Give two examples of how you value and respect diversity and inclusiveness in your work?

Companies hire for #diversity but then have a culture that rewards/promotes #conformity, says prof.

Stewart, who teaches the course, strives to create a classroom culture that defies that. Students are placed on diverse teams for cases and situations where people are different in all kinds of ways: generation, countries, majors, colleges.“It’s not easy to work with people when you don’t understand where they’re coming from,” he says. “But if your goal is to truly accomplish the task at hand, you will learn that each person has something useful to contribute.”

Strategies to Promote Inclusiveness

Blancero’s research on isolation with the National Society of Hispanic MBAs uncovered lots of excitement about hiring people of color, including strong recruitment efforts and salaries; but that’s just the beginning. “Once people got to work, they felt pretty isolated. The word gets out, and the company suffers because minorities avoid applying.”Here are seven strategies to avoid this kind of fallout:

1. Acknowledge DifferencesIt’s OK -- and necessary -- to admit that people are different from one another, whether it be race, gender, religion or even personality and management style.“Don’t feel guilty,” says Stewart. “Be thankful you’re aware so that moving forward, you can minimize the incidence of discriminatory behavior and decision making.”
2. Offer Implicit Bias Training -- for Everyone
   No matter how open and bias-free we think we are, judgments are often engrained because of socialization and life experiences. Implicit bias training helps create a safe place to raise awareness of unconscious attitudes, and teaches tools to help change behaviors. Harvard hosts an online Implicit Association Test that anyone can take.
    
3. Provide MentorsConnect underrepresented employees with internal and external mentors in their group to provide support and promote growth. Encourage participation in appropriate professional organizations.
4. Let People Learn by DoingIf you’re a CEO with only one female engineer, you don’t have an opportunity to put her on a team with other women, says Blancero; but you can offer her a leadership role so her success will speak for itself and open male minds.“Having people act ‘out of the norm’ is often more powerful than trying to unearth deeply held attitudes because now you have objective evidence that is a more direct and more likely to change attitudes,” she says.And be mindful of the potential added stress of minorities feeling they have to prove themselves.
5. Encourage Personal EvaluationIn executive training, Blancero asks people to look at their LinkedIn network or Facebook friends and calculate the overall diversity to open up your mind. If all the senior people in your network are men, does it imply that you think women are not leaders? “Reviewing your contacts is something you can do privately and nobody has to see it. You get a window into your behavior.”
6. Ask QuestionsWhether you’re hiring, firing or promoting, ask yourself, “If this person’s social identities were different, would I still be doing the same thing?” Female or minority managers, for example, will often have a different set of etiquette than their male counterparts.
7. Value All Diversity“You have perspectives that no one else has,” shares Stewart. “You are part of that tapestry that adds value. Inclusive means that everybody can have a place and a voice on projects and goals.”

Diversity Lessons from Rudolph

Stewart warns that your implicit attitude is often in conflict with your explicit attitude. “By the time we’re adults and we’ve had education and experiences, our explicit attitude is likely to be nondiscriminatory and inclusive; we’ve learned to value diversity. But if you’re under duress or preoccupied, that’s when the implicit attitude -- engrained at some undetermined age -- rises to the surface and becomes influential.”Given the dual attitude theory, his goal for students is to raise awareness of implicit attitudes, learn how to build mechanisms to compensate and explore the value of a diverse workplace. He falls back on the classic Christmas story of Rudolph the Red-Nosed Reindeer to raise pertinent questions:Rudolph was ostracized, marginalized and excluded because his bright, red nose was something the other reindeer had never seen before. Then there’s this one night and an amazing storm with the worst of conditions when Santa realizes that Rudolph has something different that’s valuable.If you were Rudolph -- excluded from all training and having never been in the reins -- would you accept the job? And, if you did, could you possibly be prepared to succeed?

Promoting inclusiveness and diversity within your workplace is one of the best ways to foster an open-minded, global company culture. Not only does this make good business sense—helping your company to better understand colleagues, clients, and customers around the world—it also makes the workplace a more interesting and personally enriching environment for everyone.

Whether you’re working at a small start-up or are part of a large multinational corporation, the benefits of diversity in the workplace are equally compelling in today’s globalized business environment. And diversity can take many forms, from culture and nationality to gender, race, sexuality, educational background, and more. Whatever your current role, here are five strategies you can implement straight away to promote diversity in your workplace.

• Commit to boosting your own cultural competency

Cross-cultural communication is an invaluable workplace skill. Today, more than ever, you’re likely to interact professionally with people from different cultural background to your own. Whether they’re a team member, your manager, or a customer, developing a better understanding of different cultures and perspectives can help to improve communication and avoid misunderstandings.

Make a point of educating yourself—learn about different cultural traditions and approaches to work, and keep up to date with global events and international politics. Take the time to get to know your colleagues from different countries and backgrounds. Be open to travel opportunities, especially if you have the chance to visit an office or team overseas. Not only will you gain a greater sense of cultural appreciation and sensitivity, you’re likely to make new friends by finding much common ground.

• Actively seek out new perspectives and ideas

Tackling a tough problem on the job? Ask for help and be open to new perspectives. People from different cultures and background may take a different approach to business issues. You’ll find that your colleagues can offer valuable insight gained through a wealth of diverse life experiences. Looking at something in a new way may reveal a solution you would never have considered on your own.

Creating a workplace where different perspectives are valued and embraced can go a long way to foster productive business relationships. Whether you’re in a junior role, a manager, or director, actively seeking advice, ideas, and expertise from your colleagues will improve communication and foster a more inclusive company culture. This inclusive culture will, in turn, help your company to retain diverse talent and make your workplace an attractive option for globally minded job seekers.

• Treat others how they want to be treated

Remember that the so-called Golden Rule to “treat others how you want to be treated” doesn’t always apply in a diverse professional environment. Instead, it is better to follow what has become known as the Platinum Rule: treat others how they want to be treated.

Always be considerate and sensitive to the boundaries and expectations of others. A request or activity you may be comfortable with could be in conflict with the values of someone else in your company. Even commonplace interactions could have subtle cultural nuances to take into account. For instance, understanding how different cultures perceive a handshake, maintaining eye contact, or the boundaries of personal space can help to avert misunderstandings.

When in doubt, ask. If you accidentally cause offense, apologize. Both scenarios are valuable opportunities to improve your own cultural awareness, and your colleagues will appreciate your sensitivity and effort. Being respectful of personal and cultural boundaries, and encouraging your colleagues to do the same through your example, will make your workplace more welcoming and productive for everyone.

• Observe diverse traditions, celebrations, and holidays from other cultures

Diversity and inclusion activities can take many forms, but one of the easiest and most fun can be creating a culturally diverse holiday calendar. Encourage your colleagues to get involved and find appropriate ways celebrate different traditions.

From Eid to Oktoberfest, sharing food, music, and celebrations from around the world can be wonderful for team-building and a great way for colleagues at different levels of the organization to connect. However, when larger organized celebrations aren’t practical, make a point to personally acknowledge a significant religious or cultural holiday. Well-wishes via email or over a coffee can be a small gesture that means a lot to a colleague, especially if they are far from home.

Beyond major holidays, sensitivity to your colleagues’ regular cultural or religious practices is also important. For example, avoid scheduling client lunches during a time of fasting or holding meetings during a time of prayer.

• Contribute to the cultural diversity of your own workplace

Remember, diversity can take many forms. Don’t underestimate the cultural value you can add to your workplace. Whatever your background, your unique perspective, culture, and experiences can enrich the professional experience of those around you.

Set an example for others to follow by positively contributing to your company culture. Something as small as sharing a traditional treat from home can be a wonderful way to spark a conversation and inspire others to share too.

The best way to promote diversity in your workplace is by embracing it and working to build an understanding. Getting to know your colleagues on a personal level, regardless of their culture and background, will help you to find common ground, deepen your appreciation of differences, and promote an inclusive and welcoming work environment.

“I truly appreciate the international exposure that I have been able to have at Hult. Having worked with people that come from other parts of the world is like having a free lesson on diversity and cultural differences.”

Jay Chen Liu
Hult Master of International Marketing Class of 2016

Promoting diversity and developing a global mindset through cross-cultural understanding is at the heart of a Hult degree. The knowledge and experience Hult students gain studying across six global campuses and learning alongside peers of over 130 nationalities prepares them for the exciting challenges of today’s diverse, international work environment.

Learn more about Hult’s global programs and campuses

Kickstart your career with Hult’s undergraduate business school. To find out more, take a look at our blog #HeadingtoHult: Preparing for undergraduate life at our global campuses. Download a brochure or get in touch today to find out how Hult can help you to learn about the business world, the future, and yourself.

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//www.forbes.com/sites/janepark/2014/05/21/why-the-golden-rule-has-no-place-in-a-startup/#7224209637c5