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The Road to Inclusion Assessing where your organization is at on the diversity continuum

Join a webinar to assess and enhance your organization's diversity strategy. Learn to navigate the diversity continuum effectively.

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The Road to Inclusion Assessing where your organization is at on the diversity continuum

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  1. The Road to InclusionAssessing where your organization is aton the diversity continuum Webinar February 20, 2013 Noon – 1:00 CT Nathan D. Ritz – nritz@DSMpartnership.com 2/20/2013

  2. About Today’s Speaker • Strategy Consultant • Former owner of VisionPoint, producer of award-winning media-based diversity training resources • Chair, Education Committee for Greater Des Moines Partnership Diversity Council Mom. Wife. Learning & Organizational Development Executive. Avid Reader. Student. Change Catalyst. 2/20/2013

  3. Session Objectives • Understand critical elements of a comprehensive inclusion strategy • Recognize key indicators for assessing diversity maturity • Complete a preliminary assessment of where your organization falls on the diversity continuum 2/20/2013

  4. The question How do we leveragediversity dynamicsto best create an environmentwhere employees can flourish? 2/20/2013

  5. Polling Question My organization describes diversity… • In terms of race, gender, age and other characteristics • In terms of inclusive work practices • As a key driver of productivity and innovation • My organization does not talk about diversity at all 2/20/2013

  6. A Diversity Continuum 2/20/2013

  7. A Diversity Continuum Monocultural Tolerance Multicultural Acceptance 2/20/2013 7

  8. A Diversity Continuum Tolerance Understanding Celebrate Respect Acceptance 2/20/2013 8

  9. Level 1 – Tolerance & Acceptance • Differences are endured, not embraced • Managers are somewhat sensitive to employees • English signs/collateral welcome visitors • Limited professional development for diversity • Policies emphasize harassment prevention procedure • Limited exposure to multiplecultures • Flexibility only within policy 2/20/2013

  10. Level 2 - Understanding • Differences are acknowledged • Limited awareness regarding importance of differences • Professional development for managers • Policies emphasize blatant disrespect & procedure • Signage/collateral in primary languages (English & Spanish) • Artwork may depict multiculturalimages • Flexibility upon request 2/20/2013

  11. Level 3 - Respect • Appreciation and admiration for diversity • Policies with built-in flexibility • Hiring practices and retention efforts include diversity goals • Global teams are recruited forcross-functional priorities • Professional development is apriority for all • It’s safe to talk 1:1 about sensitive issues 2/20/2013

  12. Level 4 – Celebration & Solidarity • Diversity is a key driver for productivity, innovation & retention of talent • Inclusive policies and HR structure (comprehensive) • Professional development is driven 360 • Inside-out recognition of diversity • Employees participate in governance and diversity strategies • Sensitive issues are transparent &discussed openly • Diversity is fully integrated intothe business infrastructure 2/20/2013

  13. Core Responsibilities Creating an environment that promotes healthy diversity is everyone’s responsibility 2/20/2013

  14. Assessment Example: Polling Question My organization… • Has a standard holiday schedule with specific days off (all other days are considered PTO) • Has a standard holiday schedule + a certain number of flexible days off (in addition to PTO) • Has a flexible holiday schedule providing a standard number of days (EES choose holidays) 2/20/2013

  15. Assess HR Policies • Holidays – sensitivity to religious observances • PTO – sensitivity to generational perspectives • Harassment – practices and professional development opportunities to avoid bullying, harassment, discrimination & retaliation • Talent Development – emphasis on total company • Dress Code & Attendance Requirements – sensitivity to cultural differences • HR infrastructure –evaluating integration of culture, values & ethical standards; using HRIS strategically 2/20/2013

  16. Assessment Example: Polling Question My organization… • Doesn’t put a lot of thought into how we communicate with each other (but expects everyone to get along) • Feels it’s important for everyone to respectfully confront issues but hasn’t thought about how to best do that. • Feels it’s important for everyone to respectfully confront issues and has adopted a company-wide communication model ( e.g. the principles of crucial conversations) • Feels the only way for everyone to respectfully confront issues is to understand multicultural communication styles and adopt versatile communication methods 2/20/2013

  17. Assess Communication Expectations • 1:1 conversations • Group / Team meetings • Virtual team dynamics • Response time standards • Customer & vendor interactions (policy-driven? Customer-centric?) • Documentation requirements (minimum standards) • Problem-solving techniques / Ideation strategies 2/20/2013

  18. Assessment Example: Polling Question Situation: You overhear someone sharing not-so-positive casual remarks about a co-worker’s sexual orientation, health issue, work style, religious affiliation, or language barrier How common is this type of situation in your organization? • Never happens • Sometimes happens • Frequently happens 2/20/2013

  19. Assess Diversity Maturity • Culture, norms, unwritten rules • Caliber of talent • Importance of results, process, relationships • Responsibilities of employees, managers, executives • Preponderance of exclusive behaviors 2/20/2013

  20. Exclusive behaviors • Allowing offensive (unconscious incompetent) language • Having major events on non-majority religious holidays • Calling impromptu meetings that contradict with flex time • Not inviting people because of assumptions related to age, gender, interests • Holding event at exclusive club • Christmas Parties / Decorations • Stereotypical Celebrations 2/20/2013

  21. Assess current state and next step Tolerance Understanding Celebrate Respect Acceptance 2/20/2013 21

  22. Planning ahead • The diversity dynamic or diversity issue that is most important or confusing to me is … • Next webinar focuses on individual responsibility & commitment to diversity:Diversity is Everyone’s Business: Assessing your role and level of commitment to working in an inclusive work environment 2/20/2013

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