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All posts in category Diversity Officers
50% OFF ALL OF OUR PUBLICATIONS FOR THE MONTH OF OCTOBER
Posted by diversityatworkinlondon on October 8, 2015
https://diversityandinclusionatwork.com/2015/10/08/50-off-all-of-our-publications-for-the-month-of-october/
Coaching New Canadians in Soft Skills: How do you do it?
Evelina Silveira, President, Diversity at Work in London Inc.
I am pleased to announce an upcoming workshop that I will be doing in London, Ontario on May 29th. It combines what I have learned over the years in: international education, coaching and mentoring New Canadians in the workplace and working directly with employers regarding their integration. If you are interested in learning how to optimize and retain immigrant talent, this workshop is for you. If you cannot make the workshop in London, we are happy to deliver it to your workplace or community. We travel anywhere, just ask. For full details, visit our website at http://www.yourdiversityatwork.com/workshops/.
Posted by diversityatworkinlondon on April 27, 2015
https://diversityandinclusionatwork.com/2015/04/27/coaching-new-canadians-in-soft-skills-how-do-you-do-it/
Diversity Trainers Need To Be Real
![MP900435893[1]](https://diversityatworkinlondon.files.wordpress.com/2014/07/mp9004358931.jpg)
Evelina Silveira, President, Diversity at Work in London, Publisher the Inclusion Quarterly
Diversity trainers are just like any other people: they have biases. If we are true to the work, we recognize that we need to be constantly evolving as individuals and as trainers. The process involves examining our own biases and trying to understand and reduce/eliminate them; a process which can be very humbling and worthy of sharing with our trainees. Although it makes us vulnerable, we become genuine facilitators.
Preachy diversity trainers are a turn-off for me. In my 20 years in the field of race relations, and diversity I think the worst sessions I have ever attended by trainers were ones in which they tried to make their trainees feel bad about the attitudes that they had, as if that is supposed to help them change! With cries of “Don’t be racist” or “Don’t be sexist”, these types of trainers do a lot of talking, but rarely about themselves and about their own journey when it comes to diversity and inclusion. These scripted trainers don’t appear genuine to me, having created an environment where trainees feel vulnerable if they have dissenting views.
A dynamic diversity trainer will put themselves in the trainee’s shoes, recognizing that trainees might be scared and uncomfortable with working with or serving a group of people they never had to before. There is a lot on the line. Here is an opportunity to share your story and to be authentic. They want to hear from you that it wasn’t always so easy for you either, but that it can be done. And sometimes you may even come to enjoy working in a diverse environment.
Growing up in London, Ontario which has always been considered very WASPY, my experience with diversity was primarily living and going to school with different children of European decent. I attended a Catholic school and I was never exposed to religious debates.
As kids, when we wanted to see exotic looking (non-Whites), we would dash to the school library and take a peak at the National Geographic magazines and marvel and giggle at the differences we saw.
While this may seem insensitive, this was the reality of growing up in a city where most of the people look pretty much like me. My elementary school had one black family and there were no Asians or aboriginal people. In a sea of predominately Italian kids, I was the minority. Later on, when I went to university, I met a Jew for the first time and he did not have a beard or a black hat! I also met a brilliant woman from the Chippewa reserve. That was a different experience hearing her perspective on the First Contact which was diametrically opposite to what I had learned in school.
It was a different kind of experience in which all of my beliefs were challenged for the first time and not always in the most polite way either. Sometimes it was uncomfortable, I soon came to value the ideas of others and gain friends that I would have never have made if I had not branched out into a secular school with students who had different backgrounds.
I reflect on these moments and share them with my trainees.
If we consider that many of our participants may feel uncomfortable asking certain questions that are integral to their work, then it is incumbent upon us to put them on the table and take chances. Anticipate the questions and address the elephant in the room. Again this means that you need to take risks as a trainer by presenting topics that your participants deal with on a daily basis but are afraid that they will be labelled by other trainees if they put those questions forward. Otherwise they may never ask them, and they leave the training feeling dissatisfied and maybe even cheated.
It means putting yourself out there and bringing in genuine examples and abandoning the political correctness. Your trainees will thank you for it and will be surprised that you took the chance – something many other trainers are not willing to do.
By sharing true stories of your experiences confronting bias and engaging trainees with real-life challenging and relevant examples, you will be on your way to creating a memorable, engaging and educational learning experience.
Posted by diversityatworkinlondon on July 16, 2014
https://diversityandinclusionatwork.com/2014/07/16/diversity-trainers-need-to-be-real-2/
Signs the Political Correctness Police Has Taken Over Your Workplace
Evelina Silveira, President, Diversity At Work in London Inc., Author of Diversity and Inclusion on a Budget: How to have a more engaged and innovative workforce with little or no dollars.
“When I grow up, I’m gonna marry a tinker, tailor, soldier, sailor, rich man, poor man, beggar man, thief, doctor, lawyer or Indian chief”.
In the 70’s, this was the skipping song we chanted as little girls. The goal was to land on the “rich man” or the “doctor”. Any other kind of a husband signaled a doomsday marriage. Fortunately, a lot has changed for the better and our evolving language has captured the humanness, equality and the need for all people to be included.
In this effort to restore equity to groups which have been on the margins forever, have we in the process gone too far with creating other inequities in the workplace? I think that we have. We are a long way from having a balanced workforce. Let’s take a look at some typical examples you find in the workplace. Is your workplace guilty of any of these?
• You don’t have a Christmas celebration in the workplace even though over half of Canadians identify themselves as Christian and even those who don’t still celebrate some aspects of Christmas.
• You appease the demands of one group in the workplace at the expense of the other, because you don’t want to be labelled as a _______.
• You withhold information that could advance social change or contribute to the betterment of the community because your findings shed a negative light on a group or groups of people.
• You allow behaviours from certain groups of people who you would never allow from others.
• You ignore performance issues from people of designated groups because you don’t want to ruffle any feathers.
• Diversity of thought and politics are not permitted.
In these cases, we are talking about “Fear” which seems to be the norm in organizations that have swung too far on the left of the pendulum when it comes to political correctness. Legislation for sure makes people scared; there is more of it now than ever before. Many organizations let too many behaviours slide because of the fear of law suits and complaints. It is better to take proactive steps at creating workplaces that everyone can work in, instead of trying to police everyone’s thoughts, words and actions.
Posted by diversityatworkinlondon on April 10, 2014
https://diversityandinclusionatwork.com/2014/04/10/signs-the-political-correctness-police-has-taken-over-your-workplace/
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