70–90 minutes depending on the size and diversity of the team (5 minutes for introduction of topic; 15 minutes for small-group work; 30–50 minutes for large-group sharing and discussion; 20 minutes for debriefing)
Work M–H T, D
1. To identify the forms of diversity in a work group
2. To identify the value of the diversity that individuals bring to the group
• The Four Circles of Diversity Handout
• Flipchart and marking pens
1. Using the broad definition of diversity in “The Four Circles of Diversity” handout, review the many characteristics, both visible and invisible, that individuals can bring to a work team.
2. Invite participants to form groups of 4–5 and then to identify the diversity available to them, listing all of the characteristics on easel paper.
3. Reconvene the larger group and have each small group share its list, identifying those characteristics the entire group shares.
4. Lead the group in a discussion of which characteristics do and do not matter to the group. For example, while there may be religious diversity in the group, it may not affect the way the group works together to achieve its goals. On the other hand, religious diversity could have meaning to the group if some individuals need prayer time during the day or take religious holidays different from the others.
5. After identifying the characteristics that do affect the group, discuss the advantages each of those characteristics can provide the group and the potential conflicts they may create within the group.
6. Have the group identify specific strategies for maximizing the strengths and minimizing the conflicts of those characteristics they have identified.
7. Ask the group to develop a written agreement listing their behavioral objectives for maximizing the strengths and minimizing the conflicts of their diverse characteristics.
1. What happened during the small-group and large-group discussions? Who talked most/least? Why?
2. How did you feel during the discussions? Were you able to fully express your ideas? Why or why not? Were there conflicts or disagreements?
3. What personal values affected your responses to this discussion?
4. What have you learned?
5. How can you apply what you learned to the work team?
1. All groups contain visible and invisible differences.
2. If members feel like “outsiders” because of some diverse characteristic they bring to the team, they may feel less able to participate fully in the group’s work.
3. It is sometimes easier to identify the conflicts created by diversity than to identify the resources it provides.
4. Some differences matter to a work team; others do not, although they may be very important to the individuals who possess those differences.
Adapted from an activity by Donna Goldstein in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Adapted from a figure in Diverse Teams at Work: Capitalizing on the Power of Diversity, by Lee Gardenswartz and Anita Rowe.