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

The Road to Inclusion Assessing where your organization is at on the diversity continuum. Webinar February 20, 2013 Noon – 1:00 CT Nathan D. Ritz – nritz@DSMpartnership.com. 2/20/2013. About Today’s Speaker. Strategy Consultant

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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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