Management 1: Emotional Intelligence and Diversity Workshop Project

This project presents a detailed professional development workshop designed to enhance understanding of diversity, emotional intelligence, and cultural intelligence in a management context. The workshop, aimed at top management and HR personnel, spans five days and incorporates interactive activities like the "Spider web" and case study observations to explore inherent and acquired diversity, internal communication tools, and the benefits and challenges of diversity in the workplace. The project delves into surface-level and deep-level diversity through activities like "stepping forward and back," and includes a mentoring program to promote inclusivity and address incivility. The workshop's ultimate goal is to equip managers with the knowledge and skills to effectively manage diversity, foster an inclusive environment, and leverage the diverse perspectives within their teams for improved performance and innovation. Feedback mechanisms are incorporated to ensure continuous improvement and the effective management of challenges related to diversity.

Emotional intelligence and cultural intelligence and diversity
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Contents
Part 1................................................................................................................................................2
Overview......................................................................................................................................2
Professional workshop.................................................................................................................2
Part 2................................................................................................................................................6
Summarize...................................................................................................................................6
References........................................................................................................................................8

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Part 1
Overview
Being an independent consultant it is asked to prepare a professional development workshop on
one of the topics that are discussed in the class during the weeks 1 to 12. It is essential to develop
an interactive workshop that is based on the subjects that have learned in this subject that is
Emotional Intelligence, cultural intelligence and diversity. The week study that has been selected
for preparing the workshop is diversity, its challenges and opportunities.
Professional workshop
Today’s best practice diversity management consist of an organisational culture that values,
embrace, empower as well as celebrates the individual differences. Diversity refers to as the
means of understanding that each individual person is unique and identified the individual's
differences (Wrench, 2016). The professional workshop is conducted for 5 days but for 2 hours
within the company. As per my opinion, the participants in the workshop will be top
management managers from the different departments and also the members of human resource
department as they are the one who recruits the employees within the company. The professional
workshop will consist of a series of interactive diversity and inclusion workshop that contribute
to develop diversity among the large group of people (Warner and Moonesar, 2019). The
professional workshop consists of the practical activities on every day that leads to the
engagement in the understanding the diversity.
Day 1

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In the workshop, the first and foremost step is the introduction of the participants among each
other and also their opinions about diversity.
On day 1, every participant will share their experiences related to the inherent and acquired
diversity. I gained the learning that inherent diversity consists of traits you are born with which
include gender, ethnicity and sexual orientation. On the other hand, I learnt acquired diversity
consist of the traits that is attained from the experience. For example; experience of working at
another country with people of different skills and knowledge. The managers will share their
experience about diversity with their own introduction which is essential at the early stage to
interact with every participant (Stallings, Iyer and Hernandez, 2018).
This activity will be conducted with the help of the game known as Spider web, in which all
participants will form the circle an one person is handed a ball of twine. The person will share
the store tosses the twine to someone at the opposite side of the circle while holding till the end.
In the end, every manager will find themselves connected as they have shared their experience
related to diversity which either they follow or not. These experiences will reflect the behaviour
and nature of the manager with the help of this activity. The activities will help them in
understanding the places where they are going wrong and the things that they need to change at
the workplace in terms of diversity (Lynch, 2017).
Day 2
On day 2, the workshop will allow the participants to make use of the internal communication
tools that can of the great support to enhance diversity as well as inclusion in the workplace.
Workplace consists of the inclusion that can be formed in such a manner of stories or real-life
incidents which generate the awareness among the participants about the diversity within the

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organisation (Noe, Hollenbeck, Gerhart and Wright, 2015). I learned that this is an effective way
through which attention of the people will be towards the diversity and they can easily analyse
the associated challenges as well as opportunities.
The workshop will include a real case study observation related to diversity. The participants
will present benefits and challenges related to diversity. I learned that diversity leads to wide
ranges of benefits at the workplace. One of the major benefits of diversity is that it contributes to
the diverse cultural perspectives that can contribute to inspiring creative as well as drive the
innovation (Cascio, 2015). Along with this, the diverse employees have the local market
knowledge and insights that make the business even more profitable as well as competitive.
From the activity, we will get the different benefits of diversity. One of the major benefits
includes diverse teams are more productive when it comes to work and they perform better at the
workplace. The people with the diverse cultural background come with the different skills and
expert knowledge which helps the team to perform in an effective manner (Vaiman, Collings and
Scullion, 2017). I gained the information that the diverse skills of the employees will help the
companies to deal in the most difficult situations.
During my learning, I got to know that diversity leads to the advantages for the organisations but
it also leads to the challenges for the company. I found that managers of the company found
issues with professional communication that can be misinterpreted or difficult to understand
across different cultures and languages. In addition to this, the managers find that there is a
presence of the conflicting working styles across the teams.
Day 3

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On day 2, the workshop will include the game activity of the stepping forward and back. This
activity will need nothing more than empty space and managers in the space. This activity will
allow the individual manager to perform the activity where they will find their actual position.
On the questions, if the employee can answer “Yes” to a positive statement, he or she will move
a step forward in the line to the finish line. On the other hand, if the employees answer the yes to
a negative statement then the participant of the workshop will take a step back. All these
statements which are asked in this workshop will be related to the surface-level diversity and
deep-level diversity (Özbilgin et al, 2015). I gained the knowledge that the surface level diversity
reflects all the characteristics of the individuals that are ready, visible and consist of but not
limited to age, body size, visible disabilities, race, or sex. On the other hand, I found that deep
level diversity consists of the traits that are non-observable which include attitudes, values, and
beliefs. I think that the questions related to the surface-level diversity and deep-level diversity
will help in understanding the opinions of the different managers based on diversity. The
interactions of this diversity help in understanding the personality differences that can be learned.
Day 4
On the day 4th, there will be a mentoring program that allows the company to promote and
understand the celebration with the diverse people who belongs to different race, cultures,
generations, and gender. The expert who will come to the campaign will leave learning for the
managers for motivating them for their correct activities. Along with this, the mentor expert will
guide for the ways and activities that they can perform for diversity that is linked to incivility
that include the behaviour of the different people (Bendl, Bleijenbergh, Henttonen, and Mills,
2015).

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Day 5
On the day 5th, the workshop distributes all the booklets to the managers which include the
different elements and needs of the diversity within the company. The booklets will help the
managers to manage the diversity at the workplace that will help them (Clark, 2017). In addition,
the feedback will be given to the managers which will help them in managing the diversity in
their teams. I believe that after the entire workshop, the manager will understand the need for
diversity.
Part 2
Summarize
This professional workshop is created with the motive to generate awareness among the people
managers of the companies about the diversity and its contribution in attaining the goals. This
workshop is conducted with the motive to understand the ways the company follows diversity.
The managers of one of the company are considered as the participants of the workshop who will
share the experience which is essential to understand their opinion on the concepts of the
inherent and acquired diversity (Clark, 2017). Further, the discussion of the real-life case helps in
understanding how an implementation of the diversity within the company is considered as a
benefit as well as a challenge.
The implementation of the diversity will offer wide opportunities to the company managers over
the challenges due to which they should implement the same. The workshop includes the many
activities which engage each participant and also help in understanding the point of view of the
managers on diversity as it helps them in understanding the behaviour of the people at the

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workplace. The mentoring program in which the expert guides the managers helps in boosting
the morale of the employees so that they can take the right steps for managing the diversity
(Clark, 2017). The learning will help the manager to work effectively. Further, as per the
managers, overall participation in the workshops the feedback is shared so that they can continue
bringing the diversity at their work and can effectively manage the challenges that they face.

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References
Bendl, R., Bleijenbergh, I., Henttonen, E. and Mills, A.J. eds. (2015) The Oxford handbook of
diversity in organizations. Oxford University Press.
Cascio, W.F. (2015) Managing human resources. New York: McGraw-Hill.
Clark, K.R. (2017) Managing multiple generations in the workplace. Radiologic
technology, 88(4), pp.379-396.
Lynch, F.R. (2017) The diversity machine: The drive to change the white male workplace.
Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2015) Human resource
management. Gaining a Competitive.
Özbilgin, M., Jonsen, K., Tatli, A., Vassilopoulou, J. and Surgevil, O. (2015) Global diversity
management. London, United Kingdom: Palgrave Macmillan.
Stallings, D., Iyer, S. and Hernandez, R. (2018) National Diversity Equity Workshops:
Advancing Diversity in Academia. In National Diversity Equity Workshops in Chemical
Sciences (2011− 2017) (pp. 1-19). American Chemical Society.
Vaiman, V., Collings, D.G. and Scullion, H. (2017) Contextualising talent management. Journal
of Organizational Effectiveness: People and Performance.
Warner, R. and Moonesar, I.A. (2019) Diversity Management: The Case of the United Arab
Emirates. In Diversity within Diversity Management. Emerald Publishing Limited.

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Wrench, J. (2016) Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.