the layers of the onionskin to get to the core
issues of workforce diversity:i. Gender issues ii. Cultural diversityiii.
Generational influencesiv. Professional statusv. Disability Awareness
vi. Personality style
* Administer personal profile material
* Overview of the universe of the four dominant communication
styles and how each style:
i. Responds to or reacts to emotional painii.
Seeks to control his or her environmentiii. Leads and followsiv. Makes decisionsv. Completes communicationvi. Deals with change vii. Processesinformationvii. Handles "personal attacks"
viii. Deals with workforce diversity
* Three main areas where conflict generally erupts, combined
with concepts for preventive
maintenance
-- plus skills for managing oppositional
behavior after it has escalated. This is where communication
breaks down or is built up and where the value of
diversity is enhanced!
* In-depth study of each communication stylei. Major fearsii. Natural and adaptive styles when confronted by diversity, stress or changeiii.
Dynamic drivesiv. Needs-motivated behavior and
communication languagev. Tools for working effectively with each stylevi. How personal dominant and sub-dominant styles can compliment vs.
cause internal stressvii. Drawing the best out of others
at work and at home -- lifestyle change
* Learning to "read" one's diversity graph.
* Now what do we do with the information?
* Play the KnowMe™ game, along with a debrief
exercise.
* Time for feedback, personal responses to the accuracy of the
information, and specific questions.
* Help to develop action and accountability plans for
harnessing the power of workforce diversity.
* Allowance for one-on-one time with instructor.
Contact us for a more
detailed and customized diversity program.
____________________________
If you've ever wondered what it
would be like to be richer or poorer, or older or younger,
or of a different race, class, gender or ethnic group this
remarkable workshop is
sure to give you some fascinating insights.
Develop greater sensitivity regarding race, ethnic origins, gender,
and class
Enhance your social comfort zones and respect for others
Explore your assumptions, beliefs, and attitudes
Deepen your understanding of stigma, prejudice, and issues of access
Increase your capacity for empathy
Lessen the likelihood of discrimination, sexual harassment, and
bias.
_____________________________
100%
Satisfaction Guaranteed. Period.
SOCIAL
SECURITY
Dear
Dr. Freeman:
I
want you to know how pleased we were with your
presentation, Diversity: The Value of Mutual
Respect, which was presented at our
Multicultural Training Observance in Dallas, Texas
on May 22, 2002.
Employees
who participated in both sessions of your
presentation were nearly unanimous in their
assessment of its relevance and value. Your approach
to viewing diversity as a multi-layer phenomenon was
unique. And your ability to relate to a
multi-racial, multi-cultural and multi-generational
audience, and keep the participants attentive
throughout your presentation was a major contributor
to your success. A major benefit of your
presentation is it offered to those in attendance a
unique framework for assessing their basic beliefs
about living and working in a multicultural society,
and provided us a point of departure for additional
discussions about the benefits of mutual respect in
the workplace and the larger community.
I
am happy we were able to bring you to Dallas as a
part of our Multicultural Training effort. Your
presentation was the "meat and potatoes"
of what we regarded as a very successful training.
Sincerely, Emerson
Lattimore
Emerson
Lattimore
Civil Rights and Equal Opportunity Manager
WFO Eastern North Dakota
Connects to NOAA Diversity Lecture Series
As part of
the Monthly Diversity Lecture Series, a group of WFO Eastern North
Dakota personnel participated in a talk on by Joel Freeman entitled
"Dealing with People Who Drive You Crazy."
The talk took place live in Washington, D.C., for NOAA
Headquarters personnel and was viewed live over the Internet via
Real Player on the PDW in the Training Room. The voice quality
ranged from good most of the time to a bit fuzzy at other
times.
The talk was quite interesting, as the expert (Dr. Joel
Freeman) spoke about various personality types that must interact in
the work setting. We all realize some of us are more "doers
than thinkers" and vice-versa. The point is that each of us
brings value into the workforce, although each in a different way
and further understanding of these personality variables will
increase each person's and then the overall offices
functioning.
He also spoke about differences relating to gender,
religious and ethnic backgrounds, age and others. Again, further
understanding of these differences in the workplace will enable all
of us to improve our work place relationships and could all make us
"feel better" about our contributions to the office and
agency mission.
"Diversity transcends race and gender, affirmative action and Equal
Employment Opportunity.
It must encompass a fundamental
appreciation of one another and a respect for both our similarities
and our differences. It must include a heartfelt respect in attitude and
in behavior towards those of
different race, gender, age, sexual
orientation, ethnicity and those with disabilities.
All the facets that make each individual the unique and precious resource that each of us is."
-- Ronald Brown, Former Secretary of Commerce
~ Managing Diversity, Equal Employment
Opportunity and Affirmative Action ~
Proactive vs. Reactive
Many organizations are beginning to implement
diversity initiatives. Despite the enormous popularity of
these initiatives, it has become increasingly clear that some
workers may be confused by the concept of managing diversity.
Employees sometimes confuse managing diversity with EEO and
affirmative action programs. Some people use the three terms
interchangeably.
Affirmative action programs are an outgrowth of
EEO laws, rules and regulations. Affirmative action is
government-initiated and mandated in certain circumstances. It
is compliance-based and relies on statistical comparisons of
various demographic groups. Affirmative action programs
contain goals and
timetables designed to bring the level of representation for
minority groups and women into parity with relevant and
available labor force indices. Affirmative action programs
seek limited bottom line results by changing the mix of women,
minorities, and persons with disabilities in a particular
agency.
Affirmative action programs generally cover those
groups protected by Title VII of the 1964 Civil Rights Act.
Where appropriate, and subject to legal interpretation,
organizations may set affirmative employment goals to increase
the numbers of women, African Americans, Hispanics, Asians,
Native Americans, white males, and people with disabilities.
While affirmative action programs are mandated, managing
diversity initiatives are voluntary in nature.
While affirmative action programs are a reaction
to under representation, managing diversity initiatives are
proactive. Managing diversity seeks to address issues related
to human resources, internal communications, interpersonal
relationships, conflict resolution, quality, productivity, and
efficiency. Some of the human resource issues addressed by
properly managing diversity may be indirectly related to EEO
and affirmative action concerns. The main focus of managing
diversity is to find productivity gains through respecting,
valuing, and using the differences people bring to the
workplace. The idea is to find a
way to let everyone do what he or she does best in order to
gain a competitive edge. While affirmative action seeks an end
result, managing diversity is a long-term change process that
seeks to identify and actually change the organizational
culture of an agency.
In the short-term, organizations needs both an
affirmative action plan and a managing diversity strategy.
However, as legal restrictions on affirmative action programs
continue to tighten and organizations proceed with downsizing
and reengineering activities, long-term change strategies will
become essential.
Regardless of the changes affirmative action may undergo,
organizations will be far ahead of the curve by implementing a
Workplace Diversity Initiative early on. The sooner we all
learn the differences between managing diversity, EEO and
affirmative action, the more prepared we will be collectively
to meet the realities of our ever-shrinking planet. Note the differences
below.
EEO/AFFIRMATIVE
ACTION
MANAGING DIVERSITY
* Changes the way an
organization LOOKS
* Federally-mandated
* Social and moral justifications
* Legally-driven
* Focuses on race, gender, ethnicity
* Changes the mix of people
* Perception of preference
* Problem-focused
* Short-term and limited
* Grounded in assimilation
* Reactive
* Measured quantitatively
* Changes the way an
organization WORKS
* Voluntary
* Efficiency, and quality
* Productivity-driven
* Focuses on all elements of diversity
* Changes the systems/operations
* Operational-focused
* Perception of equality
* Long-term and ongoing
* Grounded in individuality
* Proactive
* Measured qualitatively
Protect Your Reputation Major race- and gender-discrimination lawsuits over the past 10
years cost U.S. corporations $974 million in settlements alone --
and that's without attorney fees and other additional costs and
decreased market capitalization caused by negative public relations.
The sad thing is that most of these lawsuits could have been avoided
through strategic diversity management.
"diversity -- eeo -- cultural
diversity -- cultural competency -- equity assurance -- civil rights --
racial prejudice -- black history -- Asian -- Hispanic -- Native -- Indian
-- gender"
The
Freeman Institute's™ philosophy in presenting the subject
of diversity is best understood when considering an onion
with its many layers. Each layer presents another
opportunity to discuss the best ways to work together with
greater harmony, understanding and mutual respect. Here are
just some of the layers we address:
SUCCEEDING IN YOUR ORGANIZATION WITH A DISABILITY
100%
Satisfaction Guaranteed. Period.
