Capitalizing on Diversity: Building Competencies for Diverse Organizations What are the skills and behaviors necessary for a truly diverse organization to succeed? Fellowship Farm has identified 15 research-based behaviors that are the essential diversity competencies for your employees. These are the deliverables that we promise you.* (See sidebar). Through role-plays, simulations and small-group discussions, our diverse team of experienced trainers will ensure that your employees get a chance to practice and feel comfortable with these behaviors, which are essential to a well-functioning organization. As more people in your workforce feel competent in managing relationships with diverse people in the company and client population, employee satisfaction and productivity will rise. Invest in your company's human capital, to enhance your bottom line, and invest in our region's social capital, to enhance our common good. Either way, you'll be capitalizing on diversity. * Linnehan, F., Chrobot-Mason, D., & Konrad, A. (2006). Diversity attitudes and norms: The role of ethnic identity and relational demography. Journal of Organizational Behavior, 27: 419-442 1. Point out if others use language that may be offensive to members of certain demographic groups. 2. Confront those who tell jokes that are offensive to members of other demographic groups. 3. Question comments that appear to promote prejudice or stereotypes. 4. Coach others to confront stereotypes or biases if they are affecting working relationships. 5. Ask questions rather than make assumptions about people's intentions. 6. Give co-workers an opportunity to explain before judging. 7. Talk directly to co-workers when there is a problem, rather than complaining to others. 8. Give corrective feedback to co-workers in private. 9. Ask questions about the preferred terminology in referring to diverse groups. 10. Discuss the demographics of your work group, task forces or project teams. 11. Ask diverse co-workers to identify aspects of your behavior that hinder the development of work relationships. 12. Openly discuss issues of race, gender or other diversity concerns. 13. Seek opportunities to work with members of diverse demographic groups. 14. Ask members of divese demographic groups for their views and ideas. 15. Look for instances where members of other demographic groups are overlooked and take action to get them involved.

Last Update: Jan 26, 2006