Gobinder Gill

Stereotyping is one of the biggest culprits in determining the morale of a workforce. People who get typecast for whatever reason inevitably perform poorly, which adversely affects the productivity of the entire organization. Stereotyping is a form of personal bias and can occur at all levels in the workforce.

This presentation will assist managers, business owners, executives, employees and human resources personnel recognize the warning signs so they can avoid and keep this hurtful and detrimental practice from occurring on their watch.

The biggest asset any organization has is their employees because they are the ones who make things happen. It has been proven that many recruits leave their employer, not because of the wages, but rather because they are not respected, appreciated or valued for their contribution at work. For companies to successfully compete and prosper at home or abroad, they must know not only how to retain, but more importantly, know how to successfully lead their workforce in the 21st century.

Everyone is gifted, but not everyone realizes their gift and leads a fulfilling life. Many fail to recognize their true purpose and passion in life. One of the main culprits is that people begin to believe the false labels stuck onto them by their family, friends and society. Over time they begin to shackle themselves with these labels.

This stunts their potential to fulfill their dreams and aspirations and they become prisoners of these labels. A positive change can often occur at a moment’s notice when a person finally decides that he or she cannot take it any longer. They awaken to the fact that they need to mentally unshackle themselves to move forward in life. What is the difference between a person who succeeds and one who doesn’t? Often it’s because they have a different way of thinking which empowers them to take concrete action.

You too are gifted and have unlimited potential but your gifts and talents can only be attained when you learn to free yourself from self-imprisonment through believing in your true potential. Gobinder Gill, himself, was once labeled as stupid, ugly and one who would amount to nothing. As an immigrant orphan child he endured more obstacles in life more than one can imagine: he suffered all kinds of abuse and racial prejudice, ate from garbage cans, weighed 61 pounds at the age of 13 and had no jacket in minus 30 degree winters.

However, he refused to believe the naysayers who said he wouldn’t amount to anything. He followed his passion and built a distinguished career in the broadcasting industry where he found himself once again facing prejudice and naysayers. Gobinder Gill looks at the fundamental flaws we all face and offers practical tools and techniques to free yourself from self-imprisonment.

Unconscious bias is one of the biggest culprits in degrading the morale of a workforce. Employees who are typecast for any reason usually underperform, which ultimately affects the productivity and profits of the organization. Unconscious biases often are the underlying attitudes and stereotypes that many people unconsciously attribute to another individual or group of people that affect how they understand and engage with a person or group.

Apparent unconscious bias in the workplace, also referred to as implicit bias, is much more frequent than conscious discrimination and often inconsistent with conscious values. Bias is a prejudice in favour of or against one thing, person, or group from a certain culture compared with another, usually in a way that’s considered to be unfair. If not eradicated, it can often spread like rust on an automobile.

Today’s workforce is growing increasingly diverse and at a rate that can be overwhelming. The diversity of its nature presents challenges for many in the workforce, be they management or staff. Understanding cultural differences is a two way street. However, diversity, inclusion and equity works when everyone understands and respects each other’s cultural proclivities.

It’s not possible to know intimately every different culture, however, the more one knows, the better the chances are to avoid workplace cultural clashes. Being more aware and having a better understanding of other cultures not only improves harmony, but also boosts higher productivity and benefits.

If we look around, the makeup of our streets, neighborhoods and communities are changing. And so is the workforce, which is now culturally diverse. Today’s average workplace consists of baby boomers, X-generation, Y-generation, Millenials, people of color, disability and LGBT2Q, etc. Community decision-makers as well stakeholders of organizations must make a mind shift to embrace and cherish the differences. These changes need to be viewed as tremendous opportunities in business and communities.

Everyone is gifted, but not everyone realizes their true gifts that can lead to a fulfilling life. One of the main culprits is that people begin to believe the false labels impressed on them by their family, friends and society. And such beliefs begin to shackle their potential growth in life and career. 

But positive change is often around the corner, yet to discover and implement change takes time, patience and thinking outside the box. And once they find it, the new reality comes into play, which allows them to achieve unimaginable goals in life and careers.