CD13114 pr(s).qxp - Chartered Institute of Personnel and ...

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The Toolkit is based on psychological theories, particularly relating to prejudice, bias and discrimination and organisational change. It is also based on our own personal experience of working with organisations. This has shown us how the theories can be applied effectively and practically. Using this Toolkit The tools in this toolkit have been designed for use by: • anyone with responsibility for devising and incorporating a diversity strategy for their organisation, including senior teams • diversity and HR specialists • managers who are looking to incorporate diversity into the way their team works • those who are looking to gain further insight into how diversity affects the organisational climate. A preview of the tools is provided in the table overleaf. xiii A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore. INTRODUCTION
INTRODUCTION Section 1 Section 1 includes a range of tools to Tools Defining help you explore what diversity means for 1–4 diversity for your organisation. You will also be able your to evaluate your organisation as a organisation diversity-orientated organisation, as well as reviewing diversity competencies for individuals. Section 2 This second section provides guidance on Tools Developing writing diversity policies that are suitable 5–6 diversity for your organisation, together with policies and guidance on how to produce a pragmatic strategies diversity strategy. Examples of policies and a strategy are also included. Section 3 In this section you will find tools that will Tools Gaining help you explore the benefits of diversity 7–9 buy-in for your organisation and guidance on how to gain commitment from stakeholders. Section 4 Conducting Conducting a diversity audit on a regular basis is key not only to understanding the a diversity organisation’s current diversity climate, audit but also to planning and tracking progress. These tools provide best practice standards and guidance on how to conduct an internal comprehensive diversity audit. Section 5 Delivering Diversity Training This final section provides assistance for those seeking to raise awareness around diversity issues in their organisation. It includes a range of exercises that will help participants to explore diversity, what it means for them and what it means for their organisation. xiv Tools 10–14 Tools 15–24 A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore.
Page 1 and 2: Contents Foreword ix Introduction x
Page 3 and 4: Foreword By 2011 only 20 per cent o
Page 5: INTRODUCTION There are a number of
Page 9 and 10: SECTION ONE Defining diversity for
Page 11 and 12: DEFINING DIVERSITY 1 • Will they
Page 13 and 14: The MOSAIC vision: how do you rate
Page 15 and 16: The MOSAIC vision: the characterist
Page 17 and 18: Aware and fair Everyone in the orga
Page 19 and 20: discriminate against any specific g
Page 21 and 22: 1 Where are we in relation to MOSAI
Page 23 and 24: 3 Skilled Workforce: aware and fair
Page 25 and 26: 5 Inclusive Diagnostic questions i
Page 27: Where are we in relation to MOSAIC?

CD13114 pr(s).qxp - Chartered Institute of Personnel and ...

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