Emotional Intelligence, Cultural Intelligence docx.

Running head: EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND
DIVERSITY
Emotional Intelligence, Cultural Intelligence and Diversity
Name of the student
Name of the university
Author notes

1EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Table of Contents
Part 1..............................................................................................................................2
Introduction................................................................................................................2
Activities of the Workshop........................................................................................2
Conclusion..................................................................................................................8
Part 2..............................................................................................................................9
Final Comments.........................................................................................................9

2EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Part 1
Introduction
Workplace diversity and its importance in organisational culture is the area of interest
for many business experts. There are both positive and negative aspects of the business
diversity. The organisations need to understand how they can use their diversity factors for
better results and innovativeness. The diversity workshops are arranged to make the
employees go with the spirit of diversity. These increase the communication among the
employees. In these workshops the activities can also mark the good and challenging aspects
of diversity management so that the team can cope with the obstacles and perform their best.
Activities of the Workshop
Activities
name
Timing Relevance of the
Topics
Instruction Potential
barriers
Diversity of
Activities
1. the Ice-
breaker-
“What
shaped
me”
Five
minutes
for each
team
member
This activity is the
primary Ice-breaker
activity where the group
member get the chance
to learn about the
background of each
other. This activity is
designed so that the
player might get
comfortable in sharing
some part of their lives
with their fellow
1. First the
participants
would be
divided into
groups.
2. Each
members
from the
group would
be given five
minutes to
state three
1. The first
thing that
can go
against the
activity is
the
comfortable
level of the
employees
might be
different.
1. Through
this activity,
the primary
barriers of
team
diversity
could be
managed
slightly. If
the team
members
would get to

3EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
workers. Therefore, this
activity would be the
first encounter with the
diversity and
individuality of the
employees.
defining
moments of
their lives.
3. Finally the
other team
members
would have
to share
what are the
takeaways
from these
experiences.
What they
think of the
experience
and what are
the positive
and negative
aspects of
the
individual
experience
shared.
2.
Sometimes
the cultural
background
of the
participants
shape their
perceptions.
Therefore,
they might
not be able
to connect
with some
experiences
of each
other to
some
extent.
There can
be multiple
perception
of a definite
experience.
In this way,
a positive
know the
life shaping
experiences,
they will get
perception
of the
personality
of the
person. This
is a positive
thing for
managing
diversity
issues.

4EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
experience
can find
better
context,
while a
negative
experience
can find
positive
context as
well.
2. “I am
But I am
Not”
30
minutes
Choosing this game has
the sole purpose to
resolve the stereotypical
conceptions of the
employees about each
other’s culture and
practices. This is an
inclusive activity. This
is put in this workshop
to break down the
misconceptions and
allowing individuals to
report how they address
themselves and the
1. Each of
the team
members
would be
given a two
folded piece
of paper.
2. In the first
part they
have to write
what they
are and in
the second
part they
1. To
arrange an
open and
respectful
discussion
at the end of
this session
can be a big
challenge.
This is
related to
the racial or
religious
sentiments
After the
ice-braeking
session, this
would be
more
inclusive
step towards
the diversity
aspects. The
team
members
will get the
chance to
clear their

5EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
stereotypes associated
with them.
will write
what they
are not.
3. The
participants
will be
requested to
write a
common
identifier at
the first part
related to
their race,
religion.
of the
employees.
stereotypical
concepts
about certain
race and
religion and
will stress
on
individually
more.
3. “Walk
in
Someone
Else’s
Shoes”
1hr for
each
team
This activity is designed
to get the perception of
one’s mentality and talk
about it. This will make
the employees to
understand things from
other’s perspective and
that is why this game
has its importance and
relevance.
Instructions
for this
activity are-
1. The team
members
have to share
what kind of
diversity
they
experience
in their
The barriers
of this task
would be
the less
knowledge
of the team
members
about the
challenge in
the diversity
background.
This is the
activity that
gives the
scope to
open up to
even the
shiest
members in
the group.
This activity
is the key to

6EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
workplace.
2. The leader
will pair
each
member with
a person
who is not
the part of
the same
cultural
background.
3. Each of
the members
would be
then ask to
write about
few
challenges
that they
think the
other
background
member
would face
in the
Through
this task,
they might
get the
chance to
be more
empathetic
and help
building
positive
team bases.
build
inclusive
cultures
through
empathy.
They can
also narrate
their
experience
from their
day to day
work places.
This is more
direct and is
apt for each
and every
members of
the team.

7EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
workplace.
4. At the
end, the
outcomes of
the groups
would be
shared with
each other
and small
discussion
will be made
for the
challenges
and their
remedies.
Closing
Session
15
minutes
In this session the
workshop would be
ended in appositive note
The
workshop
manager
would give a
small ending
speech at the
importance
of this
workshop
No barriers The ending
session is as
important as
the other
session for
its
concluding
contexts.

8EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
and the
implications
of the
outcomes.
Conclusion
The diversity workshop on the advantages and disadvantages of working in the
diverse workforce is designed to get and overview of the problems and solving them. This
workshop will help in bringing the biased concepts of the people forefront in their team. The
activities will also be helpful in trying to get the solutions to the challenges in working in a
diverse workforce.

9EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Part 2
Final Comments
The diversity teams are not new in the organisational set up, yet there are many
challenges that the organisations face for the diverse workforce. Most of the companies only
stress in getting a diverse workforce. This is because of their company reputation and how
they want to deal with their innovative aspects. There are various positive sides of diverse
cultural people in the organisation. At the same time, the misconceptions and lack of
inclusive mentality affects the credibility of the diversity in the workplace. This is why
designing this workshop for the diversity challenges balancing is an effective attempt by the
organisation. The first thing is that the selection of the activities must fulfil the intention of
the workshop. This is why choosing the activities which can fulfil multiple objectives without
actually being boring is important. The organising of the activities are done in a manner that
the employees do not fell stuck in the whole procedure, again, the diversity of the activities
are able to suit the various types of personality. Hence, each and every employee, irrespective
of their cultural and mental qualities, can freely participate in this workshop.
Therefore, through this workshop, I would hope to give more empathetic and
inclusive attitude of the employees towards their fellow team members. This is where the
importance of such workshops lies. Overall, the workshop is also intended to give an elated
experience to the participants so that they can think of the challenges they face and can have
the solutions and ideas all by themselves. It is expected that after this workshop, the diversity
concepts of the employees would be illuminated and the challenges in this respect can be
reduced in organisations.