EBSC 7100 Creative people

and organisations
Group presentation
Student Name
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 Executive Summary
 An increasingly diverse and creative global workforce presents both
challenges and opportunities for organizations (Arthur 2018) .To capitalize
on this diversity, senior managers must create an inclusive culture within
their organization.
 This can be achieved by providing diversity and inclusion training for all
employees, encouraging open communication and collaboration, actively
seeking out and valuing input and ideas from diverse employees,
establishing clear policies and procedures to address discrimination and
harassment, recognizing and rewarding employees for their contributions
to diversity and inclusion efforts, and regularly monitoring and measuring
progress in these efforts.
 By taking these steps, senior managers can create an environment where all
employees feel valued and empowered to contribute their best work,
ultimately leading to a more innovative and successful organization.
Nurturing Creativity
 Nurturing creativity at work is essential for
promoting innovation and driving business
growth (Gendron 2020). This can be
achieved by creating a positive and open
work environment, encouraging employees
to share their ideas, and providing
opportunities for learning and skill
development.
 Leaders should also actively seek out and
reward creative thinking, and provide time
and resources for experimentation and
problem-solving. Additionally, fostering a
diverse and inclusive workplace can lead to
a wider range of perspectives and ideas. By
prioritizing creativity and encouraging
experimentation, organizations can drive
growth and stay ahead of the competition.
 Nurturing Creativity at Work
 Providing resources: Make sure employees have the necessary
resources, such as funding, technology, and time, to pursue
their ideas (Aleman 2021). This can include providing access
to the latest technology, tools, and information, as well as
offering training and development opportunities. By providing
employees with the resources they need to do their best work,
organizations can promote creativity and innovation.
 Encouraging collaboration: Foster a collaborative environment
where employees from different departments and levels can
work together to generate new ideas. This can be achieved by
creating opportunities for team-building, cross-functional
collaboration, and open communication.
 Nurturing Creativity at Work
 Encouraging experimentation: Allow employees to experiment with new
ideas and methods, even if they may not always succeed. Encouraging
experimentation allows employees to explore new ideas and take risks
without fear of failure. This can be achieved by creating a culture that
values experimentation and innovation, and by providing opportunities for
employees to test new concepts and methods.
 Providing training and development opportunities: Providing training and
development opportunities can also help employees acquire new skills
and knowledge, which can inspire new ideas and ways of thinking (Luconi
2020). This can include offering workshops, classes, and mentoring
programs. By encouraging experimentation and providing training and
development opportunities, organizations can foster a culture of creativity
and innovation that drives business growth and success.
 Nurturing Creativity at Work
 Encourage diversity: Encouraging diversity in the workplace brings a range
of perspectives and ideas, which can lead to new and innovative solutions.
This can be achieved by actively recruiting and promoting a diverse
workforce, and fostering an inclusive culture where all employees feel
valued and heard.
 Communicate effectively: Communicating effectively is also crucial, as it
allows for open and honest discussion, which can lead to new ideas and
better problem solving (McCauley and Ellen Van Velsor 2017). This can be
achieved by creating opportunities for open communication, such as team
meetings and brainstorming sessions.
 Lead by example: leaders should lead by example by actively seeking out
new ideas and valuing creative thinking, as well as promoting and
rewarding innovative solutions. By fostering diversity, communicating
effectively and leading by example, organizations can create a culture that
nurtures creativity and drives business growth.
Cultural
Diversity
 Dealing with cultural diversity at work is an
important aspect of creating an inclusive and
equitable workplace. This can be achieved by
promoting cultural awareness and
understanding, and actively seeking out
diverse perspectives and ideas. Leaders
should also create a culture that values and
respects differences, and take steps to
address any discrimination or bias that may
occur.
 Providing cultural sensitivity training and
promoting cross-cultural communication can
also be helpful in creating a more inclusive
work environment. Additionally, fostering a
culture of open communication and active
listening can help ensure that all employees
feel heard and respected (Mickahail, Tasso &
Springerlink (Online Service 2019). By actively
addressing cultural diversity and creating an
inclusive culture, organizations can benefit
from the unique perspectives and ideas that a
diverse workforce can bring.
 Dealing with Cultural
Diversity
 Promoting a culture of inclusion: Promoting a culture of
inclusion means creating an environment where everyone
feels valued and respected, regardless of their cultural
background (Stamm 2018). This can be achieved by actively
seeking out diverse perspectives and ideas, and by creating
opportunities for cross-cultural communication and
collaboration.
 Providing training and education: Providing training and
education is also crucial, as it helps employees understand
and appreciate different cultures and perspectives. This can
include cultural sensitivity training, as well as education on
unconscious bias and how to address discrimination.
 Dealing with Cultural
Diversity
 Encouraging open communication: Encouraging open
communication means creating opportunities for employees to
share their perspectives and ideas, and for different cultures to
come together and collaborate. This can be achieved by fostering
an environment where all employees feel heard and respected,
and where open dialogue is encouraged
 Establishing clear policies: Establishing clear policies is also
important, as it helps ensure that all employees understand the
expectations and obligations of the workplace, and that
discrimination and bias are not tolerated. This can include policies
on equal opportunities and anti-discrimination, and providing
resources and support for employees who may have experienced
discrimination.
 Dealing with Cultural
Diversity
 Encouraging diversity in recruitment: Encouraging diversity in
recruitment means actively seeking out a diverse range of
candidates and creating an inclusive hiring process. This can be
achieved by creating job descriptions and advertisements that
are inclusive, as well as by creating hiring teams that are diverse.
 Providing support: Providing support means creating a work
environment where all employees feel valued, respected and
supported, regardless of their cultural background (Wageman et
al. 2017). This can include providing resources and support for
employees who may have experienced discrimination, as well as
creating opportunities for employees to connect and collaborate
with colleagues from different cultural backgrounds.
 Dealing with Cultural
Diversity
 Encouraging mentorship and networking: Encouraging
mentorship and networking means creating opportunities for
employees from different cultural backgrounds to connect and
learn from one another. This can be achieved by establishing
mentorship programs, as well as by creating opportunities for
employees to attend networking events and professional
development opportunities.
 Lead by example: Leading by example means that leaders must
be the role model of the inclusive culture they want to create.
This includes actively seeking out diverse perspectives and ideas,
valuing and respecting differences, and taking steps to address
discrimination and bias when it occurs .
Talent Management
 Assessing current talent: Assess the current talent within the
organization to identify areas where diversity and innovation can be
improved.
 Developing a talent management strategy: Develop a talent
management strategy that prioritizes diversity and innovation (Walton
2019).This can include recruiting and hiring from diverse backgrounds,
providing training and development opportunities, and promoting an
inclusive culture.
 Identifying high-potential employees: Identify high-potential employees
from diverse backgrounds and provide them with opportunities for
advancement and leadership development.
 Providing mentorship and coaching: Provide mentorship and coaching
opportunities for employees from diverse backgrounds to help them
succeed and advance in their careers.
 Encouraging cross-cultural collaboration: Encourage cross-cultural
collaboration and assign projects that require diverse perspectives to
solve problems and drive innovation.
 Monitoring progress: Monitor progress and regularly assess the
effectiveness of diversity and innovation initiatives to identify areas for
improvement.
 Encourage feedback and suggestions: Encourage employees to provide
feedback and suggestions on how to improve the workplace culture and
make it more inclusive.
 Encourage employee mobility: Encourage employee mobility by
providing international assignments, virtual global teams and cross-
cultural training to expose employees to different perspectives and ways
of thinking.
 Recommendations
 Encourage cross-cultural collaboration: Encourage cross-cultural collaboration and assign projects
that require diverse perspectives to solve problems and drive innovation.
 Recognize and celebrate diversity: Recognize and celebrate the diversity of the workforce and the
unique perspectives and contributions of employees from different backgrounds.
 Encourage diversity in decision making: Encourage diversity in decision making by including
employees from different backgrounds and cultures in committees and decision-making processes.
 Create an inclusive language policy: Create an inclusive language policy and encourage employees
to use inclusive language that is respectful and non-discriminatory.
 Encourage International Exposure: Encourage international exposure by encouraging employees to
take on international assignments, attend conferences and networking events abroad, and
participate in virtual global teams.
 Provide mentorship and coaching: Provide mentorship and coaching opportunities for employees
from diverse backgrounds to help them succeed and advance in their careers.
 Promote cultural intelligence: Promote cultural intelligence by encouraging employees to learn
about different cultures, customs, and ways of communicating to increase understanding and
respect.
 Encourage employee feedback: Encourage employee feedback and actively listen to the concerns
and ideas of employees from diverse backgrounds to improve the work environment.
 Conclusion
 Senior managers should take into consideration several factors in order to nurture innovation
and deal with cultural diversity at work (Wheelwright 2021). These include creating a culture
of innovation, providing resources, encouraging collaboration, experimentation, training and
development opportunities, encouraging diversity, and communicating effectively.
Additionally, it's important to lead by example and demonstrate a willingness to embrace
change and try new things.
 When dealing with cultural diversity, senior managers should promote a culture of inclusion,
provide training and education, encourage open communication, establish clear policies,
encourage diversity in recruitment, provide support, encourage mentorship and networking,
and lead by example.
 In order to foster innovation and diversity, it's important to recognize and celebrate the
unique perspectives and contributions of employees from diverse backgrounds, develop a
talent management strategy that prioritizes diversity and innovation, identify high-potential
employees, provide mentorship and coaching, encourage cross-cultural collaboration,
monitor progress, and encourage employee feedback. Encourage employee mobility by
providing international assignments, virtual global teams and cross-cultural training to
expose employees to different perspectives and ways of thinking.
 References
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17, no. 14.
Arthur, J 2018, ‘Journal of Ethnic & Cultural Diversity in Social WorkCall for Papers’, Journal of Ethnic And
Cultural Diversity in Social Work, vol. 18, no. 3, pp. 259–260.
Gendron, G 2020, ‘Entrepreneurship Programs Should Nurture Companies of One’, Entrepreneur and Innovation
Exchange, vol. 2, no. 4.
Luconi, C 2020, ‘Creativity: How to Nurture it, and Get it Back’, Entrepreneur and Innovation Exchange, vol. 6,
no. 3.
McCauley, CD & Ellen Van Velsor 2017, The Center for Creative Leadership Handbook of Leadership
Development, John Wiley & Sons.
Mickahail, BK, Tasso, C & Springerlink (Online Service 2019, Effective and Creative Leadership in Diverse
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Publishing, Cham.
Stamm, BH 2018, ‘A Personal–Professional Experience of Losing My Home to Wildfire: Linking Personal
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Walton, SJ 2019, Cultural Diversity in the Workplace, Irwin Professional Pub.
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