CUE Best Practices Session: Managing Diversity and Generations in the Workplace | CUE, Inc.
  • CUE Best Practices Session: Managing Diversity and Generations in the Workplace

Practicing Cultural Intelligence Can Build Your Business  

MHFA President Gerry A Fernandez

MHFA President Gerry A Fernandez

Another of the great Best Practice sessions that will be featured at the CUE conference in Denver next week will be Managing Diversity and Generations in the Workplace.  In this session, our panel of internal and external subject matter experts will learn how building Cultural Intelligence in your workplace can help to effectively engage employees, and deliver better business results. Case studies from CUE members will focus on developing supply chain diversity and communicating across generations, and how developing these practices help maintain a positive workplace culture.

This program is part of the employee relations track in which we try to offer content that will assist your company in building positive employee relations in your organization.

Benefits of a Diverse and Reflective Workforce

Consider this advice from our special guest panel member Gerry A. Fernandez, President of  The Multicultural Foodservice and Hospitality Association:

According to a 2013 Gallup Business Journal survey, fully-engaged employees are those with high commitment levels to their job, their boss, their co-workers, or the company that employs them. Engaged employees feel connected and valued by their manager, team, and company leadership. Consider these statistics:

Engaged employees give 40 to 80 percent more discretionary effort in their jobs than low commitment employees. Discretionary effort translates into increased sales and better customer outcomes.

Moving an employee from low commitment to high commitment decreases their turnover rate by 80 percent.

Ask your Asian, Black, or Latino employees what it is like working there as a person of color. Ask them if there is an overall environment of inclusion. Are their opinions asked when new products or programs are offered; are they regularly included in company functions; and, then the ultimate test of inclusion, does leadership reflect diversity? Ask them to give you three specific actions you can take to help them make stronger connections in the company. By asking these questions, you will be sending a strong message that you are interested in their success. But only by taking action on their recommendations will you demonstrate commitment to their success.

 

 

 

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