Introduction “The beauty of the world lies in the differences of its people” (un

Introduction
“The beauty of the world lies in the differences of its people” (unknown)
We all ascribe to diversity, do we not? The diversity of looks, thoughts, spiritual and religious beliefs, practices, abilities, sexual preferences, intellect, ethnicity, etc. is all around us.
Many individuals struggle with it explicitly and implicitly because they have a fear of the unknown and perhaps operate from the stance of privilege while keeping a polite smile and practicing silence. However, all leaders know that tolerance differs very much from acceptance, and it is in embracing diversity that we can ensure the best innovation, variety of views, renewals, and progress.
According to Stephen Covey “Strengths lies in differences, not in similarities (read ‘strength lies in differences not similarities’ by Brian Fairbrother at https://www.linkedin.com/pulse/strength-lies-differences-similarities-brian-fairbrother)
In this unit, we will look at the diversity on individual and organizational levels. We will discuss the meaning of individual difference as well as its organizational value. Not an added value either, but a regular, full-bodied one that could be used by leaders to leverage creativity, innovation and increase overall performance. We will visit Harvard University’s Project Implicit site and choose a couple of quizzes to search for our bias(es).
Do you consider yourself without bias? Well, actually you will discover in this unit that we all have bias and it does not matter if we deny it as much as if we are aware of it and act accordingly towards achieving neutrality at work. We will discuss the issue of acceptance and note that it might at times, be a forced tolerance.
We will look at examples of organizations leveraging diversity and having excellent organizational results defined by increased productivity and performance. We will take a closer look at ourselves as leaders.
With frequent charges of discrimination, racism, and lack of sensitivity, everyone needs to do an audit on how well they are prepared to lead themselves and their respective organizations towards the path of globalization and increased diversity. We will be using the Diversity Lens leadership tool developed by the City of Ottawa to help us diminish bias in our leadership approach to manage people.
As we were saying, we all believe in diversity unless it touches something important in us. Something that is linked with our values that we fear we might lose if we allow others to bring in their new ideas.
Remember, a great relationship is about two things: first appreciating the similarities and second respecting the differences. (unknown)
Reading Assignment
Diversity in the workplace: benefits and challenges and solutions. The Multicultural Advantage. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf
Rice, K (n.d.). Leading diversity; a comparative analysis. The Multicultural Advantage. Retrieved from https://web.archive.org/web/20170417023708/http://www.multiculturaladvantage.com/recruit/diversity/Leading-Diversity-Comparative-Analysis.asp
Coats, K (2012). Leading diversity: the work leaders cannot ignore. Tomorrow today. Retrieved from http://www.tomorrowtodayglobal.com/2012/12/05/leading-diversity-the-work-leaders-cannot-ignore-2/
Brescoll, V.L. (2011). What do leaders need to understand about diversity. Yale Insights. Retrieved from http://insights.som.yale.edu/insights/what-do-leaders-need-to-understand-about-diversity
11 Pros and Cons of Diversity in the Workplace (n.d.). Retrieved from https://greengarageblog.org/11-pros-and-cons-of-diversity-in-the-workplace
Bloom, B.S. & Nadler, L. (2015, Sept. 14) Leadership and developing diversity and inclusion. Retrieved from http://www.nwlink.com/~donclark/leader/diverse.html
Hudson Banks, K (2010, June 10) Diversity in Leadership. Psychology Today. Retrieved from
http://www.psychologytoday.com/blog/race-matters/201006/diversity-in-leadership
Implicit Association Test
Please visit Harvard University’s Project Implicit site and choose three of the quizzes to search for your bias(es). And remember, you do have bias/es. We all do.
It is well known that people don’t always “speak their minds,” and it is suspected that people don’t always “know their minds.” Understanding such divergences is important to scientific psychology.
This web site presents a method that demonstrates the conscious/unconscious divergences much more convincingly than has been possible with previous methods. This new method is called the Implicit Association Test, or IAT for short. Some examples:
Weight (Fat-Thin IAT).This IAT requires the ability to distinguish faces of people who are obese and people who are thin. It often reveals an automatic preference for thin people relative to fat people.
Age (young-old IAT). This IAT requires the ability to distinguish old from young faces. This test often indicates that people have automatic preference for young over old.
Countries (‘Canada-United States’ IAT). This IAT requires the ability to recognize photos of national leaders and other national icons. The results revealed by this test provide a new method of appraising nationalism.
In addition, this site contains various related information. The value of this information may be greatest if you try at least one test first. ** You will be asked to ‘Agree’ to the projects Terms of Service before gaining access to the tests. Click here to go the tests: https://implicit.harvard.edu/implicit/canada/selectatest.jsp
Discussion Assignment
In all previous units, there have been opening quotes. As part of our classroom discussion in this unit, you are asked to choose your own. It could be a famous saying, something that was repeated in your home, a translation from your mother tongue of a proverb or, even, your own golden saying that describes diversity.
Please choose your diversity quote and answer the following question:
As a leader, how can you ensure that you leverage diversity for increased productivity and creation of a motivating environment rather than hire, interact, and promote individuals that are like you?
Minimum of 300-words for your original post, use your own words only and reference your sources.
Comment on your peers’ submissions offering your own point of view while respecting differences in styles and learning. Be sure to respond to anyone who responds to you.
Written Assignment
Please re-visit the following site:
https://www.forbes.com/2010/04/20/global-2000-leading-world-business-global-2000-10-intro.html#1f18dbb1512b
Visit the site listing the best companies for multicultural women:
http://blogs.forbes.com/meghancasserly/2011/05/24/the-best-companies-for-multicultural-women/
Choose one leading company. Do research on this company to find out how it leverages diversity. Use UoPeople resources, the Internet, or your local library.
The paper should be between 2-3 pages, organized and referenced in accordance with APA format.
Learning Journal
Based on what you have learned in this unit, please comment about your bias and your plan on how to be a leader who leverages diversity.