Diversity & Inclusion Today What You Don’t Know You Don’t Know

1. Diversity & Inclusion TodayWhat You Don’t Know You Don’t Know For: IPMA-HR Eastern Region Conference By: Mauricio Velásquez, MBA President, CEO The Diversity Training Group Diversitydtg.com

2. Meet Mauricio Velásquez, MBA Mauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity and inclusion trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness. DTG’s clients include small and large organizations and public and private entities. SSA, OMB, NIST, NTIA, USCIS, HHS, and USPS are just some of our current federal clients. White House, DOI, USIA, USDA, DHS, US Navy, US Coast Guard are some of our past clients. Mauricio has trained over a half million participants in every state but North Dakota and his work and life have taken him to more than seventy countries. Mauricio holds a BA from UVA and an MBA from GWU. Married to Kelly with 3 kids.

3. Mauricio’s Mission • Provoke Thought • Facilitate Discussion & Learning • Surprise You • Entertain You • Add Value • Provide Subject Matter Expertise • Have Fun -Triple Investment-

4. A Workshop on…. • Treatment, Respect • Professionalism, Trust • Engagementto Higher Performance • Current Events • Management, Supervision, Leadership • Parenting

5. Opening Remark What You Don’t Know You Don’t Know (DKDK) What You Don’t Know (DK) What You Know (K)

6. Intent vs. Impact Intent (what you meant) vs. Impact (what you actually said)

7. Is there a relationship?

8. Diversity When you hear this term what “pops” into your head? What are all of the differences (and similarities) in our workplace? In our ranks, our peers, colleagues, travelers. What is Inclusion? What does it mean to be inclusive?

9. Dimensions of Diversity Military Experience Language Education Religion Age Gender Work Style Income Mental/ Physical Abilities Sexual Orientation Individual Family Status Work Experience Ethnic Heritage Race Geographic Location Communication Style Operational Role and Level Group Organizational Affiliation

10. Dimensions of Diversity Military Experience Language Education Religion Work Style Age Gender Income Mental/ Physical Abilities Sexual Orientation Work Experience Family Status Ethnic Heritage Race Geographic Location Communication Style Operational Role and Level

11. Dimensions of Diversity Individual Individual Group Organizational Affiliation

12. Are you Inclusive?

13. The Lunch Date • Adam Davidson • Screen Writer/Director • This was his thesis to get his degree in film from AFI – American Film Institute, New York City • Won many awards • Filmed in 1990 • On You Tube – if you can’t find it, ask your kids to find it

14. To be an Inclusive Change Agent • Understand the Myths of D & I • Understand what a D & I is - so when you come across it – you act • Address present D & I issues and proactively anticipate emerging D & I issues • Hold people accountable (peers, direct reports) “We all have a shared responsibility to each other – we are all in this together!”

15. Major Myths of Diversity & I • Diversity is a problem. No, it is an opportunity. • Diversity is HR’s responsibility. No, it is my responsibility, on all of us. • Diversity is just about race and gender. No, it is much broader than that. • Diversity is about minorities and women in the workplace. No, diversity is about your (employees) internal and external (prospective clients) customers. • Diversity is about exclusivity. No, it is about inclusivity. It is about retaining your employees and clients. • Diversity is just another fad. Have you seen the numbers? • Diversity is another version of EEO/AA. Wrong! EEO/AA is government mandated. Diversity is workplace driven.

16. A Diversity Issue Exists… • When an issue (policy or business practice—formal, informal, internal, or external) has a different impact on a particular group (i.e., impact on men vs. women, black vs. white, American vs. foreigner, urban vs. rural background) • When it happens more frequently to a particular group (i.e., different groups have dramatically different “numbers”—turnover, terminations, promotions, few or no role models) • When it is more difficult for one group to overcome (upward mobility for a particular group within an organization, i.e.,“glass ceilings”) Page 14 in your workbook – out of order in PPT for emphasis

17. A Diversity Issue Can’t Be Ignored • A diversity issue exists where the policy or business practice has an impact exclusive of difference (not inclusive of difference). Is there a trend or pattern (intentional or unintentional)? • Having a diversity issue is not necessarily a bad thing. Doing nothing about it given you have knowledge of the issue is where organizations go wrong (negligence). Being in denial about these issues do not make them go away. Ignorance is not bliss inside or outside the courtroom. • The question is why do we have this issue and how can we take action to correct it or improve the situation. Study or investigate, identify root cause(s) and identify solutions and execute! Don’t ignore the issues or be in denial about their existence.

18. Addressing Diversity Issues – 1 opportunity @ a time ?

19. Addressing Diversity Issues – 1 opportunity @ a time

20. What do you think? • Is your biggest diversity and inclusion issue or challenge or obstacle? • What is the root cause(s) behind this issue? • How can you address it? What are potential solutions and prioritize them? “Let’s look at some best practices. You don’t have to recreate the wheel – just take someone else’s tire and put a white wall on it!” - MV

21. Nationwide Best Practices Sources: American Express Benchmark Study Business Week Special Sessions The Conference Board Best Practices Publications Fortune’s Best Practices Lists/Articles Towers-Perrin North-American Diversity Best Practices Study US Department of Labor and other US Government Studies

22. What is working – critical success factors STRATEGIC • Visible, supportive and fully-committed senior leadership • Diversity strategy/plan developed & aligned with organization’s strategic plan • Internal and external communications improved • Employee involvement and assessment • Recruitment and retention activities improved • Measurement, metrics and follow through emphasized • Constant benchmarking and continuous improvement of diversity strategy and plan All of this is of greater importance with President Obama’s executive order!!

23. DTG solutions or successes NIST • Training agency personnel on Diversity and Inclusion • Offering complimentary and more specific training, Sexual Harassment Prevention Training, Toxic Employee-Workplace • Conducting agency-wide assessments or “spot audits” or investigations • Executive Coaching OMB, SSA • Ensuring Diversity Council is effective and has high impact (stood up first meeting in response to Obama Executive Order) • Weaving Diversity and Inclusion into the “Fabric of Agency” • Diversity and Inclusion Training as part of On-boarding, new hire orientation – short module on Diversity and Inclusion • Designing and developing video based modules to show to all employees (100,000 plus) • Did Age Diversity Training (OMB) and strategy and Stood Up first Diversity Committee Meeting (in response to Obama Executive Order)

24. More successes USCIS • Making sure Diversity and Inclusion is in Supervisory, Management and Leadership Training Curriculum • Making Diversity and Inclusion part of Core Values – linking conversation to core vales USPS • Conducting high level Diversity and Inclusion Leadership Training (weaving D & I into all of their training and development) – should not be “set apart and by itself” • Political appointees, SESers NTIA • Training all agency personnel on Diversity and Inclusion (mandatory) • Working with Diversity Committee (collaborate and partner with them) - mentoring US Navy (SG, JAG) • Diversity and Inclusion Training worldwide – from Guantanamo Bay, Cuba to Guam to Italy, Spain and all US Navy bases (hostile or difficult audiences)

25. Why? Is this topic, this session so important? Because “Status Quo” is not working! - Doing the same things you have always done with your human resources, your talent, and expecting better results is organizational suicide!

26. Action Plan • How can I create an inclusive work environment? • How can I use what I have learned in this session in my organization and beyond?

27. In Closing…. Thank you for your time, consideration and participation today! If you love the class – tell everybody about it, if you hated it, please keep it to yourself (but put your comments in the evaluation) Comments, feedback, input – put in evaluation please!!!!

28. What can I do? Knowledge – Action = Nothing Don’t act – nothing happens! There is no such thing as “innocent bystanders.”

29. For more information… CONTACT: The Diversity Training Group 692 Pine Street Herndon, VA 20170 Tel. 703.478.9191 Fax 703.709.0591 Mauriciov@diversitydtg.com Mauricio Velásquez, MBA - President