HIGH IMPACT DIVERSITY CONSULTING: A Step by Step Guidebook to Develop Cultural Competency Expertise
Table of Contents
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
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.
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.
1. The book is informational
2. It does have both pictures and graphics
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.