{"id":35,"date":"2019-04-22T18:01:23","date_gmt":"2019-04-22T18:01:23","guid":{"rendered":"https:\/\/pressbooks.usnh.edu\/mgmt805\/chapter\/the-complexity-of-diversity\/"},"modified":"2023-03-24T15:13:05","modified_gmt":"2023-03-24T15:13:05","slug":"the-complexity-of-diversity","status":"publish","type":"chapter","link":"https:\/\/pressbooks.usnh.edu\/mgmt805\/chapter\/the-complexity-of-diversity\/","title":{"raw":"2.3 The Complexity of Diversity","rendered":"2.3 The Complexity of Diversity"},"content":{"raw":"<h2>What you'll learn to do:\u00a0Describe the complexity of diversity in the workplace<\/h2>\n<img class=\"alignright wp-image-772\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22175629\/A-transfeminine-executive-meeting-with-a-non-binary-employee.jpg\" alt=\"A transfeminine executive meeting with a non-binary employee\" width=\"400\" height=\"267\">As we have just discussed, diversity is everywhere, including the workplace, and that\u2019s a wonderful thing! Diversity can be defined on a variety of levels. There are both external and internal factors that need to be considered when discussing diversity. External diversity is often displayed in a person\u2019s appearance. External diversity can include but is not limited to, gender, age, ethnicity, and sometimes even religion. It is also important to note that even external diversity traits are not always easy to identify as not everyone ages the same or looks the same, even if they\u2019re from the same part of the world or expressed their gender in the same way.\n\nInternal diversity, on the other hand, is an even more challenging to define and identify. Internal diversity includes individual experiences and backgrounds. Internal diversity examples may include how people were raised, where they went to school, previous job experience, etc.\n\nNot every piece of the diversity puzzle can fit neatly into a category. Diversity is extremely complex and incorporates almost every aspect of a person\u2019s life. You may find people that are similar to you and have similar core values and beliefs; however, there is no one who is exactly like you because everyone has different experiences throughout their lifetime. Even similar interactions and experiences may have a different effect on each individual who lives it.\n\nThe workplace is equally as complex as the rest of society. Once again, the workplace will not identically mirror society but it still experiences similar diversity challenges. In this next section we will discuss five different types of diversity and how they each influence organizations.\n<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n \t<li>Discuss generational diversity in the workplace<\/li>\n \t<li>Discuss the benefits and challenges of gender diversity in the workplace<\/li>\n \t<li>Discuss racial diversity in the workplace<\/li>\n \t<li>Discuss religious diversity in the workplace<\/li>\n \t<li>Discuss the role of sexual orientation in the workplace<\/li>\n \t<li>Discuss the impact of disabilities in the workplace<\/li>\n<\/ul>\n<\/div>\n<h2>Generations<\/h2>\nWe learned about generational differences in Module 1: Introduction to Organizational Behavior; we discussed the Baby Boomers, Generation X, and Generation Y. While we discussed the differences within today\u2019s three working generations, we did not discuss why it is important to have these differences. There are both benefits and challenges to having a wide variety of generations working within an organization. Let\u2019s get exploring!\n<div class=\"textbox examples\">\n<h3>Building a Product TEam<\/h3>\n<img class=\"wp-image-3405 size-medium alignright\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/26170238\/age-gap-300x191.png\" alt=\"Three people of different ages sitting on a bench. The person on the left is in the 30-40 year-old range, the person in the middle is in the 5-10 year old range, and the person on the left has a cane and is in the 60-75 year old range.\" width=\"300\" height=\"191\">You are the manager of a marketing department and it is your job to assemble a team to introduce a new product to the market. How do you choose your team? Do you pick a team who is all in the same age range and would use the product you are marketing? Or would you choose a mix of ages to incorporate each generation? There is no right or wrong answer here, but whichever team you chose would influence the path to your team\u2019s success.\n\nIt would make sense to choose people who would actually use the product to ensure you understand the generation you are marketing to. However, it would be equally as important to include people from other generations to balance out the team. There is value in both experience and youth. Experience brings a level of expertise to the table that has been honed over years and years of hard work and life lessons. Youth on the other hand can bring fresh perspective and enthusiasm to the workforce. New employees enter into the workforce with the newest training and information available. Both the experienced and the youthful members of the workforce each have something valuable to offer to the other and it is imperative that they work together in order to be successful.\n\n<\/div>\nNow let\u2019s view generational diversity in a different light. A lot of generational differences are stereotypes of how others view the generation. Like many stereotypes, there is usually a reason behind its creation, however it is by no means all encompassing. It is unfair to assume that every member of one generation feels the same way about work-life priorities, other generations, and technology.\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13915\n\n<\/div>\nSo, the question becomes, is generational diversity a valid way to categorize members of the workforce? Or is there a better, more effective way to understand individuals?\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\nWatch Leah Georges's TEDx talk,\u00a0<a href=\"https:\/\/www.ted.com\/talks\/leah_georges_how_generational_stereotypes_hold_us_back_at_work\" target=\"_blank\" rel=\"noopener noreferrer\">How generational stereotypes hold us back at work<\/a>, to learn about a different perspective on generational differences. Then you can decide the best way to approach generational diversity in the workplace!\n\n<\/div>\n<h2>Gender Diversity<\/h2>\n<img class=\"alignright wp-image-781\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22183848\/alexis-brown-85793-unsplash.jpg\" alt=\"Photograph of a man and two women\" width=\"400\" height=\"267\">What\u2019s in a chromosome (or two)? The difference in the pair of sex chromosomes determines whether a child is female (XX) or male (XY) at birth has a significant impact on the individual\u2019s personal and professional development. It is not biology that affects our experience and expectations in the workplace (as some who would justify gender inequality would propose), but socialization, an accumulation of cultural, historical, and legal precedent that has created the gender divide in our society.\n\nAccording to the Brookings Institution, women\u2019s labor force participation has reversed since 2000 and \u201clarge gaps remain between men and women in employment rates, the jobs they hold, the wages they earn, and their overall economic security.\u201d This is not just a women\u2019s issue. In a publication from the Hamilton Project at Brookings, the authors conclude that \u201cbarriers to workforce participation for women are stifling the growth of the U.S. economy, and that future economic success hinges on improving career prospects and working environments for all women.\u201d<sup>1<\/sup>\n\nOver the years, gendered terms (for example, \u201cmen\u201d) have come to be interpreted more broadly; that is, as referring to both men and women, but the language is hardly inclusive. Indeed, the concept of gender as binary\u2014that is, either female or male\u2014may itself be an anachronism. As the traditional ideas of gender and gender identity are evolving and in order to adapt to a changing reality, the language and operating framework must change accordingly.\n<h3>Are There Differences in Gender Communication?<\/h3>\nStarting in childhood, girls and boys are generally socialized to belong to distinct cultures based on their gender and thus speak in ways particular to their own gender\u2019s rules and norms (Fivush; Hohnson; Tannen). This pattern of gendered socialization continues throughout our lives. As a result, men and women often interpret the same conversation differently. Culturally diverse ways of speaking based on gender can cause miscommunication between members of each culture or speech community. These cultural differences are seen in the simple purpose of communication.\n\nAlthough gender roles are changing, and gender itself is becoming a more fluid concept, traditional roles still influence our communication behaviors.\u00a0For those socialized to traditional female gender norms, an important purpose of communication is to create and foster relational connections with other people (Johnson; Stamou). In contrast, the goal of men\u2019s communication is primarily to establish identity. This is accomplished by demonstrating independence and control and entertaining or performing for others.\n\nDeborah Tannen, professor of linguistics and the author of multiple books on gender and language, provides the following examples of differences in men\u2019s and women\u2019s communication:<sup>2<\/sup>\n<ul>\n \t<li>\u201cMen engage in report talk, women in rapport talk.\u201d\n<ul>\n \t<li>Report talk is used to demonstrate one\u2019s knowledge and expertise.<\/li>\n \t<li>Rapport talk is used to share and cultivate relationships.<\/li>\n<\/ul>\n<\/li>\n \t<li>Women request; men direct.\n<ul>\n \t<li>For example, in communicating a request, a female manager might say: \u201cCould you do this by 5 PM?\u201d A male manager would typically phrase it: \u201cThis needs to be done by 5 PM.\u201d<\/li>\n<\/ul>\n<\/li>\n \t<li>Women are information focused; men are image focused.\n<ul>\n \t<li>For example, women are willing to ask questions to clarify understanding. Men tend to avoid asking clarifying questions in order to preserve their reputation.<\/li>\n<\/ul>\n<\/li>\n \t<li>Empathy is not apology.\n<ul>\n \t<li>Women often use the phrase \u201cI\u2019m sorry\u201d to express concern or empathy. Men tend to interpret this phrase as an acceptance of responsibility for the situation, which it is not.<\/li>\n<\/ul>\n<\/li>\n \t<li>Women are judged by their appearance; men are judged by what they say and do.<\/li>\n<\/ul>\nAs in all things, it\u2019s important to remember that while these differences exist between groups, all individuals will fall somewhere along a spectrum of these tendencies. Additionally, you may run into men who demonstrate more \u201cfeminine\u201d tendencies in their speech or vice versa.\n<div class=\"textbox examples\">\n<h3>James Damore<\/h3>\nWe see this struggle playing out at Google, where efforts to include more women in technical roles are meeting with some resistance. The conflict surfaced when James Damore, a white male engineer, posted a ten page critique of Google\u2019s diversity efforts titled \u201c<a href=\"https:\/\/www.documentcloud.org\/documents\/3914586-Googles-Ideological-Echo-Chamber.html\">Google\u2019s Ideological Echo Chamber\u201d<\/a>\u00a0on an internal discussion board. One of the most inflammatory points made was that \u201cbiological differences between men and women might explain why we don\u2019t see equal representation of women in tech and leadership.\u201d In his memo, Damore states his belief that women are better attuned to aesthetics and people rather than ideas and that this, as well as their \u201chigher agreeableness\u201d (versus aggressiveness) and \u201cneuroticism,\u201d rather than sexism accounts for gender gaps. The \u201cmanifesto,\u201d as some call it, resulted in Damore being fired for violating Google\u2019s code of conduct by \u201cadvancing harmful gender stereotypes in our workplace.\u201d\n\nGoogle CEO Sundar Pichai responded to the memo in a\u00a0<a href=\"https:\/\/www.blog.google\/topics\/diversity\/note-employees-ceo-sundar-pichai\/\">note to employees<\/a>, which includes this excerpt: \u201cTo suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects \u2018each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.\u2019\u201d\n\nIn a development that reflects the nation\u2019s sociopolitical polarization, it appears Damore\u2019s firing, rather than ending the issue, has turned him into what a\u00a0<em>USA Today<\/em>\u00a0writer terms a \u201chero of a resurgent conservative movement.\u201d Damore has since\u00a0<a href=\"https:\/\/www.cnet.com\/news\/james-damore-sues-google-for-discriminating-against-white-men\/\">filed a lawsuit against Google<\/a>, claiming the search giant discriminates against white, conservative men. In a development worth watching, Damore and David Gudeman, another former Google engineer, are being represented by Harmeet Dhillon, the Republican National Committee\u2019s committeewoman for California. Her law firm is seeking class action status for the plaintiffs.\n\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13916\n\n<\/div>\n<h2>Racial Diversity<\/h2>\n<img class=\"alignright wp-image-784\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22193125\/bbh-singapore-1426543-unsplash.jpg\" alt=\"Photograph of a middle eastern woman wearing a hijab\" width=\"350\" height=\"233\">As with every form of diversity we have discussed, racial diversity is an important part of the workplace. Each year the Equal Employment Opportunity Commission data shows that an average of $112.7 million a year is collected from employers to pay for racial discrimination violations. This tells us that there is still work to be done to provide a welcoming and inclusive work environment.\n\nThe Civil Rights Act of 1964 made discrimination on the basis of race illegal. However, even though the Civil Rights Act was able to change the law, changing the minds and perceptions of others in society may not be as cut and dry. To ensure employment equality, additional pieces of law and regulations have been put in place to protect minority groups. This includes, but is not limited to Equal Employment Opportunity Laws and Affirmative Action. However, even with these laws and regulations in place, the racial diversity growth numbers are moving at an alarmingly slow rate. According to recent numbers, Google\u2019s workforce is 3% Latino and 2% Black. LinkedIn\u2019s company has 5% Latino and 3% Black employees. These are just a small sampling of companies, but the trend is across the board. So what is the problem? Why do companies have such low racial diversity? There is no one-size-fits-all answer here but let\u2019s explore some of the possibilities.\n\nFirst we need to examine company diversity goals. There are four possibilities:\n<ol>\n \t<li>A company sets a goal to become more diverse and implements it at all three levels of influence<\/li>\n \t<li>A company wants to be more diverse, sets a goal to do it, but doesn\u2019t know the proper way to go about making it happen<\/li>\n \t<li>A company states they want to be more diverse but put in no effort to do so<\/li>\n \t<li>A company wants to keep things as-is and has no interest in diversity<\/li>\n<\/ol>\nEvery company is different and so are their goals. For the purpose of this section, let\u2019s address numbers one and two.\n\nWe need to examine recruiting methods in order to see why a larger number of diverse individuals do not get hired. Many companies hire employees based on internal referrals. There is no better advertisement for a company than a happy employee. Therefore, it is not uncommon for people to apply for positions where they know someone on the inside. This is not always beneficial for creating diversity because people are oftentimes attracted to individuals similar to themselves. In addition, we need to examine where the company is recruiting new employees. If they continue to recruit from the same places, chances are their applicant pool will remain pretty similar.\n\nFurthermore, there are unspoken and unconscious biases in each of us. Some biases we may not even realize we have. So how does this play a role in encouraging diversity? Marianne Bertrand from Chicago\u2019s Graduate School of Business and Sendhil Mullainathan with MIT, conducted an experiment to see how different names on resumes may play a role in getting a call back. They fabricated names and created fake resumes to send to thousands of different job openings and their findings were rather alarming. According to their study, \u201cApplicants with white-sounding names were 50 percent more likely to be contacted for job interviews than those with typical black names.\u201d <sup>3<\/sup> Whether the decision to call someone in for an interview based on their name was a conscience decision or a subconscious one, it is definitely something to address!\n\nDawn D. Bennett-Alexander is a lawyer, an associate professor of Employment Law and Legal Studies at UGA, and co-author of the leading Employment Law text in the country. She gave a TEDx Talk on how to utilize \u201cPractical Diversity\u201d in the workplace and in your everyday life. You can view her talk below.\n\nhttps:\/\/www.youtube.com\/watch?v=ExcDNly1DbI\n\nMany people think of African Americans and Caucasians when they think of racial diversity. However, this leaves out other minority groups, such as Hispanic and Asian individuals, who face similar challenges in the workplace and do not account for a large percentage of the workforce. We must strive to get tomorrow\u2019s workforce to more closely mirror the breakdown of the total population\u2014at all levels of all places of work. The bottom line is that today\u2019s workforce has room to grow in regards to racial diversity in the workplace, and it starts with identifying the issue and creating a plan to fix it!\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13917\n\n<\/div>\n<h2>Religious Diversity<\/h2>\nMany people have been taught that it is bad etiquette to discuss religion and politics at the dinner table. Both religion and politics are very emotional subjects that can quickly turn from a conversation to an argument. People are likely to take others\u2019 opinions and disagreements to heart when discussing religion and politics which does not lead to a nice and relaxing gathering.\n\nSo what about in the workplace? People on average will spend about one third of their life at their job. Therefore, it is important to learn how to handle conversations about religion and politics in a constructive manner. This is not to say that religion and politics should be a daily topic of conversation. However, approaching an unfamiliar topic with genuine curiosity and a desire to understand can be a great way to foster diversity. Asking questions does not mean you always have to agree with the answer, however, it may give you a new perspective.\n\nFor the purpose of this section, let\u2019s specifically focus on religious diversity in the workplace. How can companies foster an inclusive environment for people from all religions? A very simple way is to create a calendar with a wide variety of holidays. This will allow people from all religions to share their holiday celebrations with those at work. It is also a great opportunity for people to learn about their coworkers. Some companies even have floating holiday options available to employees which allows them to take off work according to the religious holidays they observe. Companies can also have a quiet space available for employees who need to pray or reflect. Dress codes should also be accommodating to allow religious attire like yarmulkes or hijabs. Even small actions like having non-pork options at luncheons or social outings without alcohol to better incorporate all religious beliefs can make a huge impact. Often the only \"extra\" work that needs to be done is pausing to think of others' needs and considerations.\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13918\n\n<\/div>\nAs with all forms of diversity, the first step is to simply be respectful and understanding of people's differences. Viewing everyone\u2019s differences as a learning opportunity or a way to get to know them better will create a more inclusive work environment. Humans are naturally curious and that is a good thing! However, be sure to present your curiosity in a respectful manner. Some people may not be comfortable discussing their religious beliefs, and this is okay\u2014remember that no one owes you an answer. And if you're really curious, there are plenty of online resources written by members of religions that you can find.\n\nSo if being inclusive is such a simply thing to do, why do so many companies struggle with it? Incorporating inclusive guidelines on a corporate and team level is important to ensuring an inclusive environment. Since religion is such a personal subject and choice, religious inclusion on a personal level can be a little harder to achieve. However, by implementing some of the ideas listed above, there is a greater possibility for religious tolerance and inclusion.\n<h2>Sexual Orientation in the Workplace<\/h2>\n<img class=\"alignright wp-image-787\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22200545\/Couple.jpg\" alt=\"A transfeminine non-binary person and transmasculine gender-nonconforming person look at each other on a couch\" width=\"350\" height=\"246\">Even though talking about your personal life is accepted in many workplaces, it is not always an all-inclusive invitation. People with a variety of sexual orientations may not be comfortable sharing information about their personal life for fear that they will be treated differently because of it. That brings us to the topic of sexual orientation discrimination. So what is it exactly? Sexual orientation discrimination is when someone is treated differently or even harassed because of their perceived sexual orientation.\n\nLet\u2019s examine what being \u201ctreated differently\u201d would look like. Being treated differently would include but is not limited to not getting promoted, receiving multiple coachings or write-ups with little to no justification, wrongful termination, etc. Harassment is another form of discrimination people face at work. Harassment in any form is not acceptable by society\u2019s standards. However, there are not universal laws in place to protect people from sexual orientation discrimination in the workplace.\n\nAs we have discussed earlier in this module, organizations such as the Equal Employment Opportunity Commission (EEOC) ensure discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information is not tolerated. Sex in this case includes pregnancy, gender identity, and sexual orientation (EEOC). However, the EEOC is not able to enforce these laws with all companies. Instead, some companies are not covered under the EEOC, and people trying to file a complaint need to look to their state for other anti-discrimination laws to use to support their claim.\n\nThere are currently 23 states and Washington D.C. that have explicit state laws in place to ensure discrimination based on sexual orientation and gender identity are prohibited. On the other hand, there are 26 states with no laws in place to protect people from sexual orientation and gender identity discrimination (Wisconsin prohibits discrimination based on sexual orientation but does not mention gender identity). For a more detailed list on which states have anti-discrimination laws in place, you can check out\u00a0<a href=\"http:\/\/www.lgbtmap.org\/equality-maps\/non_discrimination_laws\" target=\"_blank\" rel=\"noopener noreferrer\">the Movement Advancement Project here<\/a>.\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13919\n\n<\/div>\nSo what can people do to prevent discrimination in the workplace based on sexual orientation? As with every form of discrimination, the best way to circumvent it is by approaching every individual with respect. Treating others as you would like to be treated is such an elementary rule but it can have a great impact on building better relationships and healthier work environments.\n<h2>Disabilities<\/h2>\nSo far in this module we have discussed cultural forms of diversity, yet in a work setting we are also exposed to individuals with varied skills, talents, and abilities. Another component of diversity in the workplace is the wide range of physical and mental abilities of people you may work with. A common misconception or view of people with disabilities focuses on what an individual may lack or cannot do. Characterizing people solely by their disabilities and perceiving them as inferior to the non-disabled can lead to social\u00a0prejudice and discrimination, also known as ableism.\n\nOur challenge in the area of disabilities is learning to transcend our perception of someone's limitations, to adopt universal\u00a0design thinking and practices in order to accommodate a range of abilities, and, thereby, extend the possibilities for both individual and collective business performance.\n\n[caption id=\"attachment_3387\" align=\"aligncenter\" width=\"1024\"]<img class=\"wp-image-3387 size-large\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25210727\/151110-M-ZZ999-801-1024x663.jpg\" alt=\"A poster advertising National Disability Employment Awareness Month-Celebrating 70 years. The poster reads, &quot;My disability is one part of who I am. At work, it's what people can do that matters.&quot; The poster shows an image of 2 men and 2 women, one of the men has a service dog and one of the women is in a wheelchair. The poster reads, &quot;My disability is one part of who I am. At work, it's what people can do that matters. National Disability Employment Awareness Month- Celebrating 70 Years!&quot;\" width=\"1024\" height=\"663\"> <strong>National Disability Employment Awareness Month:<\/strong> The goal of this initiative is to celebrate individuals with disabilities strengthening the workforce and to bring awareness and education concerning the issue.[\/caption]\n<blockquote>Impossible is an opinion\u2014not a fact.\n\n\u2014Paul Hockey<\/blockquote>\n<img class=\"alignright wp-image-3391 size-medium\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25212103\/accessibility-1682903_1920-211x300.jpg\" alt=\"Collage of icons representing different disabilities and impairments. Icons include: man with cane, woman with child, pregnant woman, ear, person with service dog, and person in wheelchair.\" width=\"211\" height=\"300\">\n\nGeneral perception and understanding of those who are different is not unlike ancient cultures' understanding of the world: flawed (i.e., the belief the world was flat) and with large areas marked \u201cthe great unknown.\u201d This is particularly the case when it comes to people with disabilities. This lack of understanding is due to a combination of factors including a lack of exposure to people with disabilities, the amorphous definition of disability, and privacy and discrimination concerns. People with disabilities are under-represented in media and entertainment\u2014a situation that the <a href=\"http:\/\/inclusioninthearts.org\/\">Alliance for Inclusion in the Arts<\/a> is seeking to address. The ADA (Americans with Disabilities Act) text defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Further, people with disabilities are not required to disclose their disability, and indeed, they are often advised not to\u2014at least in the job search process.<sup>4<\/sup>\n\nSo how do we approach the great unknown? Let\u2019s start by considering our perceptions of people with disabilities. In the award-winning short <em><a href=\"https:\/\/www.youtube.com\/watch?v=yu24PZIbkoY_\">Different<\/a><\/em>, by\u00a0Tahneek Rahman,\u00a0we see two young people navigating a new relationship. The actors\u2019 perceptions and emotions are shaped and colored by what they think they see; then, like a kaleidoscope, reality changes. As you watched the film, how did you feel when you looked through the young girl\u2019s eyes as she peered through the bushes? It may have felt like you\u2019ve been here before\u2014in a situation you thought you understood, only to have your perspective shift and click into place, framing a new reality. How often do we do this with people who are wired differently or have a different range of abilities?\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\nEmpathy goes a long way in bridging knowledge and communications gaps. For a start, watch one or more of the videos in Soul Pancake\u2019s <em><a href=\"https:\/\/www.youtube.com\/playlist?list=PLfjTXaT9NowjmBcbR7gJVFECprsobMZiX\">How You See Me<\/a> <\/em>series.\n\n<\/div>\n<div class=\"textbox examples\">\n<h3>Summiting Mount Everest<\/h3>\n<img class=\"alignright wp-image-3934\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/15213458\/1600px-Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg\" alt=\"A photograph of Mount Everest; the mountain is covered in snow and imposing.\" width=\"401\" height=\"218\">Perhaps our perception of ability\u2014and disability\u2014says more about us then it does about others. So before we discuss communication specifics, let\u2019s broaden our perspective of what\u2019s possible. Erik Weihenmayer is one of seven disabled athletes to have successfully climbed Mount Everest, the highest mountain in the world at 29,029 feet above sea level. The only blind person to summit Everest to date, Erik went on to complete the \u201cSeven Summit\u201d challenge, scaling the highest peaks of each of the seven continents. Erik subsequently co-founded No Barriers, a non-profit organization that helps youth, veterans, and people with disabilities achieve transformative challenges. The organization\u2019s motto: Unleash the Human Spirit.\n\nIndian amputee Arunima Sinha is another of the seven disabled Everest summiters. In the aftermath of a train accident that severed her leg, Arunima \u201cpondered on the most impossible dream I could set for myself. I decided to climb Everest.\u201d Erik and Arunima are remarkable athletes and people, but there are thousands of similar stories\u2014people who, by birth or circumstance, found themselves at a relative disadvantage and yet prevailed and indeed, thrived. Clearly, they did not see their disability as a limitation. Tapping this human spirit is critical to business success in a competitive global economy.\n\n<\/div>\n<h3>Overcoming Communication Challenges<\/h3>\nPeople with disabilities can experience unique communication challenges whether they have sensory impairments (blindness or deafness), cognitive disorders (autism spectrum disorder, post-stroke challenges), or physical disabilities (head trauma or neurological injury).\u00a0In particular, some communication difficulties in the workplace can include the following:\n<ul>\n \t<li>Difficulty speaking: speech may be unclear, interrupted by stuttering, or abnormally slow, fast or irregularly paced<\/li>\n \t<li>Difficulty with listening for extended periods or listening to multiple people participating in a conversation<\/li>\n \t<li>Difficulty reading manuals with dense amounts of text<\/li>\n \t<li>Difficulty keeping track of procedural material without the help of notes or hands-on experience<\/li>\n \t<li>Difficulty interpreting language that has implied meaning such as indirect requests or offers for help, or certain types of humor<\/li>\n \t<li>Difficulty interpreting body language, the emotions of others, or other non-verbal language<\/li>\n \t<li>Difficulty communicating with unfamiliar people; this can include eye contact<\/li>\n<\/ul>\nWhether individuals have disclosed a disability or not, the way you approach a communication breakdown or misunderstanding matters. If you do not understand something a person says, do not pretend that you do. Ask the individual to repeat what he or she said and then repeat it back.\u00a0Try to ask questions that require only short answers or a nod of the head. Concentrate on what the person is saying and do not rush to a conclusion about what you think they mean. Do not speak for the individual or attempt to finish her or his sentences. If you are having difficulty understanding the individual, consider writing as an alternative means of communicating, but first ask whether this is acceptable.\n\nOther things to consider are:\n<ul>\n \t<li>If you are in a public area with many distractions, consider moving to a quiet or private location.<\/li>\n \t<li>Be prepared to repeat what you say, orally or in writing.<\/li>\n \t<li>Offer assistance completing forms or understanding written instructions and provide extra time for decision-making. Wait for the individual to accept the offer of assistance; do not \"over-assist\" or be patronizing.<\/li>\n \t<li>Be patient, flexible and supportive. Take time to understand the individual and make sure the individual understands you.<\/li>\n<\/ul>\nIf you notice a communication breakdown or misunderstanding, it is of utmost importance to treat everyone with dignity, respect, and courtesy. Be patient, be supportive, and take as much time as necessary to listen to the individual because it can make all of the difference.\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/13920\n\n<\/div>\nThere are also simple, practical adjustments we can make in our one-on-one interactions that will facilitate effective communication. The following eight recommendations, adapted from a toolkit for medical practitioners, are equally relevant to communicating with people with disabilities in the workplace (<a href=\"https:\/\/vkc.mc.vanderbilt.edu\/etoolkit\/general-issues\/communicating-effectively\/\">Heath Care for Adults with Intellectual and Developmental Disabilities<\/a>):\n<ul>\n \t<li style=\"font-weight: 400\">Allocate additional time to achieve the communication objective.<\/li>\n \t<li style=\"font-weight: 400\">Be aware of your tone of voice and nonverbal signals.<\/li>\n \t<li style=\"font-weight: 400\">Moderate your speaking pace and give the person with a disability adequate time to process and respond to what you\u2019ve communicated.<\/li>\n \t<li style=\"font-weight: 400\">Actively confirm the person\u2019s understanding and your own understanding of what he or she communicated.<\/li>\n \t<li style=\"font-weight: 400\">Focus on abilities rather than disabilities.<\/li>\n \t<li style=\"font-weight: 400\">Use specific rather than abstract language; for example, \u201cbring a pen and paper\u201d rather than \u201cget ready for the meeting.\u201d<\/li>\n \t<li style=\"font-weight: 400\">Stage conversations in areas that are relatively quiet without distracting activity or background noise.<\/li>\n<\/ul>\nJust as our history is not our destiny, our frame of reference doesn\u2019t need to limit our future possibilities\u2014individually or collectively, as a business or society. Disability rights are not only civil rights, they\u2019re human rights\u2014the right to strive to achieve our full potential, whatever that is. As one of the testimonials on <a href=\"http:\/\/equality.nike.com\/generator\">Nike\u2019s Equality Campaign page<\/a> phrased it: \u201cwe all deserve a starting line.\u201d\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<ul>\n \t<li><a href=\"http:\/\/www.rehab.cahwnet.gov\/DisabilityAccessInfo\/The-10-Commandments.html\">The 10 Commandments for Communicating with People with Disabilities (CA Department of Rehabilitation)<\/a><\/li>\n \t<li>The Language of Disability: <a href=\"http:\/\/inclusioninthearts.org\/faqs\/the-language-of-disability-dos-and-donts\/\">Do\u2019s &amp; Don\u2019ts - Alliance for Inclusion in the Arts<\/a><\/li>\n \t<li><a href=\"https:\/\/www.ada.gov\/cguide.htm\">A Guide to Disability Rights Laws<\/a><\/li>\n \t<li><a href=\"http:\/\/equality.nike.com\/generator\">Nike\u2019s Equality Campaign page<\/a><\/li>\n \t<li><a href=\"https:\/\/www.dol.gov\/odep\/pubs\/fact\/communicating.htm\">Communicating With and About People with Disabilities<\/a><\/li>\n<\/ul>\n<\/div>\n<h2>Social Diversity in the Workplace<\/h2>\nNow that we've learned about various types of diversity you will encounter in the workplace, let's take a deeper dive into a few examples, and what the best actions would be in each scenario.\n\n[embed]https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708\/embed[\/embed]\n<h2>References<\/h2>\n<p class=\"hanging-indent\">Annese, Lisa. \"Practical Ways to Promote Religious Diversity in the Workplace.\" Diversity Council Australia. December 01, 2016. Accessed April 22, 2019. <a href=\"https:\/\/www.dca.org.au\/opinion-pieces\/practical-ways-promote-religious-diversity-workplace\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dca.org.au\/opinion-pieces\/practical-ways-promote-religious-diversity-workplace<\/a>.<\/p>\n<p class=\"hanging-indent\">\"Coverage of Business\/Private Employers.\" US Equal Employment Opportunity Commission. Accessed April 22, 2019. <a href=\"https:\/\/www.eeoc.gov\/employers\/coverage_private.cfm\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.eeoc.gov\/employers\/coverage_private.cfm<\/a>.<\/p>\n<p class=\"hanging-indent\">Dyson, Eric. \"Improving Racial and Ethnic Diversity in the Workplace.\" PeopleScout. November 30, 2017. Accessed April 22, 2019. <a href=\"https:\/\/www.peoplescout.com\/racial-and-ethnic-diversity-in-the-workplace\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.peoplescout.com\/racial-and-ethnic-diversity-in-the-workplace\/<\/a><\/p>\n<p class=\"hanging-indent\">\"Sexual Orientation Discrimination.\" Workplace Fairness. Accessed April 22, 2019. <a href=\"https:\/\/www.workplacefairness.org\/sexual-orientation-discrimination\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.workplacefairness.org\/sexual-orientation-discrimination<\/a>.<\/p>\n<p class=\"hanging-indent\">Stainback, Kevin, Corre L. Robinson, and Donald Tomaskovic-Devey. \"Race and Workplace Integration.\"\u00a0<i>American Behavioral Scientist<\/i>\u00a048, no. 9 (May 1, 2005): 1200-228. doi:10.1177\/0002764205274816.<\/p>\n\n<div class=\"footnotes\">\n<ol>\n \t<li id=\"footnote-763-1\">Burke, Alison. \"<a href=\"https:\/\/www.brookings.edu\/blog\/brookings-now\/2017\/12\/05\/10-facts-about-american-women-in-the-workforce\/\" target=\"_blank\" rel=\"noopener noreferrer\">10 facts about American women in the workforce<\/a>.\"\u00a0<em>Brookings<\/em>, 05 Dec 2017. Web. 26 June 2018. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-1\">\u21b5<\/a><\/li>\n \t<li id=\"footnote-763-2\">Bucher, Richard D.\u00a0<i>Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities<\/i>. Pearson, 2015, p 130. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-2\">\u21b5<\/a><\/li>\n \t<li id=\"footnote-763-3\">Leonard, Bill. \"Study Suggests Bias Against 'Black' Names On Resumes.\" SHRM. February 1, 2003. Accessed April 22, 2019. <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/pages\/0203hrnews2.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/pages\/0203hrnews2.aspx<\/a>. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-3\">\u21b5<\/a><\/li>\n \t<li id=\"footnote-763-4\">Disclosing a disability: <a href=\"https:\/\/www.monster.com\/career-advice\/article\/disclose-disability-on-resume\" rel=\"nofollow\">https:\/\/www.monster.com\/career-advice\/article\/disclose-disability-on-resume<\/a> <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-4\">\u21b5<\/a><\/li>\n<\/ol>\n\n<hr>\n\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div>\n<ul class=\"citation-list\">\n \t<li>The Complexity of Diversity. <strong>Authored by<\/strong>: Freedom Learning Group. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n \t<li>Social Diversity in the Workplace. <strong>Authored by<\/strong>: Barbara Egel. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div>\n<ul class=\"citation-list\">\n \t<li>Transfeminine executive and non-binary employee. <strong>Provided by<\/strong>: Broadly. <strong>Located at<\/strong>: <a href=\"https:\/\/broadlygenderphotos.vice.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/broadlygenderphotos.vice.com\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-nc-nd\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-NC-ND: Attribution-NonCommercial-NoDerivatives <\/a><\/em><\/li>\n \t<li>Generation Gap. <strong>Authored by<\/strong>: Frantic1892. <strong>Provided by<\/strong>: Flickr. <strong>Located at<\/strong>: <a href=\"https:\/\/www.flickr.com\/photos\/nolittlepill\/5896338584\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.flickr.com\/photos\/nolittlepill\/5896338584\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li>\n \t<li>Working across Genders. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-genders\/#footnote-3267-1\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-genders\/#footnote-3267-1<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n \t<li>Survey of Communication Study. <strong>Authored by<\/strong>: Scott T Paynton and Kinda K Hahn. <strong>Provided by<\/strong>: Humbolt State University. <strong>Located at<\/strong>: <a href=\"https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li>\n \t<li>Couple. <strong>Authored by<\/strong>: Zackary Drucker. <strong>Provided by<\/strong>: Broadly. <strong>Located at<\/strong>: <a href=\"https:\/\/broadlygenderphotos.vice.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/broadlygenderphotos.vice.com\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-nc-nd\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-NC-ND: Attribution-NonCommercial-NoDerivatives <\/a><\/em><\/li>\n \t<li>Disabilities. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n \t<li>accessibility. <strong>Authored by<\/strong>: renma. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a href=\"https:\/\/pixabay.com\/en\/accessibility-disability-1682903\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/pixabay.com\/en\/accessibility-disability-1682903\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em><\/li>\n \t<li>Mount Everest as seen from Drukair. <strong>Authored by<\/strong>: shrimpo1967; derivative work by Papa Lima Whiskey 2. <strong>Provided by<\/strong>: Wikipedia. <strong>Located at<\/strong>: <a href=\"https:\/\/en.wikipedia.org\/wiki\/File:Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/en.wikipedia.org\/wiki\/File:Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li>\n \t<li>Overcoming Communication Challenges. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div>\n<ul class=\"citation-list\">\n \t<li>Young people in conversation. <strong>Authored by<\/strong>: Alexis Brown. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a href=\"https:\/\/unsplash.com\/photos\/-Xv7k95vOFA\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/unsplash.com\/photos\/-Xv7k95vOFA<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li>\n \t<li>Asian Woman. <strong>Authored by<\/strong>: BBH Singapore. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a href=\"https:\/\/unsplash.com\/photos\/BYiZTCO6Qaw\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/unsplash.com\/photos\/BYiZTCO6Qaw<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">All rights reserved content<\/div>\n<ul class=\"citation-list\">\n \t<li>Practical diversity: taking inclusion from theory to practice. <strong>Authored by<\/strong>: Dawn Bennett-Alexander. <strong>Provided by<\/strong>: TEDx TAlks. <strong>Located at<\/strong>: <a href=\"https:\/\/youtu.be\/ExcDNly1DbI\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/youtu.be\/ExcDNly1DbI<\/a>. <strong>License<\/strong>: <em>All Rights Reserved<\/em>. <strong>License Terms<\/strong>: Standard YouTube License<\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">Public domain content<\/div>\n<ul class=\"citation-list\">\n \t<li>Communicating With and About People with Disabilities. <strong>Provided by<\/strong>: United State Department of Labor. <strong>Located at<\/strong>: <a href=\"https:\/\/www.dol.gov\/odep\/pubs\/fact\/communicating.htm\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dol.gov\/odep\/pubs\/fact\/communicating.htm<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/pdm\" target=\"_blank\" rel=\"license noopener noreferrer\">Public Domain: No Known Copyright<\/a><\/em><\/li>\n \t<li>Disability Employment Awareness Month. <strong>Authored by<\/strong>: Office of Disability Employment Office. <strong>Located at<\/strong>: <a href=\"http:\/\/www.albany.marines.mil\/Photos\/igphoto\/2001317125\/\" target=\"_blank\" rel=\"noopener noreferrer\">http:\/\/www.albany.marines.mil\/Photos\/igphoto\/2001317125\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/pdm\" target=\"_blank\" rel=\"license noopener noreferrer\">Public Domain: No Known Copyright<\/a><\/em><\/li>\n<\/ul>\n<\/div>","rendered":"<h2>What you&#8217;ll learn to do:\u00a0Describe the complexity of diversity in the workplace<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-772\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22175629\/A-transfeminine-executive-meeting-with-a-non-binary-employee.jpg\" alt=\"A transfeminine executive meeting with a non-binary employee\" width=\"400\" height=\"267\" \/>As we have just discussed, diversity is everywhere, including the workplace, and that\u2019s a wonderful thing! Diversity can be defined on a variety of levels. There are both external and internal factors that need to be considered when discussing diversity. External diversity is often displayed in a person\u2019s appearance. External diversity can include but is not limited to, gender, age, ethnicity, and sometimes even religion. It is also important to note that even external diversity traits are not always easy to identify as not everyone ages the same or looks the same, even if they\u2019re from the same part of the world or expressed their gender in the same way.<\/p>\n<p>Internal diversity, on the other hand, is an even more challenging to define and identify. Internal diversity includes individual experiences and backgrounds. Internal diversity examples may include how people were raised, where they went to school, previous job experience, etc.<\/p>\n<p>Not every piece of the diversity puzzle can fit neatly into a category. Diversity is extremely complex and incorporates almost every aspect of a person\u2019s life. You may find people that are similar to you and have similar core values and beliefs; however, there is no one who is exactly like you because everyone has different experiences throughout their lifetime. Even similar interactions and experiences may have a different effect on each individual who lives it.<\/p>\n<p>The workplace is equally as complex as the rest of society. Once again, the workplace will not identically mirror society but it still experiences similar diversity challenges. In this next section we will discuss five different types of diversity and how they each influence organizations.<\/p>\n<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss generational diversity in the workplace<\/li>\n<li>Discuss the benefits and challenges of gender diversity in the workplace<\/li>\n<li>Discuss racial diversity in the workplace<\/li>\n<li>Discuss religious diversity in the workplace<\/li>\n<li>Discuss the role of sexual orientation in the workplace<\/li>\n<li>Discuss the impact of disabilities in the workplace<\/li>\n<\/ul>\n<\/div>\n<h2>Generations<\/h2>\n<p>We learned about generational differences in Module 1: Introduction to Organizational Behavior; we discussed the Baby Boomers, Generation X, and Generation Y. While we discussed the differences within today\u2019s three working generations, we did not discuss why it is important to have these differences. There are both benefits and challenges to having a wide variety of generations working within an organization. Let\u2019s get exploring!<\/p>\n<div class=\"textbox examples\">\n<h3>Building a Product TEam<\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-3405 size-medium alignright\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/26170238\/age-gap-300x191.png\" alt=\"Three people of different ages sitting on a bench. The person on the left is in the 30-40 year-old range, the person in the middle is in the 5-10 year old range, and the person on the left has a cane and is in the 60-75 year old range.\" width=\"300\" height=\"191\" \/>You are the manager of a marketing department and it is your job to assemble a team to introduce a new product to the market. How do you choose your team? Do you pick a team who is all in the same age range and would use the product you are marketing? Or would you choose a mix of ages to incorporate each generation? There is no right or wrong answer here, but whichever team you chose would influence the path to your team\u2019s success.<\/p>\n<p>It would make sense to choose people who would actually use the product to ensure you understand the generation you are marketing to. However, it would be equally as important to include people from other generations to balance out the team. There is value in both experience and youth. Experience brings a level of expertise to the table that has been honed over years and years of hard work and life lessons. Youth on the other hand can bring fresh perspective and enthusiasm to the workforce. New employees enter into the workforce with the newest training and information available. Both the experienced and the youthful members of the workforce each have something valuable to offer to the other and it is imperative that they work together in order to be successful.<\/p>\n<\/div>\n<p>Now let\u2019s view generational diversity in a different light. A lot of generational differences are stereotypes of how others view the generation. Like many stereotypes, there is usually a reason behind its creation, however it is by no means all encompassing. It is unfair to assume that every member of one generation feels the same way about work-life priorities, other generations, and technology.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13915<\/p>\n<\/div>\n<p>So, the question becomes, is generational diversity a valid way to categorize members of the workforce? Or is there a better, more effective way to understand individuals?<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>Watch Leah Georges&#8217;s TEDx talk,\u00a0<a href=\"https:\/\/www.ted.com\/talks\/leah_georges_how_generational_stereotypes_hold_us_back_at_work\" target=\"_blank\" rel=\"noopener noreferrer\">How generational stereotypes hold us back at work<\/a>, to learn about a different perspective on generational differences. Then you can decide the best way to approach generational diversity in the workplace!<\/p>\n<\/div>\n<h2>Gender Diversity<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-781\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22183848\/alexis-brown-85793-unsplash.jpg\" alt=\"Photograph of a man and two women\" width=\"400\" height=\"267\" \/>What\u2019s in a chromosome (or two)? The difference in the pair of sex chromosomes determines whether a child is female (XX) or male (XY) at birth has a significant impact on the individual\u2019s personal and professional development. It is not biology that affects our experience and expectations in the workplace (as some who would justify gender inequality would propose), but socialization, an accumulation of cultural, historical, and legal precedent that has created the gender divide in our society.<\/p>\n<p>According to the Brookings Institution, women\u2019s labor force participation has reversed since 2000 and \u201clarge gaps remain between men and women in employment rates, the jobs they hold, the wages they earn, and their overall economic security.\u201d This is not just a women\u2019s issue. In a publication from the Hamilton Project at Brookings, the authors conclude that \u201cbarriers to workforce participation for women are stifling the growth of the U.S. economy, and that future economic success hinges on improving career prospects and working environments for all women.\u201d<sup>1<\/sup><\/p>\n<p>Over the years, gendered terms (for example, \u201cmen\u201d) have come to be interpreted more broadly; that is, as referring to both men and women, but the language is hardly inclusive. Indeed, the concept of gender as binary\u2014that is, either female or male\u2014may itself be an anachronism. As the traditional ideas of gender and gender identity are evolving and in order to adapt to a changing reality, the language and operating framework must change accordingly.<\/p>\n<h3>Are There Differences in Gender Communication?<\/h3>\n<p>Starting in childhood, girls and boys are generally socialized to belong to distinct cultures based on their gender and thus speak in ways particular to their own gender\u2019s rules and norms (Fivush; Hohnson; Tannen). This pattern of gendered socialization continues throughout our lives. As a result, men and women often interpret the same conversation differently. Culturally diverse ways of speaking based on gender can cause miscommunication between members of each culture or speech community. These cultural differences are seen in the simple purpose of communication.<\/p>\n<p>Although gender roles are changing, and gender itself is becoming a more fluid concept, traditional roles still influence our communication behaviors.\u00a0For those socialized to traditional female gender norms, an important purpose of communication is to create and foster relational connections with other people (Johnson; Stamou). In contrast, the goal of men\u2019s communication is primarily to establish identity. This is accomplished by demonstrating independence and control and entertaining or performing for others.<\/p>\n<p>Deborah Tannen, professor of linguistics and the author of multiple books on gender and language, provides the following examples of differences in men\u2019s and women\u2019s communication:<sup>2<\/sup><\/p>\n<ul>\n<li>\u201cMen engage in report talk, women in rapport talk.\u201d\n<ul>\n<li>Report talk is used to demonstrate one\u2019s knowledge and expertise.<\/li>\n<li>Rapport talk is used to share and cultivate relationships.<\/li>\n<\/ul>\n<\/li>\n<li>Women request; men direct.\n<ul>\n<li>For example, in communicating a request, a female manager might say: \u201cCould you do this by 5 PM?\u201d A male manager would typically phrase it: \u201cThis needs to be done by 5 PM.\u201d<\/li>\n<\/ul>\n<\/li>\n<li>Women are information focused; men are image focused.\n<ul>\n<li>For example, women are willing to ask questions to clarify understanding. Men tend to avoid asking clarifying questions in order to preserve their reputation.<\/li>\n<\/ul>\n<\/li>\n<li>Empathy is not apology.\n<ul>\n<li>Women often use the phrase \u201cI\u2019m sorry\u201d to express concern or empathy. Men tend to interpret this phrase as an acceptance of responsibility for the situation, which it is not.<\/li>\n<\/ul>\n<\/li>\n<li>Women are judged by their appearance; men are judged by what they say and do.<\/li>\n<\/ul>\n<p>As in all things, it\u2019s important to remember that while these differences exist between groups, all individuals will fall somewhere along a spectrum of these tendencies. Additionally, you may run into men who demonstrate more \u201cfeminine\u201d tendencies in their speech or vice versa.<\/p>\n<div class=\"textbox examples\">\n<h3>James Damore<\/h3>\n<p>We see this struggle playing out at Google, where efforts to include more women in technical roles are meeting with some resistance. The conflict surfaced when James Damore, a white male engineer, posted a ten page critique of Google\u2019s diversity efforts titled \u201c<a href=\"https:\/\/www.documentcloud.org\/documents\/3914586-Googles-Ideological-Echo-Chamber.html\">Google\u2019s Ideological Echo Chamber\u201d<\/a>\u00a0on an internal discussion board. One of the most inflammatory points made was that \u201cbiological differences between men and women might explain why we don\u2019t see equal representation of women in tech and leadership.\u201d In his memo, Damore states his belief that women are better attuned to aesthetics and people rather than ideas and that this, as well as their \u201chigher agreeableness\u201d (versus aggressiveness) and \u201cneuroticism,\u201d rather than sexism accounts for gender gaps. The \u201cmanifesto,\u201d as some call it, resulted in Damore being fired for violating Google\u2019s code of conduct by \u201cadvancing harmful gender stereotypes in our workplace.\u201d<\/p>\n<p>Google CEO Sundar Pichai responded to the memo in a\u00a0<a href=\"https:\/\/www.blog.google\/topics\/diversity\/note-employees-ceo-sundar-pichai\/\">note to employees<\/a>, which includes this excerpt: \u201cTo suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects \u2018each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.\u2019\u201d<\/p>\n<p>In a development that reflects the nation\u2019s sociopolitical polarization, it appears Damore\u2019s firing, rather than ending the issue, has turned him into what a\u00a0<em>USA Today<\/em>\u00a0writer terms a \u201chero of a resurgent conservative movement.\u201d Damore has since\u00a0<a href=\"https:\/\/www.cnet.com\/news\/james-damore-sues-google-for-discriminating-against-white-men\/\">filed a lawsuit against Google<\/a>, claiming the search giant discriminates against white, conservative men. In a development worth watching, Damore and David Gudeman, another former Google engineer, are being represented by Harmeet Dhillon, the Republican National Committee\u2019s committeewoman for California. Her law firm is seeking class action status for the plaintiffs.<\/p>\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13916<\/p>\n<\/div>\n<h2>Racial Diversity<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-784\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22193125\/bbh-singapore-1426543-unsplash.jpg\" alt=\"Photograph of a middle eastern woman wearing a hijab\" width=\"350\" height=\"233\" \/>As with every form of diversity we have discussed, racial diversity is an important part of the workplace. Each year the Equal Employment Opportunity Commission data shows that an average of $112.7 million a year is collected from employers to pay for racial discrimination violations. This tells us that there is still work to be done to provide a welcoming and inclusive work environment.<\/p>\n<p>The Civil Rights Act of 1964 made discrimination on the basis of race illegal. However, even though the Civil Rights Act was able to change the law, changing the minds and perceptions of others in society may not be as cut and dry. To ensure employment equality, additional pieces of law and regulations have been put in place to protect minority groups. This includes, but is not limited to Equal Employment Opportunity Laws and Affirmative Action. However, even with these laws and regulations in place, the racial diversity growth numbers are moving at an alarmingly slow rate. According to recent numbers, Google\u2019s workforce is 3% Latino and 2% Black. LinkedIn\u2019s company has 5% Latino and 3% Black employees. These are just a small sampling of companies, but the trend is across the board. So what is the problem? Why do companies have such low racial diversity? There is no one-size-fits-all answer here but let\u2019s explore some of the possibilities.<\/p>\n<p>First we need to examine company diversity goals. There are four possibilities:<\/p>\n<ol>\n<li>A company sets a goal to become more diverse and implements it at all three levels of influence<\/li>\n<li>A company wants to be more diverse, sets a goal to do it, but doesn\u2019t know the proper way to go about making it happen<\/li>\n<li>A company states they want to be more diverse but put in no effort to do so<\/li>\n<li>A company wants to keep things as-is and has no interest in diversity<\/li>\n<\/ol>\n<p>Every company is different and so are their goals. For the purpose of this section, let\u2019s address numbers one and two.<\/p>\n<p>We need to examine recruiting methods in order to see why a larger number of diverse individuals do not get hired. Many companies hire employees based on internal referrals. There is no better advertisement for a company than a happy employee. Therefore, it is not uncommon for people to apply for positions where they know someone on the inside. This is not always beneficial for creating diversity because people are oftentimes attracted to individuals similar to themselves. In addition, we need to examine where the company is recruiting new employees. If they continue to recruit from the same places, chances are their applicant pool will remain pretty similar.<\/p>\n<p>Furthermore, there are unspoken and unconscious biases in each of us. Some biases we may not even realize we have. So how does this play a role in encouraging diversity? Marianne Bertrand from Chicago\u2019s Graduate School of Business and Sendhil Mullainathan with MIT, conducted an experiment to see how different names on resumes may play a role in getting a call back. They fabricated names and created fake resumes to send to thousands of different job openings and their findings were rather alarming. According to their study, \u201cApplicants with white-sounding names were 50 percent more likely to be contacted for job interviews than those with typical black names.\u201d <sup>3<\/sup> Whether the decision to call someone in for an interview based on their name was a conscience decision or a subconscious one, it is definitely something to address!<\/p>\n<p>Dawn D. Bennett-Alexander is a lawyer, an associate professor of Employment Law and Legal Studies at UGA, and co-author of the leading Employment Law text in the country. She gave a TEDx Talk on how to utilize \u201cPractical Diversity\u201d in the workplace and in your everyday life. You can view her talk below.<\/p>\n<p><iframe loading=\"lazy\" id=\"oembed-1\" title=\"Practical diversity: taking inclusion from theory to practice | Dawn Bennett-Alexander | TEDxUGA\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/ExcDNly1DbI?feature=oembed&#38;rel=0\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p>Many people think of African Americans and Caucasians when they think of racial diversity. However, this leaves out other minority groups, such as Hispanic and Asian individuals, who face similar challenges in the workplace and do not account for a large percentage of the workforce. We must strive to get tomorrow\u2019s workforce to more closely mirror the breakdown of the total population\u2014at all levels of all places of work. The bottom line is that today\u2019s workforce has room to grow in regards to racial diversity in the workplace, and it starts with identifying the issue and creating a plan to fix it!<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13917<\/p>\n<\/div>\n<h2>Religious Diversity<\/h2>\n<p>Many people have been taught that it is bad etiquette to discuss religion and politics at the dinner table. Both religion and politics are very emotional subjects that can quickly turn from a conversation to an argument. People are likely to take others\u2019 opinions and disagreements to heart when discussing religion and politics which does not lead to a nice and relaxing gathering.<\/p>\n<p>So what about in the workplace? People on average will spend about one third of their life at their job. Therefore, it is important to learn how to handle conversations about religion and politics in a constructive manner. This is not to say that religion and politics should be a daily topic of conversation. However, approaching an unfamiliar topic with genuine curiosity and a desire to understand can be a great way to foster diversity. Asking questions does not mean you always have to agree with the answer, however, it may give you a new perspective.<\/p>\n<p>For the purpose of this section, let\u2019s specifically focus on religious diversity in the workplace. How can companies foster an inclusive environment for people from all religions? A very simple way is to create a calendar with a wide variety of holidays. This will allow people from all religions to share their holiday celebrations with those at work. It is also a great opportunity for people to learn about their coworkers. Some companies even have floating holiday options available to employees which allows them to take off work according to the religious holidays they observe. Companies can also have a quiet space available for employees who need to pray or reflect. Dress codes should also be accommodating to allow religious attire like yarmulkes or hijabs. Even small actions like having non-pork options at luncheons or social outings without alcohol to better incorporate all religious beliefs can make a huge impact. Often the only &#8220;extra&#8221; work that needs to be done is pausing to think of others&#8217; needs and considerations.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13918<\/p>\n<\/div>\n<p>As with all forms of diversity, the first step is to simply be respectful and understanding of people&#8217;s differences. Viewing everyone\u2019s differences as a learning opportunity or a way to get to know them better will create a more inclusive work environment. Humans are naturally curious and that is a good thing! However, be sure to present your curiosity in a respectful manner. Some people may not be comfortable discussing their religious beliefs, and this is okay\u2014remember that no one owes you an answer. And if you&#8217;re really curious, there are plenty of online resources written by members of religions that you can find.<\/p>\n<p>So if being inclusive is such a simply thing to do, why do so many companies struggle with it? Incorporating inclusive guidelines on a corporate and team level is important to ensuring an inclusive environment. Since religion is such a personal subject and choice, religious inclusion on a personal level can be a little harder to achieve. However, by implementing some of the ideas listed above, there is a greater possibility for religious tolerance and inclusion.<\/p>\n<h2>Sexual Orientation in the Workplace<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-787\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4052\/2019\/04\/22200545\/Couple.jpg\" alt=\"A transfeminine non-binary person and transmasculine gender-nonconforming person look at each other on a couch\" width=\"350\" height=\"246\" \/>Even though talking about your personal life is accepted in many workplaces, it is not always an all-inclusive invitation. People with a variety of sexual orientations may not be comfortable sharing information about their personal life for fear that they will be treated differently because of it. That brings us to the topic of sexual orientation discrimination. So what is it exactly? Sexual orientation discrimination is when someone is treated differently or even harassed because of their perceived sexual orientation.<\/p>\n<p>Let\u2019s examine what being \u201ctreated differently\u201d would look like. Being treated differently would include but is not limited to not getting promoted, receiving multiple coachings or write-ups with little to no justification, wrongful termination, etc. Harassment is another form of discrimination people face at work. Harassment in any form is not acceptable by society\u2019s standards. However, there are not universal laws in place to protect people from sexual orientation discrimination in the workplace.<\/p>\n<p>As we have discussed earlier in this module, organizations such as the Equal Employment Opportunity Commission (EEOC) ensure discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information is not tolerated. Sex in this case includes pregnancy, gender identity, and sexual orientation (EEOC). However, the EEOC is not able to enforce these laws with all companies. Instead, some companies are not covered under the EEOC, and people trying to file a complaint need to look to their state for other anti-discrimination laws to use to support their claim.<\/p>\n<p>There are currently 23 states and Washington D.C. that have explicit state laws in place to ensure discrimination based on sexual orientation and gender identity are prohibited. On the other hand, there are 26 states with no laws in place to protect people from sexual orientation and gender identity discrimination (Wisconsin prohibits discrimination based on sexual orientation but does not mention gender identity). For a more detailed list on which states have anti-discrimination laws in place, you can check out\u00a0<a href=\"http:\/\/www.lgbtmap.org\/equality-maps\/non_discrimination_laws\" target=\"_blank\" rel=\"noopener noreferrer\">the Movement Advancement Project here<\/a>.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13919<\/p>\n<\/div>\n<p>So what can people do to prevent discrimination in the workplace based on sexual orientation? As with every form of discrimination, the best way to circumvent it is by approaching every individual with respect. Treating others as you would like to be treated is such an elementary rule but it can have a great impact on building better relationships and healthier work environments.<\/p>\n<h2>Disabilities<\/h2>\n<p>So far in this module we have discussed cultural forms of diversity, yet in a work setting we are also exposed to individuals with varied skills, talents, and abilities. Another component of diversity in the workplace is the wide range of physical and mental abilities of people you may work with. A common misconception or view of people with disabilities focuses on what an individual may lack or cannot do. Characterizing people solely by their disabilities and perceiving them as inferior to the non-disabled can lead to social\u00a0prejudice and discrimination, also known as ableism.<\/p>\n<p>Our challenge in the area of disabilities is learning to transcend our perception of someone&#8217;s limitations, to adopt universal\u00a0design thinking and practices in order to accommodate a range of abilities, and, thereby, extend the possibilities for both individual and collective business performance.<\/p>\n<figure id=\"attachment_3387\" aria-describedby=\"caption-attachment-3387\" style=\"width: 1024px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-3387 size-large\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25210727\/151110-M-ZZ999-801-1024x663.jpg\" alt=\"A poster advertising National Disability Employment Awareness Month-Celebrating 70 years. The poster reads, &quot;My disability is one part of who I am. At work, it's what people can do that matters.&quot; The poster shows an image of 2 men and 2 women, one of the men has a service dog and one of the women is in a wheelchair. The poster reads, &quot;My disability is one part of who I am. At work, it's what people can do that matters. National Disability Employment Awareness Month- Celebrating 70 Years!&quot;\" width=\"1024\" height=\"663\" \/><figcaption id=\"caption-attachment-3387\" class=\"wp-caption-text\"><strong>National Disability Employment Awareness Month:<\/strong> The goal of this initiative is to celebrate individuals with disabilities strengthening the workforce and to bring awareness and education concerning the issue.<\/figcaption><\/figure>\n<blockquote><p>Impossible is an opinion\u2014not a fact.<\/p>\n<p>\u2014Paul Hockey<\/p><\/blockquote>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-3391 size-medium\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25212103\/accessibility-1682903_1920-211x300.jpg\" alt=\"Collage of icons representing different disabilities and impairments. Icons include: man with cane, woman with child, pregnant woman, ear, person with service dog, and person in wheelchair.\" width=\"211\" height=\"300\" \/><\/p>\n<p>General perception and understanding of those who are different is not unlike ancient cultures&#8217; understanding of the world: flawed (i.e., the belief the world was flat) and with large areas marked \u201cthe great unknown.\u201d This is particularly the case when it comes to people with disabilities. This lack of understanding is due to a combination of factors including a lack of exposure to people with disabilities, the amorphous definition of disability, and privacy and discrimination concerns. People with disabilities are under-represented in media and entertainment\u2014a situation that the <a href=\"http:\/\/inclusioninthearts.org\/\">Alliance for Inclusion in the Arts<\/a> is seeking to address. The ADA (Americans with Disabilities Act) text defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Further, people with disabilities are not required to disclose their disability, and indeed, they are often advised not to\u2014at least in the job search process.<sup>4<\/sup><\/p>\n<p>So how do we approach the great unknown? Let\u2019s start by considering our perceptions of people with disabilities. In the award-winning short <em><a href=\"https:\/\/www.youtube.com\/watch?v=yu24PZIbkoY_\">Different<\/a><\/em>, by\u00a0Tahneek Rahman,\u00a0we see two young people navigating a new relationship. The actors\u2019 perceptions and emotions are shaped and colored by what they think they see; then, like a kaleidoscope, reality changes. As you watched the film, how did you feel when you looked through the young girl\u2019s eyes as she peered through the bushes? It may have felt like you\u2019ve been here before\u2014in a situation you thought you understood, only to have your perspective shift and click into place, framing a new reality. How often do we do this with people who are wired differently or have a different range of abilities?<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>Empathy goes a long way in bridging knowledge and communications gaps. For a start, watch one or more of the videos in Soul Pancake\u2019s <em><a href=\"https:\/\/www.youtube.com\/playlist?list=PLfjTXaT9NowjmBcbR7gJVFECprsobMZiX\">How You See Me<\/a> <\/em>series.<\/p>\n<\/div>\n<div class=\"textbox examples\">\n<h3>Summiting Mount Everest<\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-3934\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/15213458\/1600px-Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg\" alt=\"A photograph of Mount Everest; the mountain is covered in snow and imposing.\" width=\"401\" height=\"218\" \/>Perhaps our perception of ability\u2014and disability\u2014says more about us then it does about others. So before we discuss communication specifics, let\u2019s broaden our perspective of what\u2019s possible. Erik Weihenmayer is one of seven disabled athletes to have successfully climbed Mount Everest, the highest mountain in the world at 29,029 feet above sea level. The only blind person to summit Everest to date, Erik went on to complete the \u201cSeven Summit\u201d challenge, scaling the highest peaks of each of the seven continents. Erik subsequently co-founded No Barriers, a non-profit organization that helps youth, veterans, and people with disabilities achieve transformative challenges. The organization\u2019s motto: Unleash the Human Spirit.<\/p>\n<p>Indian amputee Arunima Sinha is another of the seven disabled Everest summiters. In the aftermath of a train accident that severed her leg, Arunima \u201cpondered on the most impossible dream I could set for myself. I decided to climb Everest.\u201d Erik and Arunima are remarkable athletes and people, but there are thousands of similar stories\u2014people who, by birth or circumstance, found themselves at a relative disadvantage and yet prevailed and indeed, thrived. Clearly, they did not see their disability as a limitation. Tapping this human spirit is critical to business success in a competitive global economy.<\/p>\n<\/div>\n<h3>Overcoming Communication Challenges<\/h3>\n<p>People with disabilities can experience unique communication challenges whether they have sensory impairments (blindness or deafness), cognitive disorders (autism spectrum disorder, post-stroke challenges), or physical disabilities (head trauma or neurological injury).\u00a0In particular, some communication difficulties in the workplace can include the following:<\/p>\n<ul>\n<li>Difficulty speaking: speech may be unclear, interrupted by stuttering, or abnormally slow, fast or irregularly paced<\/li>\n<li>Difficulty with listening for extended periods or listening to multiple people participating in a conversation<\/li>\n<li>Difficulty reading manuals with dense amounts of text<\/li>\n<li>Difficulty keeping track of procedural material without the help of notes or hands-on experience<\/li>\n<li>Difficulty interpreting language that has implied meaning such as indirect requests or offers for help, or certain types of humor<\/li>\n<li>Difficulty interpreting body language, the emotions of others, or other non-verbal language<\/li>\n<li>Difficulty communicating with unfamiliar people; this can include eye contact<\/li>\n<\/ul>\n<p>Whether individuals have disclosed a disability or not, the way you approach a communication breakdown or misunderstanding matters. If you do not understand something a person says, do not pretend that you do. Ask the individual to repeat what he or she said and then repeat it back.\u00a0Try to ask questions that require only short answers or a nod of the head. Concentrate on what the person is saying and do not rush to a conclusion about what you think they mean. Do not speak for the individual or attempt to finish her or his sentences. If you are having difficulty understanding the individual, consider writing as an alternative means of communicating, but first ask whether this is acceptable.<\/p>\n<p>Other things to consider are:<\/p>\n<ul>\n<li>If you are in a public area with many distractions, consider moving to a quiet or private location.<\/li>\n<li>Be prepared to repeat what you say, orally or in writing.<\/li>\n<li>Offer assistance completing forms or understanding written instructions and provide extra time for decision-making. Wait for the individual to accept the offer of assistance; do not &#8220;over-assist&#8221; or be patronizing.<\/li>\n<li>Be patient, flexible and supportive. Take time to understand the individual and make sure the individual understands you.<\/li>\n<\/ul>\n<p>If you notice a communication breakdown or misunderstanding, it is of utmost importance to treat everyone with dignity, respect, and courtesy. Be patient, be supportive, and take as much time as necessary to listen to the individual because it can make all of the difference.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>https:\/\/assessments.lumenlearning.com\/assessments\/13920<\/p>\n<\/div>\n<p>There are also simple, practical adjustments we can make in our one-on-one interactions that will facilitate effective communication. The following eight recommendations, adapted from a toolkit for medical practitioners, are equally relevant to communicating with people with disabilities in the workplace (<a href=\"https:\/\/vkc.mc.vanderbilt.edu\/etoolkit\/general-issues\/communicating-effectively\/\">Heath Care for Adults with Intellectual and Developmental Disabilities<\/a>):<\/p>\n<ul>\n<li style=\"font-weight: 400\">Allocate additional time to achieve the communication objective.<\/li>\n<li style=\"font-weight: 400\">Be aware of your tone of voice and nonverbal signals.<\/li>\n<li style=\"font-weight: 400\">Moderate your speaking pace and give the person with a disability adequate time to process and respond to what you\u2019ve communicated.<\/li>\n<li style=\"font-weight: 400\">Actively confirm the person\u2019s understanding and your own understanding of what he or she communicated.<\/li>\n<li style=\"font-weight: 400\">Focus on abilities rather than disabilities.<\/li>\n<li style=\"font-weight: 400\">Use specific rather than abstract language; for example, \u201cbring a pen and paper\u201d rather than \u201cget ready for the meeting.\u201d<\/li>\n<li style=\"font-weight: 400\">Stage conversations in areas that are relatively quiet without distracting activity or background noise.<\/li>\n<\/ul>\n<p>Just as our history is not our destiny, our frame of reference doesn\u2019t need to limit our future possibilities\u2014individually or collectively, as a business or society. Disability rights are not only civil rights, they\u2019re human rights\u2014the right to strive to achieve our full potential, whatever that is. As one of the testimonials on <a href=\"http:\/\/equality.nike.com\/generator\">Nike\u2019s Equality Campaign page<\/a> phrased it: \u201cwe all deserve a starting line.\u201d<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<ul>\n<li><a href=\"http:\/\/www.rehab.cahwnet.gov\/DisabilityAccessInfo\/The-10-Commandments.html\">The 10 Commandments for Communicating with People with Disabilities (CA Department of Rehabilitation)<\/a><\/li>\n<li>The Language of Disability: <a href=\"http:\/\/inclusioninthearts.org\/faqs\/the-language-of-disability-dos-and-donts\/\">Do\u2019s &amp; Don\u2019ts &#8211; Alliance for Inclusion in the Arts<\/a><\/li>\n<li><a href=\"https:\/\/www.ada.gov\/cguide.htm\">A Guide to Disability Rights Laws<\/a><\/li>\n<li><a href=\"http:\/\/equality.nike.com\/generator\">Nike\u2019s Equality Campaign page<\/a><\/li>\n<li><a href=\"https:\/\/www.dol.gov\/odep\/pubs\/fact\/communicating.htm\">Communicating With and About People with Disabilities<\/a><\/li>\n<\/ul>\n<\/div>\n<h2>Social Diversity in the Workplace<\/h2>\n<p>Now that we&#8217;ve learned about various types of diversity you will encounter in the workplace, let&#8217;s take a deeper dive into a few examples, and what the best actions would be in each scenario.<\/p>\n<p><a href=\"https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708\/embed\">https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708\/embed<\/a><\/p>\n<h2>References<\/h2>\n<p class=\"hanging-indent\">Annese, Lisa. &#8220;Practical Ways to Promote Religious Diversity in the Workplace.&#8221; Diversity Council Australia. December 01, 2016. Accessed April 22, 2019. <a href=\"https:\/\/www.dca.org.au\/opinion-pieces\/practical-ways-promote-religious-diversity-workplace\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dca.org.au\/opinion-pieces\/practical-ways-promote-religious-diversity-workplace<\/a>.<\/p>\n<p class=\"hanging-indent\">&#8220;Coverage of Business\/Private Employers.&#8221; US Equal Employment Opportunity Commission. Accessed April 22, 2019. <a href=\"https:\/\/www.eeoc.gov\/employers\/coverage_private.cfm\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.eeoc.gov\/employers\/coverage_private.cfm<\/a>.<\/p>\n<p class=\"hanging-indent\">Dyson, Eric. &#8220;Improving Racial and Ethnic Diversity in the Workplace.&#8221; PeopleScout. November 30, 2017. Accessed April 22, 2019. <a href=\"https:\/\/www.peoplescout.com\/racial-and-ethnic-diversity-in-the-workplace\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.peoplescout.com\/racial-and-ethnic-diversity-in-the-workplace\/<\/a><\/p>\n<p class=\"hanging-indent\">&#8220;Sexual Orientation Discrimination.&#8221; Workplace Fairness. Accessed April 22, 2019. <a href=\"https:\/\/www.workplacefairness.org\/sexual-orientation-discrimination\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.workplacefairness.org\/sexual-orientation-discrimination<\/a>.<\/p>\n<p class=\"hanging-indent\">Stainback, Kevin, Corre L. Robinson, and Donald Tomaskovic-Devey. &#8220;Race and Workplace Integration.&#8221;\u00a0<i>American Behavioral Scientist<\/i>\u00a048, no. 9 (May 1, 2005): 1200-228. doi:10.1177\/0002764205274816.<\/p>\n<div class=\"footnotes\">\n<ol>\n<li id=\"footnote-763-1\">Burke, Alison. &#8220;<a href=\"https:\/\/www.brookings.edu\/blog\/brookings-now\/2017\/12\/05\/10-facts-about-american-women-in-the-workforce\/\" target=\"_blank\" rel=\"noopener noreferrer\">10 facts about American women in the workforce<\/a>.&#8221;\u00a0<em>Brookings<\/em>, 05 Dec 2017. Web. 26 June 2018. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-1\">\u21b5<\/a><\/li>\n<li id=\"footnote-763-2\">Bucher, Richard D.\u00a0<i>Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities<\/i>. Pearson, 2015, p 130. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-2\">\u21b5<\/a><\/li>\n<li id=\"footnote-763-3\">Leonard, Bill. &#8220;Study Suggests Bias Against &#8216;Black&#8217; Names On Resumes.&#8221; SHRM. February 1, 2003. Accessed April 22, 2019. <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/pages\/0203hrnews2.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/pages\/0203hrnews2.aspx<\/a>. <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-3\">\u21b5<\/a><\/li>\n<li id=\"footnote-763-4\">Disclosing a disability: <a href=\"https:\/\/www.monster.com\/career-advice\/article\/disclose-disability-on-resume\" rel=\"nofollow\">https:\/\/www.monster.com\/career-advice\/article\/disclose-disability-on-resume<\/a> <a class=\"return-footnote\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-organizationalbehavior\/chapter\/the-complexity-of-diversity\/#return-footnote-763-4\">\u21b5<\/a><\/li>\n<\/ol>\n<hr \/>\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div>\n<ul class=\"citation-list\">\n<li>The Complexity of Diversity. <strong>Authored by<\/strong>: Freedom Learning Group. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<li>Social Diversity in the Workplace. <strong>Authored by<\/strong>: Barbara Egel. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/lumenlearning.h5p.com\/content\/1290692099143570708<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div>\n<ul 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noreferrer\">https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li>\n<li>Couple. <strong>Authored by<\/strong>: Zackary Drucker. <strong>Provided by<\/strong>: Broadly. <strong>Located at<\/strong>: <a href=\"https:\/\/broadlygenderphotos.vice.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/broadlygenderphotos.vice.com\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-nc-nd\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-NC-ND: Attribution-NonCommercial-NoDerivatives <\/a><\/em><\/li>\n<li>Disabilities. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<li>accessibility. <strong>Authored by<\/strong>: renma. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a href=\"https:\/\/pixabay.com\/en\/accessibility-disability-1682903\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/pixabay.com\/en\/accessibility-disability-1682903\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em><\/li>\n<li>Mount Everest as seen from Drukair. <strong>Authored by<\/strong>: shrimpo1967; derivative work by Papa Lima Whiskey 2. <strong>Provided by<\/strong>: Wikipedia. <strong>Located at<\/strong>: <a href=\"https:\/\/en.wikipedia.org\/wiki\/File:Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/en.wikipedia.org\/wiki\/File:Mount_Everest_as_seen_from_Drukair2_PLW_edit.jpg<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li>\n<li>Overcoming Communication Challenges. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/working-across-abilities\/<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\" target=\"_blank\" rel=\"license noopener noreferrer\">CC BY: Attribution<\/a><\/em><\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div>\n<ul class=\"citation-list\">\n<li>Young people in conversation. <strong>Authored by<\/strong>: Alexis Brown. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a href=\"https:\/\/unsplash.com\/photos\/-Xv7k95vOFA\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/unsplash.com\/photos\/-Xv7k95vOFA<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li>\n<li>Asian Woman. <strong>Authored by<\/strong>: BBH Singapore. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a href=\"https:\/\/unsplash.com\/photos\/BYiZTCO6Qaw\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/unsplash.com\/photos\/BYiZTCO6Qaw<\/a>. <strong>License<\/strong>: <em><a href=\"https:\/\/creativecommons.org\/about\/cc0\" target=\"_blank\" rel=\"license noopener noreferrer\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li>\n<\/ul>\n<div class=\"license-attribution-dropdown-subheading\">All rights reserved content<\/div>\n<ul class=\"citation-list\">\n<li>Practical diversity: taking inclusion from theory to practice. <strong>Authored by<\/strong>: Dawn Bennett-Alexander. <strong>Provided by<\/strong>: TEDx TAlks. <strong>Located at<\/strong>: <a href=\"https:\/\/youtu.be\/ExcDNly1DbI\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/youtu.be\/ExcDNly1DbI<\/a>. <strong>License<\/strong>: <em>All Rights Reserved<\/em>. <strong>License Terms<\/strong>: Standard YouTube License<\/li>\n<\/ul>\n<div 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Copyright<\/a><\/em><\/li>\n<\/ul>\n<\/div>\n","protected":false},"author":11,"menu_order":22,"template":"","meta":{"pb_show_title":"","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":"cc-by"},"chapter-type":[49],"contributor":[],"license":[53],"class_list":["post-35","chapter","type-chapter","status-publish","hentry","chapter-type-numberless","license-cc-by"],"part":30,"_links":{"self":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapters\/35","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/wp\/v2\/users\/11"}],"version-history":[{"count":1,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapters\/35\/revisions"}],"predecessor-version":[{"id":36,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapters\/35\/revisions\/36"}],"part":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/parts\/30"}],"metadata":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapters\/35\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/wp\/v2\/media?parent=35"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/pressbooks\/v2\/chapter-type?post=35"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/wp\/v2\/contributor?post=35"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/pressbooks.usnh.edu\/mgmt805\/wp-json\/wp\/v2\/license?post=35"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}