Diversity of Thought: Workplace Oxymoron?
One of the principal business benefits of having a diverse workforce is having diversity of thought that results in stronger products, services, innovation, etc. Yet, in many organizations, we embrace diversity in demographic profiles but not diversity in thought (or belief).
More specifically, when it comes to employment issues, we see a lot more group speak than thoughtful disagreement. Those who do not agree often leave the conversation for fear that what they say may result in their being “cancelled.” We then end up with group think and the dangers that go with it.
Even when there is diversity of thought, there are limits. No politics, unless your views align exactly with the dominant view in your workspace. And, by all means, check your faith at the workplace door.
After reinforcing the importance of diversity of thought, this program includes 4 case studies in areas where there tends to be group speak but there really should be more robust dialogue. The case studies focus on following questions: (1) do ERGs run contrary to inclusion?; (2) should we be talking more about inclusion and less about diversity?; (3) should we embrace rather than try to erase faith as a workplace issue?; and (4) are harassment prevention programs as usually designed hurting women?
The program also will include specific suggestions for how HR can help create a culture where diversity of thought (and belief) is encouraged and valued.
Learning Objectives:
- Increase understanding of benefits of diversity of thought and risks of group think.
- Gain practical appreciation of the benefits of diversity of thought by challenging 4 views on employment issues that tend to be universally held (or at least the stated views).
- Learn specific suggestions for ways HR can increase the potential for diversity of thought.
In-person session offerings are on a first-come, first-served basis.
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All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Virtual sessions are recorded and are available to view on demand until Friday, May 19 at 8:00 AM ET (excluding networking sessions marked as “Live Virtual Only”).
Mary Cheddie, SHRM-SCP
Mary Cheddie, SHRM-SCP is divisional director, East for SHRM. In her role, she is responsible for member acquisition and retention, leadership development for volunteer leaders, chapters, and state councils, and creating the value-added proposition for SHRM.
Cheddie has more than 35 years of domestic and international experience in all aspects of human resources and training. She has extensive experience with strategic planning, M&As, and in starting and turning around businesses.
Prior to joining SHRM, she served as senior vice president of human resources for Interval Leisure Group, Inc. and its affiliated companies. The company was publicly traded on NASDAQ and the leading provider of vacation services with a global consumer membership base of nearly 2 million member families, more than 2,500 member resorts in over 75 countries worldwide, and has oversight for about 14,000 employees.
Cheddie also served as senior vice president, people with PRC, as well as vice president, human resources, strategic planning, office services, and facilities for The Orvis Company, Inc. in Manchester, VT.
She earned her MBA from Upper Iowa University, a bachelor’s degree from Thomas Edison State College in Trenton, New Jersey, and is certified as a SHRM-Senior Certified Professional.
Cheddie received the HR Award of Excellence, Hospitality in 2016 from South Florida Business & Wealth. Business Leader Magazine named Cheddie one of the 2011 Women Extraordinaire and in 2012 the National Diversity Council awarded her the Glass Ceiling Award.
She serves on the Board of Trustees for Upper Iowa University, Chairs the Human Capital Committee and is a member of the Governance and Advancement Committees, Chaired the Keiser Career College’s Advisory Board, was a member of the Board of Directors for the Society for Human Resource Management (SHRM) from 2003-2008 and chaired SHRM’s governance and compensation committees. Cheddie has more than 35 years of SHRM volunteer leadership experience at the national, regional, state, and local levels. She also served on the Waldorf College Alumni Board from 2004 through 2008 and was the President of the Dallas HR Association in 2000 (one of the largest affiliated SHRM chapters). She resides in South FL.