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1. Diversity & Inclusion Part Five: Sensitivity www.tmgov.org/tmgovu questions@tmgov.org

2. With: Mark Williams Mark Williams is the Founder of the Williams Identity Network and the Chief Diversity Officer for CHCI Enterprises in Washington DC. He has provided consultation for a wide variety of clients, including Exxon Corporation, AT & T, the US Department of Defense, the Federal Aviation Administration, Avon Cosmetics, Colgate Palmolive, the Agency for International Development, the Central Intelligence Agency, Microsoft, Harvard Medical School, UNISYS, Cisco Systems, Office Depot, Microsoft, EDS, the Food and Drug Administration, the Social Security Administration and dozens of other Fortune 500 companies, associations and educational institutions. For nearly ten years, Mr. Williams was the worldwide diversity consultant for the Marriott International family of companies, coordinating all aspects of their diversity strategy and education programs. He consulted with Marriott’s CEO and the presidents of all operating companies and divisions to customize a multimedia program that was used as the basis of their classroom, satellite and video-based training created to reach their global workforce. Before his tenure with Marriott, Mr. Williams was a consultant with the CIA, working with top appointed political leaders to analyze shifting political and social conditions and help the intelligence community respond to the impact of the post-Cold War era. Prior to working with the CIA, Mr. Williams was an Expert Consultant for two years with the United States Department of Education where he served as a consultant to senior managers and political appointees. In 1998, Mr. Williams served on the Design and Facilitation team for the first Congressional Bi-Partisan Retreat held in Hershey, Pennsylvania. Mr. Williams began his career with acceptance into the NBC Corporate Associates Program, a competitive management program developed for a select group of individuals in the broadcast industry.

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4. Poll What is your interest in diversity & inclusion? I am a diversity & inclusion professional I am a manager/leader concerned with diversity & inclusion I am in HR; diversity & inclusion is part of my work I am doing research on diversity & inclusion I am just generally interested in the topic

5. A Strategic New Framework The “Six S Model” Offers a Comprehensive Framework for Developing a Relevant and Sustainable Plan to Address Executive Order 13583

6. Learning Objectives – Today’s Webinar • Review the “Six S Model” that serves as a strategic framework in implementing 13583 • Review what is involved in deploying the first 4 S’s: Scanning, Strategy, Systems & Self Awareness • Discuss the fifth S of the “Six S Model” – Sensitivity • Identify some tools and resources available in WIN Insights to develop and enhance diversity-related sensitivities: • Common Sensitivities Inventory • Learning Rooms • Identity Names and Terms • Holidays, Commemorations & Celebrations H

7. Review: The Six S Model • Scanning • Strategy • Systems • Self-Awareness • Sensitivity • Skills

8. The Six S Model, Continued 3 Organization-Level S’s: • Scanning • Strategy Development • Systems Analysis 3 Individual-Level S’s: • Self Awareness • Sensitivity Development • Skill Development

9. The First “S” -- Scanning Definition: The practice of identifying and assessing all of the internal and external factors that may have an impact on the organization and influence your plans and actions

10. Environmental Scan

11. The Second “S” -- Strategy Development • Scan • Strategy • Systems • Self-Awareness • Sensitivity • Skills

12. Strategy Development Definition: The development of appropriate strategies to address the diversity-related questions that you have identified in the environmental scanning process Examples of questions: • What do we need to do to prepare our external and internal stakeholders to support our diversity initiative? • How do we increase the diversity of our work force? • What do we need to do to create a more inclusive work environment? • How do we leverage the diversity of our workforce for increased innovation?

13. The Third “S” -- Systems • Scan • Strategy • Systems • Self-Awareness • Sensitivity • Skills

14. The Third “S” -- Systems Definition: The organization’s human capital management systems -- all of which have a major impact on the extent to which diversity is present, valued and developed within the organization’s workforce – as well as special diversity-related program elements Human Capital Management Systems • Workforce planning and succession management • Outreach and recruitment • On-boarding • Mentoring • Training and development • Performance planning, feedback and evaluation • Promotion processes • Compensation and rewards programs • Labor relations

15. The Fourth “S” – Self Awareness Definition The ability to be introspective … To understand your own identity dimensions and biases … To be conscious of how your beliefs and biases influence your interactions with those who are members of other identity groups

16. Key Concepts Related to Self Awareness & Diversity/Identity • Identity Layers • Core Dimensions • MultiDentity • Societal Legacies • Confirmatory Bias • Social Group identities and Power & Privilege Dynamics

17. The Fifth “S” – Sensitivity • Scan • Strategy • Systems • Self-Awareness • Sensitivity • Skills

18. The Fifth “S” -- Sensitivity Definition The ability and willingness to learn about people from different identity groups – • Their history, culture and traditions • Their experiences with societal legacies • Their preferences about the terminology used to define them • The sensitivities they have about how others relate to them And to use that knowledge in interactions with them

19. WIN Common Sensitivities InventoryInventory of most of the common sensitivities for: • Age • Appearance • Disabilities • Educational background • Ethnicity • Faith/Religion/Spirituality • Gender • Geographic Origin/Nationality • Hobbies/Interests • Marital Status • Organizational role/Classification • Parental/Caregiver Status • Political Affiliations • Race • Sexual Orientation • Socioeconomic Class

20. Check Your Sensitivity Level: Jot down 3 things that you think people with physical or sensory disabilities are bothered by: √ ___________________________________________ √___________________________________________ √ ___________________________________________

21. Poll What are you most sensitive to? Being stereotyped or put into a category People who make assumptions about me who don’t even know me Any sort of questions about my politics or religion Other I am really not sensitive about anything

22. Example from the WIN Common Sensitivities Inventory

23. Learning Rooms • African American/Black Learning Room • Age Learning Room • Arab/Middle Eastern Learning Room • Asian/Pacific Islander Learning Room • Caucasian/White Learning Room • Disability Learning Room • Education Learning Room • Gender Learning Room • Geography Learning Room • Hispanic/Latino Learning Room • Language Learning Room • Marital and Parental Status Learning Room • Multiracial Learning Room • Native American Learning Room • Nationality Orientation Learning Room • Political Affiliation Learning Room • Religion Learning Room • Sexual Orientation Learning Room • Social Class Learning Room • Veteran Learning Room

24. Example of Home Page for Learning Room HISPANIC/LATINO LEARNING ROOM Do you think of Hispanics or Latinos as coming from Mexico or Central America, as having dark skin, black hair and brown eyes, as speaking with an accent? If so, this module offers you a very different perspective. This “learning room” provides a comprehensive overview, covering the following information: OVERVIEW/HISTORY PREFERRED IDENTIFYING TERMINOLOGY DEMOGRAPHICS & STATISTICAL DATA ECONOMIC, POLITICAL & EDUCATIONAL DATA CULTURE

25. Identity Terms and Names Naming Protocols tells you what you need to know about culturally relevant and sensitive group identity terminology. Using this data helps you avoid making costly mistakes in how you refer to and connect with colleagues and customers who belong to different identity groups. Age Arab, Muslim, Middle Eastern AsianDisability Black/African American Caucasian/White Gender – Female Gender-Male Hispanic/Latino Marital/Parental Status Multiracial/Biracial Native American Sexual Orientation

26. Example from Identity Terms & Names Arab, Muslim, Middle Eastern Identity Terms Especially in today’s post 9/11 world an understanding of the Middle East, Arab people and the religion of Islam seems to have drawn a great deal of attention. While there is often some overlap between these ethnic and religious groupings it is important to understand that the people mentioned above by no means belong to one homogeneous group. While Arabs may also be adherents of Islam they can just as easily be Christian or Jewish and while some people of Middle Eastern descent may be Arabs, others may not be. Common Terms/Usage Arab Arab-American Muslim Middle Easterner Definitions Preferred Terminology Common Mistakes and Offensive/Outdated Terms Recommendation

27. Global Holidays, Celebrations & Commemorations Over 125 global holidays identified and described, including many that you’ve never heard of: • Anzac Day • Ching Ming • Dragon Board Festival • Eid el-Adha • Guru Nanaks Birthday • Holi/Phag • Our Lady of Altagracia • TiradentesDAy

28. Example from Global Holidays, Celebrations & Commemorations EVENT NAME: Eid el-Fitr DATE:Subject to lunar calendar EVENT TYPE: Religious COUNTRY:Afghanistan, Algeria, Azerbaijan, Bahrain, Bangladesh, Bosnia-Herzegovina, Burkina Faso, Chad, Cyprus, Djibouti, Egypt, Eritrea, Ganmia, Guinea, India, Indonesia, Iran, Iraq, Jordan, Kazakhstan, Kuwait, Kyrgyzstan, Lebanon, Libya, Malawi, Malaysia, Maldives, Mali, Mauritania, Morocco, Niger, Nigeria, Oman, Pakistan, Qatar, Saudi Arabia, Senegal, Singapore, Somalia, Sudan, Syria, Tajikistan, Tanzania, Thailand, Tunisia, Turkey, United Arab Emirates, Uzbekistan, Yemen DESCRIPTION: Eid el-Fitr is an officially observed religious holiday. Coming at the end of the fasting month of Ramadan, it is an important and festive thanksgiving celebration lasting between one and two days. History ….. Scheduling ….. Valuing Tips (Greetings) ….Traveling …..

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