Managing Culture & Diversity

Managing Culture & Diversity


  • Leadership Development Coaching Program
  • Finance for Non Finance
  • Organizational Behaviour Training
  • Cross Function
  • Accounting & Finance
  • Project Management & Sustainability
  • Managing Conflict at Workplace
  • Strategy, Entre, CSR & Su
  • Economics
  • Marketing
  • Business Communication & Soft Skills
  • Managing Culture & Diversity
  • Human Resource Management
  • Project Management, Operations & Supply Chain


Dr. Joe Martin Hays
– Author, Speaker, Consultant, Trainer and Coach

Dr Hays (Jay) is an acknowledged authority internationally in organisational learning and change.  He is most well-known for his team-based approaches to corporate capability-building and sustainable achievement of extraordinary performance and productivity.  In his change work, Jay has assisted executive teams develop corporate communications content and process, capturing and conveying key messages that inspire, engage, and assure.  With experience presenting in person and on camera to diverse audiences in over a dozen countries on a wide range of topics, Jay understand the challenges of public speaking and techniques to overcome or work with them.  He has taught various versions of business and leadership communications at university for twenty years, and designed and conducted related workshops and seminars in private industry and the public sector.  Jay’s forte is facilitation, and he has been dubbed guru and wizard by executives witnessing his work with managers and staff.

Dr. Gita Bajaj (Certified Inner Metrix Coach)
– Author, Speaker, HR Consultant, Trainer and Coach

Dr. Gita Bajaj is passionate about learning and development and has devoted 26+ years working with business leaders, executives and students to facilitate their personal and professional growth. She is a certified Inner Metrix coach, and has conducted coaching for several executives, and students. In 2017, at the Certified Innermetrix Coaching Conference, Dr. Bajaj was conferred the Award for Best Training Need Analysis of L&D Teams of two Oil Companies using Innermetrix ADV Profiling. She has conducted training and facilitated learning for more than a thousand professionals from leading corporates from India, US, Australia, Japan, Slovenia, and the UAE. ABB, Cairn India, Eli Lily, Acconex, Shapoorji Pallonji International, Schneider Electric, ICAI Dubai, are some of her many prestigious clients. Dr. Bajaj is a Harvard Business School Affiliate, and serves on the Board of educational institutions and review board of publications.  She was the Founder Editor, HT Horizons at Hindustan Times, is an award winning author and now also a columnist with the Khaleej Times.

A 2 day immersive program for executives

Background and Context

Managing Culture and Diversity is an interactive and practical workshop focusing on the opportunities posed by diversity and cross-culturalism in the workplace and overcoming challenges associated with them.  The level of previous experience and training will determine the starting point for the workshop, but all participants are expected to learn more about organisational culture and the power of diversity, and, in particular, how to make the most of them and navigate challenges that arise.  The workshop will be especially of value to teams and managers planning for or undergoing organisational transformation or integration associated with mergers and acquisitions.

Questions addressed in the workshop include (or might include, if appropriate):

  • What is organisational culture and why is it important?
  • What determines organisational culture and how does it change?
  • What are the relationships between organisational culture and performance?
  • What are the inherent strengths in workforce diversity and how can we use them to greatest advantage?
  • What are some of the most important issues to consider when two different cultures attempt to work together, and how can needed cooperation be assured?
  • What are the challenges of Merger and Acquisition integration, and how can they be best overcome?

Workshop questions, learning outcomes, and approach can always be tailored to a team or organisation’s particular needs and circumstances.

As a workshop, Managing Culture and Diversity proceeds from the basic position that any two (or more) teams or organisations brought together to accomplish a large and important purpose will have many ways in which they differ, are alike, and complement one another.  All must come to appreciate that they have been united because of the belief in their collective capability—their separate strengths combined.  Effective collaboration and, ultimately, mission achievement depend on these distinct groups understanding and making the most of differences, similarities, and synergies.

Every team and organisation will have its unique attributes and character.  This workshop focuses on main characteristics, styles, and approaches that should be of interest when two or more teams or organisations attempt to collaborate or integrate.   The activities through which participants are facilitated in the workshop ensure they thoroughly understand, appreciate, and consider the implications of a range of aspects that will bear upon collaboration and performance, including but not limited to:  organisational structure, hierarchy, and control; business operating models and key business processes, policies, and procedures; leadership and decision-making; communications; reward, recognition, and aspects of performance management, including training and professional development.

Learning Outcomes

Upon completion of this workshop, participants should be able to:

  1. Identify elements of organisational culture that bear on individual, team, and corporate performance and productivity.
  2. Critically appraise the level and function of diversity in the organisation and the degree to which it contributes to or impedes effectiveness.
  3. Engage productively in conversations that matter about team and organisational performance and productivity.
  4. Objectively analyse one’s own and others’ behaviours at work that influence healthy interaction and collaboration.
  5. Apply rigorous group problem-solving processes to understand issues impacting morale, productivity, and effective collaboration, and generate practical recommendations for resolving impediments.
  6. Apply Appreciative Inquiry and other techniques to “value” current and potential best practices in the organisation and identify competencies and opportunities on which to capitalise.
  7. Use scenario planning and other techniques to plan and prepare for probable and possible eventualities to assure quicker and smoother transitions. (These could be new technologies, reengineered business processes, changes in economy or regulations, etc.)
  8. Relate and apply theories and principles of organisational change to ongoing or prospective initiatives and ventures, thereby increasing probability of success.

Key Take-Aways (Major Concepts, Principles, and Points)

  1. One main point about organisational culture is stability in motion: culture adds an enduring quality built around common values, understandings, and ways of being.  This is important yet evolves over time, which is natural and necessary.
  2. As with hybrid vigour in biology, difference can add resilience and viability to a species. In social systems, diversity can give rise to conflict and competition, but, if channeled, confers greater adaptability.  Two organisations merging will experience numerous and varied challenges to the union, but can produce a stronger one based in difference than the original—if those differences are appreciated and turned to advantage.
  3. Critically analysing and learning about self and others, including differences, similarities, and areas of complement, is essential to effective collaboration and performance. The more we know about ourselves, the more we can change the things that hold us back and capitalise upon our capabilities.
  4. Ownership at work is essential to sustainable performance. Worker involvement in problem-solving, decision-making, planning, and implementation build ownership, commitment, and capabilities for the future.


On completion of the program, all participants who attend the full course (unless    exempted for one/two sessions by the Company HR for some urgent matter) will be awarded a Completion Certificate from IMT Dubai.

Bonus Benefits:

Participants become IMT Dubai affiliates and get to attend future events and training programs at special discounted prices, as and when offered by the institute. They also get invites to other events organized by the IMT Dubai Affiliate Group.