Page 138 - kf fyi for your improvement license eng 3-4-15

the ability to get results across cultural differences. It’s recognizing all people as unique individuals.
Realizing that their experiences, beliefs, values, and language affect their perceptions. Start small.
Don’t expect to master knowledge of every culture. View developing your cultural competence as a
process of discovery, adaptation, and skill building. Learn about other cultures through books,
movies, travel, and cultural events. Walk through ethnic markets. Visit various neighborhoods in your
local city. Try restaurants with food from a different culture. Attend a religious service unlike your own.
Ask questions to learn about others’ backgrounds. Be open when you interact with someone different
from you. The more open you are, the more open they’ll be. Be curious.

11. Want to know more about dealing with differences? Participate in diversity initiatives. Naive
about people different from you? Unsure about how to work with people who have a different
background, culture, ethnicity? Take advantage of your organization’s efforts to promote diversity and
inclusion. These may be formal programs or they may be informal such as all-company get-togethers.
These efforts will build your awareness of your biases, reactions, and how they play out in the
workplace and beyond. They’ll give you ideas and skills for working with others effectively. And your
participation will signal to others that you are committed to learning more. Join your company’s
mentoring program. Partner with someone who is different from you. A positive mentoring relationship
is safe ground where you can ask questions that you may not be able to ask others. A mentor can
help you practice difficult conversations and interactions before you try them out.

12. Want to make a difference? Become a diversity change agent. Being a change agent means
commitment to things being different. Recognizing what’s not right. Identifying what needs to change.
Taking preemptive action to get things where they need to be. For diversity, this means recognizing
personal biases and assumptions. Understanding the negative impact of acting on those biases. Hear
something inappropriate? Take that person aside and say, “I’m not sure you are aware of what you
said, but I found that comment to be offensive.” If you feel you can’t make a difference alone,
remember, change has to start somewhere. Set an example for others to follow and be the catalyst
for change. Address issues head-on as you encounter them. Don’t let intolerant or biased behavior
pass. Help others understand the importance of appreciating diversity. Encourage them to follow your
lead. Build a team of diversity change agents with a mission to build a culture of valuing differences.

Want to learn more? Take a deep dive…

Conant, D. R. (2011, July 28). How to make diversity and inclusion real. Harvard Business Review
Blog Network.

DeloitteLLP. (2012, July 25). Insights: The business case for diversity and inclusion [YouTube].
Hewlett, S. A., Marshall, M., & Sherbin, L. (2013, December). How diversity can drive innovation.
Harvard Business Review.

13. Experiencing bad behavior? Speak out against poor treatment. Have you witnessed others being
treated poorly? Have you noticed stereotyping, exclusion, condescension, lack of respect, or low
expectations? Treating others poorly can be conscious or subconscious. It can occur due to bias,
assumptions, and gut reactions. It is often unintentional. However, it can result in a loss of
confidence, isolation, reduced motivation, and decreased engagement. Take a close look at the
interactions around you. Look for any behavior that could undermine the confidence and effort of
© Korn Ferry 2014-2015. All rights reserved. WWW.KORNFERRY.COM

138