A Four Step Plan to Overcome Barriers to Diversity
Wolf Management Consultants' Valuing and Leading Cultural Diversity Improvement intervention and Ways We Experience Difference Questionnaire WWED)* will enable your organization to more effectively utilize the talents of its diverse individuals and groups for superior organizational performance. We provide solutions that identify and remove barriers that impede the development of all affected individuals, measure progress and implement a more accepting system by integrating diversity into the overall business strategy. We provide solutions that help individuals to value their own cultural diversity, respect the differences of others and work together more effectively, improving the work environment for all. The overall benefit will be a more satisfied, productive workforce and improved competitiveness in the marketplace.
Ways We Experience Difference (WWED) © - A Culture Audit and Needs Assessment:
WWED, our statistically validated instrument, measures six dimensions of understanding, sensitivity and acceptance of others. Once completed, a numerical profile is formed, identifying the areas to be addressed for training, development, growth and utilization of human resources on an individual and an organizational basis.
This first assessment will provide the benchmark to measure against for long-term results and organizational change. It also serves to evaluate the effectiveness of training when used as a pre and post assessment tool and for determining long range training plans. WWED results lay the foundation for tracking progress, for continuous improvement, and defines next steps for visioning and strategic planning, leveraging training for the highest return on investment.
Strategic Planning—Roadmap for the Diversity Process:
The purpose of strategic planning is to develop a roadmap and establish a direction for diversity. The goal is to lead a diversity improvement initiative that will impact the total organization and persevere over time. Our process establishes vision, values, mission and goals for a diversity initiative tied to the business plan. It prepares for a culture change and identifies systems that may be barriers. Management commits to a more inclusive culture.
Education and Training —Building Knowledge and Competencies:
The design and development of the diversity training initiative follows the flow of our WWED instrument in that the developmental stages of sensitivity are used as a guidepost for the training prescribed. Creative formats, a variety of media and interactive exercises are employed to enhance the educational experience.
Our engaging training is experiential and it provides facts to reduce diversity misinformation, stereotyping, exclusive and prejudicial behaviors and replaces them with the inclusive behaviors of understanding, acceptance and support. Using innovative training designs our competency training provides windows of opportunity for leadership, influencing, team-building, conflict management and interpersonal communication skills and tools for handling the changing culture.
Continuous Improvement—Follow-up Plans:
Our follow-up process furthers and supports the new vision and enhances the understanding of an inclusive culture through continuous reinforcement. While monitoring for progress we provide ongoing opportunities to benefit from an enlightened workforce. The process supports recognition and encouragement of actions that include portions of the work workforce that may have been previously excluded. Tools for maintaining awareness and the development of continuing education, training, skill building programs and activities are provided. Successive needs assessments track changes in processes, policies and procedures.
Overall Program Outcomes:
*Copyrighted by William Tuggle
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