Succession Through Diversity

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The laws mandating equal employment opportunity have set the stage for achieving workplace diversity, but they are only a starting point. The equal employment laws only address diversity in the context of "protected classifications" such as race, ethnicity, gender, age, and sexual orientation.  They do not address other types of diversity, such as, generational diversity, different work styles, personalities, educational backgrounds, and other characteristics that influence how we act and interact at work.  Also, the equal employment laws provide little guidance on how to accomplish diversity.  There is even less guidance on how to maximize diversity for the benefit of employees, managers, administrators, or a public agency's mission. Legal mandates tend to shift the focus of diversity to what has to be done to avoid agency liability, rather than what can be done, to benefit from diversity.  As a result, diversity is sometimes viewed as an obligation that must be complied with, rather than a useful tool to be embraced.

Topics Include:

  • The Value of Diversity in the Workplace
    • Embracing Diversity
    • Diversity: What It is, and What It is Not
    • Diversity is a Fact of Life
    • Diversity is Essential to Success
    • Diversity Plans: The Critical Goal of Inclusion
  • Getting to There from Here: Implementing a Diversity Plan
    • Leading a Diverse Organization
    • Embracing Diversity Begins With You
    • Creating a Diversity Plan
    • Parameters for Implementing Diversity
  • Diversity Plan in Action: Managing Day-to-Day Issues
    • Ongoing Goals
    • Managing Conflicts
    • Blake and Mouton Conflict Grid
  • Developments in Gender Diversity and Fair Pay
  • Generational Diversity
  • Different Generations in the Workplace
    • Traditionalists (1922-1943)
    • Baby Boomers (1943-1960)
    • Generation X – “Gen Xers” (1960-1980)
    • Generation Y – “Millennials” (1980-2000)
    • Generation Z (2000 - Present)
  • Generational Differences in the Workplace
    • Respect for Authority
    • Time on the Job
    • Skill Building
    • Workplace Relationships and Interactions With Other Employees
    • Work/Life Balance
    • Rewards/Incentives
  • Harnessing the Power of Each Generation in the Workplace
    • Traditionalists
    • Baby Boomers
    • Generation X
    • Millennials
  • Legal Issues Related to Generational Diversity and Succession Planning
    • Laws Prohibiting Discrimination, Harassment, and Retaliation
    • Preventing Discrimination, Harassment, and Retaliation
    • Constructive Discharge
  • Succession Planning
    • Why is Succession Planning Needed?
    • The Basics for a Succession Plan
    • Case Study
  • How to Make Generational Diversity Work
    • Training/Education/Awareness for Employees
    • Outreach and Recruitment of New Employees
    • Hours and Benefits

This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.

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