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This is about managing different [diverse oriented] people and differences [diversities] found in mixed people.
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This is about managing different [diverse oriented] people and differences [diversities] found in mixed people.
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This is about managing different [diverse oriented] people and differences [diversities] found in mixed people.
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So we have to go what they call renegation, that is, in the Nigerian Premier League, MGM, the very last thing, that is the thing that's called 18-19 changing will go, they will go renegation. That means they will go to the division instead of playing in the Division 1. The actual coach called me about 8 o'clock, one morning, and the doctor was planning to go to a case program. And he was trying on phone, that please, that I should take the scoreboard. I said, what do you mean scoreboard? I don't think I have the time to go to a case study. He said that they are going renegation, that they are going five months to play. After that, after that five months, they will be going on renegation. All the matches they have been playing on play, they are losing ten. So that I should go and talk to their player this morning, that they have another match on Wednesday, and they will be leaving tomorrow, and that day he was telling me was Monday. I said, can't you listen and look and say please, if I don't go by Tuesday, they will be moving to Reno, that's in Saigon. They are going to play a boss level United, and that they have been losing all the matches they have already won. I said, okay. I reached my office, picked one of my staff, picked a projector, picked a laptop, and the researchers are going to a fire. We are expecting a fire. That is where they host, that is where they have their meeting at that time. So on reaching there, because we are outside the environment, I asked all of them, start going in, sit down with some people, start going in. They start talking with their friends, and ask them what you think they want. They want what you think they want. So we sat down, we sat down, after they had sat down and spoken, I closed the door. I said, stand in now. You are not doing this for Mr. That time Mr. was in government. You are not doing this for, Mr. was living a year or two years in government. You are not doing this, no. You are not even being a commissioner. You are also not doing this for your coach. You are doing this for me. I have left where I am going now to come and talk to him. So tell me, as a matter of reference, tell me why you don't want to go to registration. That was the question I asked. Now, on asking them that question, these boys came up with different ways of expressing their anger. Sir, you see, it's not that you come. That is why, because of the way you have talked to us, we will talk to you. But we have refused not to talk to any person. I say now, talk now. They started venting their anger. One of their anger is that they had listed on F1, that they were external men, and they were from this caste. And some people were giving FTP. While some people were giving Corolla. While some people were giving Camry. And that some of them are complaining. We don't like it. Especially those that we are giving lesser caste. You know, I am trying to explain. Promo, AAP. They would have been competitive, but not in AAP. Some of them complain that my signing up fee has not been paid. This is going again. The signing up fee they signed me up for my promo for, has not been paid. I was signed up with 3 million, 3 million, 4 million. Up to that, I have not been paid freely. Because they are owners, what they need is paid. And yet, they are paying very much. That means if anything happens to them tomorrow, they will deny the signing up fee. That the signing up fee has nothing to do with their salary. It is the money you pay me to come to your field. And not only that, you are owing me. And because of that, I don't care whether we lose. So, with this anger, these boys are transferring this anger to the field. So, when they go into the field, they buckle up and they get wet. Of course, and you will see that they are, in this way, they are intentionally alarming. And they will just be shocking. You will see that they are intentionally, when you greet like I'm going to say a thing like that, they will move their arms. And you must pay for them to tell you to pay. What they call play allowance. You must pay. You must pay. And you must pay their salary. 300,000 at the end of the month. Those that don't pay, you must pay. Now, the organizations, we are saying that they are doing something good. They don't know that they are mismanaged. They mention all that things. I have talked about inequity in those that are not using this pay. Those that have been seen as... And the majority of them, I also discovered that 55% of the total number of the players, when they gave me their total number and when they tell me who we are brought from outside, that 55% of the players, we are not original players. They are players that we have bought. Which means they don't have original blocks of that thing. So, by the time when they finish, I say, Okay, I'm going to excuse you to go out so that I can talk to your handler. And after, I'm going to bring you back and talk to you and your handler together. But meanwhile, let me talk to your handler before I call you back. So, you will go out. But don't go back. They practice that. They work that. Then their handlers, I go to them. They ask them to stay. One of them. They call me. They are about 16 or 18. Then I tell them, Tell me how you are going to handle this situation. They are teaching women. They are cooking. Explaining about it. They are trying to explain about it. The person that are there, they are explaining about it. They are cooking. Explaining about it. They are stewards. Explaining about it. They are medical persons. Explaining about it. How you treat them. They are coaches. Assistant coaches. Explaining about it. Explaining about it. Then the gift goods. Explaining about it. After they have all explained, I tell them, You look sweet in your mouth. But look at what this person complain about. He gives to whom? If you people buy cars for them, they say, Yes. What type of car is it? This type or this type. I say, Yes. They are right. They say, You did not buy one car. One type of the car. You buy multiple. Wrong. Why? If you want to give them car, If it is Corona, Let's all Corona. And let them give the same colour. Don't buy two different colours. Because they will interpret the colours to mean different things. Are you getting it? They will interpret the colours to mean different things. So they get black. You give black. They say that, Why did you give? This one will get grey. This one will get grey. You say, Why not give me black? Don't you know that black is a negative colour? You go give me grey. Trouble. Trouble. And if you cannot tell your supplier, Give me exact colour. Exact model. Exact date of mint. Don't. They will be shocked that that can come to colour. I say, Yes. I say, No bathroom in the same hall. They say, No bathroom in the same hall. I say, Yes. Why did you give them different car? Because their bathroom, Their, One section is, We have to go bath. Their bathroom is like a hall. And they connected shower tap in up to 15th floor point. So you just walk in. Every shower you go to bath. That's where they bath. I say, Sir, Why did you put the, in their toilet like that? If you know you are not going to boost their business. And the woman that serves them food, say that she serves them food at the same time. Two, two minutes. Can you see that these people are already maintaining the uniformity? And all of a sudden, it comes to this, the, the categorising. That they are angry. Why are those people not selling? Is it that they don't have money again to pay to put the sign up or not? They say, They must pay to, money will come, this and that. I say, Not paying them now is the problem. And all of these things, we are addressing. And I call them back again. And I ask them, I have asked your handlers, see what they say to me. What I want you to do now, is to just promise me, that you will never be so, next month, promise me. These boys, they are in their life. So I want to tell you, the sort of course we have come to do today, even if I break my leg in the next month, I don't mind. We are not going to do this any other month. It's up to us. We are going to win this tournament. Do you know that this was in the next five months? In the next month, they have the play with Reynolds. Their captain was still in the state, in winter, when they were celebrating the goal. And pick a phone call, somebody can call you, and say that we have won by 3-0. I say, can you believe it? In other words, people don't lose, because they don't have the team. They lose, because they choose so. Can you believe it? The type of team was not well managed, by the coach, and the whole team. They didn't manage the type of team. So, that is a mentioned area. And if you look around, where you live, or where you work, you see that most of the problems, that sometimes occur, is because somebody is careless, managing diversity. Somebody is not taking diversity, as an asset. He is taking it as a loss, as a liability. And he is making it out of the money. That's how it is in Nigeria, and in South Africa, and in Africa. Our diversity is managed, and that will be like America. So, aggressive living, biased, sometimes the workplace diversity is, encourage employee expression, and the rest, which you can eat up, when they eat with this paper. Now, there are eight ways, you can improve diversity in workplace. I say, always address unconscious bias. Don't be a bias in your department, and you ignore it, and say that time will take care of it. Time doesn't take care of anything though. People push things to time, because they are ready to address the number one. Number two, they are not truthful, on daily business. So, they always push it to time, and say time will give. Time doesn't give. Time may make you to, appear to forget, but anytime something ignites on that area, you remember. I still remember what happened to me, when I was gay. That is, brain doesn't work just like that. So, address any unconscious bias, somebody have about you, or the place. Unconscious bias is a couple, involuntary assumptions and judgment, that we make about others, influenced by their partner. Is this true that people from your place, is human being. You have been told this story, and you are telling it a lot, and you see somebody from there, and you begin to look at the person as if, somebody like that exists. It's unconscious bias. Is this true that Africans have sex? Do you know somebody who goes TV, that Africans have sex? Because, somebody told them story, that Africans are monkeys, that they have sex. I don't know how a white man would be, looking at himself, if he has sex. At least, another person is having sex. It's unconscious bias. So, these things, must be addressed, and not left, unattended to. Extend the, what is called the, here means diversity, equity, and inclusion. It's a contrast, in study of the, diversity. Because, diversity management, is a corporation. It's a major area, of discussion. Now, extend the, principles, to the hiring process. When hiring, extend the, diversity, equity, and inclusion principles, so hiring process, organization, can implement, several, important strategies. One key approach, is to establish, diverse hiring, panels, on communities, and bring together, individuals, from barriers, background, and, by safety. When measure employment, like a, on federal, page, or measures, it's supposed to, contain people, from different backgrounds, and people, from different, backgrounds. But, you will be sure, that what they do, in this country, they take one, people from, any particular area, to handle, interviewing of people, from other places. Because, they are not interested, in having people, from other places. Alternatives, can also, adopt what is called, blind hiring practices. We have, certain information, like men, gender, ethnicity, are required, during screening, process. We have, when employing people, issues like, gender will not be, a condition of, ethnicity will not be, a condition, if you need, with help. Like, sometimes, in, in researches, when you are submitting, a paper for research, they strike at the place, where it is empty, they cut it off, they cut off, where the address is, and take that paper, and make sure, a clear issue, and ask them, to review. So, the person is reviewing, your write-up, not knowing your name, not knowing, where you come from, that's a different issue. So, the person is reviewing, paper, not paper. So, it doesn't matter, what your name is. So, extend there, the hiring process. Now, acknowledge, intentionality, and cultural, diversity. Acknowledge, that, there are diversity, in everything. Intentionality, plays a crucial role, in understanding diversity, and inclusion, in the workplace. Recognizing, the complexity, of individual identity, and experience, matters. By acknowledging, the interplay, of various aspects, of our identity, organizations, and participants, more, embrace, your creative approach, to fostering, inclusivity, and equity, among employees. Embrace, what you call, the average, employee resource group. Employee resource group. Resource group. Resource group. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. Groups. 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