Smiles :): My first Diversity Seminar

I still feel excited about the fact how relevant it is and how aware people are and willing to do something, because they are so passionate about making a difference.

I learnt so much in one day. Here are some of my learnings:

Diversity management is all about bringing the best of people. To convert energy they spend hiding who they are on contributing to the company and enjoying. To make them feel comfortable in the environment where they can do their best. So there's direct interest of company to give people what they need. It's not just about being nice and including everyone :) it's about getting talented people to work for YOUR company, because that's where they can be themselves. I love this. "being themselves".

"How to tap into the power of human hearts?" - Cisco

Changing policies needs them to be as inclusive as possible. So that if you're single you still get same benefits, or if you're gay you can get "care leave" no matter they are married or not.
Leadership Assessment in global organizations is not suitable for Asian leadership style. Moreover if people go through it their self-confidence may go down.
Diversity management also is regulated by local law and government, some countries still have quota on hiring people: women, people with disabilities etc. Which actually doesn’t do any good to anybody: by trying to help people we can badly influence them on the first place - create unnecessary jobs or hire unqualified people.
Diversity influences not just employees (workplace), but also customers: how diverse they are and their relationship with you as company depending on how diverse you are; ..and communities: diversity in your company can shift mindset of community and help develop.
Challenges in Asia:

Glass ceiling for women
No role models since Asian leadership in global market is quite new
Different perception of risk: i.e. women might not wanna go for leadership positions.
People don’t want to move around - less than Europeans, Australians or Indian, and since people with global XP are needed they will be likely found in these groups.

Women and having children: women should be encouraged to have kids if they want to, instead of wait till 30+ and have health issues. We limit organizations by excluding women. And it can become issue for whole countries - that women put career first as companies might fire them if pregnant. Why not give opportunity to have work at home or part time during taking care of child? Specially in Asia: can hire nanny not expensive :)
People with disabilities. We have no idea how to make workplace a place where they can use their potential. We need to be what they lack, not think for them - they obviously have mind of their own! So many prejudices stop us. By creating the world only for healthy people, we limit their freedom. Definition of Disability also was an insight - somehow i always thought its about obvious physical disabilities… How not sensitive we might be by "over-sensitivity"… How much is already done in technology for us to be inclusive, and how much we don't use it. Thanks Simon Minty (http://www.mintyandfriend.com/) - his speech was an eye-opener for me!!
In China, influence of parents is so big and they care so much about their only child, that Company to retain employee needs to take care of parents' happiness as well.

Diversity is about so many things… Gender issues, age, generations (baby-boomers, Generation X, milennials..), Sexual orientation, have kids - don’t have kids, married-single, people with physical and mental disabilities, veterans etc. and all these things has to be in policies and more important in attitudes and behaviors of company employees - leadership o the first place.

Best comment of the day: How to deal with dilemma: being sensitive to sexual orientation or cultural traditions where gay-lesbian topic is a taboo? Should we consider orientation or culture? Respect traditions or personal choice?

And one of the best answers: At the end of the day what matters for people is important, what means for them to be human, it is their choice locally, not company policies to decide how to behave.

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Selecting someone different from who you are is not easy - it needs mind shift. We tend to hire people with same background, education, specific dress code, habits etc… we're making our organizations boring and exactly like others. By bringing in diversity w can make our companies different and FUN! As from outside, as from the inside.

SELECT people UNLIKE YOU!

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AIESEC

And of course I am thinking of AIESEC and how ready we are to manage Global Organization and be truly inclusive.

Global Competency Model in Asia: how realistic is that? If we think that Change Agents, the way we imagine, can change the world, can they also be change agents in Asia - if Asia has different leadership style? What should be Asian Change Agent? Can we develop someone who is aware of these differences, socially resp, active learner and has its own leadership style that works in Asia?

And key behavior here is to have dialogue, but not just refuse using GCM by AP countries...

We were talking about 'fishing in same ponds' - companies tend to look for talents in same places, same people. But they are already looking for less popular places.. Are we still at that 'popular pond'? Are we looking for our potential members I the same places? Are we helping to discover/develop those less privileged in less popular places? Those will be soon found by organizations and invested in.

That's why I am so excited about Expansion strategy. AIESEC should reach all those people who don’t think "they can" - we should give them confidence to make world a better place.

Do we really manage diversity in our organization?..

As it is not just about how inclusive we are to those who are already in it. But also how inclusive we are to those who cannot join due to other reasons.

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What else….