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:
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Mary Cheddie, SHRM-SCP
Divisional Director, Membership Community
SHRM
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Mary Cheddie, SHRM-SCP is Divisional Director, Membership Community.
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.