eBook Summary:
HIGH IMPACT DIVERSITY CONSULTING: A Step by Step Guidebook to Develop
Cultural Competency Expertise
Table of Contents
INTRODUCTION
14
Why Become a Diversity Professional?
14
What is diversity?
15
What is inclusion?
17
What is diversity and inclusion?
19
Cultural Competence & Inclusion
19
Why Read this Guidebook?
22
Who Should Read This Guidebook?
24
When and How to Use This Guidebook
25
Lesson 1: Characteristics of a Successful Cultural Competency Expert
27
Lesson One Exercises
32
Lesson 2: My secrets to success in the diversity market
34
Lesson 2 Exercise
46
Lesson 3: What makes an effective diversity consultant?
47
Lesson Three Exercises
65
Lesson 4: Establishing your ground rules.
66
Lesson 4 Exercise
68
Lesson 5: Specify Your Professional Standards and Pledge.
69
Lesson 5 Exercise
73
Lesson 6: The importance of organizational assessment skills.
74
Lesson 6 Exercises
81
Lesson 7: Identifying Cultural Competency Gaps
82
Lesson 7 Exercise
86
Lesson 8: The Assessment Process
87
Lesson 8 Exercises
91
Lesson 9: Making Sense Out of Assessment Data
92
Lesson 9 Exercise
97
Lesson 10: The importance of management consulting skills
98
Lesson 10 Exercises
106
Lesson 11: Understanding organizational systems
107
Lesson 11 Exercise
113
Lesson 12: Other cultural challenges within organizations
114
Lesson 12 Exercises
120
Lesson 13: Setting the tone within the organization for your consultation
121
Lesson 13 Exercise
130
Lesson 14: Recognizing readiness for change
131
Lesson 14 Exercises
135
Lesson 15: Re-evaluating the problem
136
Lesson 15 Exercises
140
Lesson 16: How To Sell Your Recommendations
141
Lesson 16 Exercise
143
Lesson 17: Intervention Styles
144
Lesson 17 Exercise
148
Lesson 18: Organizational Change Strategies
149
Lesson 19: Reducing resistance to change
155
Lessons 18 & 19 Exercise
157
Lesson 20: Write a Dynamite Proposal
158
Lesson 20 Exercise
162
Lesson 21: Pricing your work
163
Lesson 21 Exercise
171
Lesson 22: Your Consulting Checklist
172
Lesson 22 Exercise
177
Concluding Remarks
178
REFERENCES & RECOMMENDED READINGS
179
ENDNOTES
181
A FEW PARAGRAPHS FROM THE BOOK
Lesson 1: Characteristics of a Successful Cultural Competency Expert
I utilize the Diversity Training University International (DTUI) philosophy
of cultural competence throughout this book. Cultural competency and diversity
expertise are interchangeable concepts in the DTUI approach. You will notice
that I tend to use them interchangeably in this guidebook.
From the DTUI perspective, culturally competent individuals share a holistic
multicultural persona that is best characterized by the acronym SPECAS, which
refers to (a) Spirituality-Enlightenment, (b) Productivity-Prosperity, (c)
Ecology-Health, (d), Competence-Achievement (e) Art-Culture Creative, and (f)
Social Justice-Equality. The characteristics are not in any particular order,
however it is assumed that different individuals tend to place more weigh on
some than others in their worldview.
...............
Lesson 7: Identifying Cultural Competency Gaps
The challenge for the diversity consultant is to identify cultural competency
gaps within the organization. Be open to the possibility that such gaps may not
exist. It is not that people within the organization will likely be culturally
competent. Instead, they may not see a need for cultural competence to be
productive. This is often the case in a monocultural organization. If everyone
is satisfied with the status quo and do not perceive a need to change, then why
make them.
In reality, you have been brought in to either address an immediate need or
to ward off potential problems. So, it is likely you will find some gaps
associated with the existing problem or those needed to prepare the organization
for the future.
How do you identify cultural competency gaps? This lesson focuses on
analyzing the links among organizational levels. The use of survey and interview
tools will be discuss in the next few lessons.
AUTHOR
Billy E. Vaughn, PhD is President & CEO of Diversity Training University
International (DTUI), LLC, an organization specializing in the training of
social and cultural competency development professionals. He received his
doctorate in psychology from University of California, San Diego in 1986.
Billy has an international reputation for his cultural competency, strategic
inclusion initiative, organizational development, training, teaching, and
coaching expertise. He is the author of other books and numerous professional
articles. His is known for his scholarly and practical contributions in the area
of managing emotions in race relations training.
Billy has won awards for teaching and recognition as a cultural competency
professional. He often serves as a keynote speaker, consultant, trainer, and
coach. He speaks Swedish and travels internationally for both scholarly and
consultative purposes. His expertise in the use of e-learning to train social
competency at a distance is noteworthy.
OTHER DETAILS
1. The book is informational
2. It does have both pictures and graphics
AUDIENCE
High Impact Diversity Consulting provides trainers, consultants, affirmative
action/EEO officers, human resource professionals, project managers,
supervisors, and diversity officers a guide that answers most of their questions
and concerns. By applying the lessons in this guidebook, professionals will
learn what to keep in mind while promoting diversity—every step of the way.
BREAKING NEW GROUND
Most diversity book focus on how to implement a diversity initiative or managing
diversity. The increase in in-house and freelance diversity professionals is
accompanied by a dirth of resources that combine organizational development,
assessment and diversity training competencies needed to succeed in the current
market.
Human resource managers will find the resource important for identifying
diversity professionals, determining what is expected of those in the role, and
insights into leading a diversity initiative. They will also learn about how to
assess cultural competency within an organization.
Diversity trainers will be able to augment their services by adding
consultation skills to their expertise. The book offers all the insights and
tips needed to work competently within the profession.
Managers and supervisors will have a comprehensive understanding of what
diversity and inclusion initiatives are about, why they are important, and what
can be expected as an inclusion strategy moves forward. They will also
understand the role of the diversity professional and how to identify an expert.
When and How to Use This Guidebook
Ideally you will have read and learned as much as possible from this guidebook
before you start a diversity initiative, conduct a diversity training, or take
on a diversity project.
Utilizing what is offered in this guidebook enables you to plan, implement,
and competently direct an inclusion initiative.
If you are a trainer, you can use the guidebook to better prepare diversity
training. A manager that desires a diversity initiative to increase inclusion,
such as for diversity recruitment and retention purposes, will get a good idea
about what it takes to create an inclusive organization by reading this
guidebook before starting.
If you are new to the diversity profession, this is the book you need to be
successful. If you already know the fundamentals of training, this guidebook
will help you transfer that knowledge to diversity work. If you are an
organizational consultant, this book will offer you the fundamentals for
identifying cultural competency gaps and corresponding training needs.
You may not need to read the entire guidebook to get started. Decide what you
need and read that section or lesson.
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