addressing diversity in the workplace | talent connect london 2014
DESCRIPTION
Skype & Philips share how they have embraced and strengthened diversity by implementing new processes and technology. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafTRANSCRIPT
#intalent
Pat Wadors VP Talent LinkedIn
Addressing Diversity in the Workplace
#intalent
“If Not Me, Who? If Not
Now, When?” Emma Watson, UN Speech
If you compete in triathlons If you have a dog If you eat pizza If you sing in the
shower
Please raise your hand if…
You are a female You have children You are a carer
If you are not from the United Kingdom
Because we are all diverse
Diversity isn’t just about gender
Diversity The full range of human and / or organizational differences & similarities, inclusive of everyone
Concept designed by Gardenswartz and Rowe
We would all look like this…
Why does it matter?
Increased bottom line Evolving consumer base
Larger candidate pool Positive company image
Diversity Innovation Growth
17% Women
83% Men
51% Women
49% Men
Are we representative of our consumer base?
Diversity alone does not deliver posi1ve business
results
What Microsoft do
Step Up Program
Data from E-Skills UK and the European Commission
Codess is a community of female coders
Codess aims to inspire women to
achieve their professional goals and con1nue advancing within the technical
field
19 events in 9 countries since March 2013
With events in Europe, US and Asia
We want to change the future of this profession
By impac1ng the number of females visible at the leadership level. Through networking events, hackathons, workshops and
mentoring opportuni1es.
Thank you
#intalent
Liz MacKay Head Of Talent Acquisition
Philips
Diversity:
Booby-trap Bootcamp
#intalent
#intalent
Gender Pay Gap
32.1%
19.2%
17.8% 37.5%
24.8%
15%
17.5%
20-40%
20.8%
18.2%
27.4%
14.3%
14%
Source: TIME Magazine, 2014
40% of large public companies worldwide
have no women on their board of directors
#intalent
Proportion of women in senior management globally
19% 24% 24%
20% 21% 24% 24%
0
25
50
75
100 2004 2007 2009 2011 2012 2013 2014
Source: Grant Thornton IBR 2014
22
Organisations can have, on the face of it, sophisticated diversity policies and champions-but still not practice
diversity - Prof. Binna Kandola
The problem is us..
We don’t see the world as it is. We think that everyone sees what we see
#intalent
Everyday sexism
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Male Champions of Change
#HeforShe
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Entrepreneurial Wisdom ..not
At a startup conference in Sydney, the co-founder of online advertising startup LookSmart, Evan Thornley said he just loves to hire women….the reason why is interesting
We need to stop asking “what’s wrong with women that they’re not
making it to the top?” and start asking “What’s wrong with
companies if they cant retain and promote them?”
- Avivah Wittenberg-Cox
What Philips did
32
Our previous talent management approach mirrored the existing population and tended to maintain the status quo
• Composition of talent pools representative of existing population
• Candidates not mirrored vs. actual leadership roles
• No focused approach to increase diversity by leveraging external candidates
Dedicated career support and entitlement to leadership development programs based on pool membership
33
…our new approach is focused on desired state and helps build leadership and pipeline aligned with business needs
Targeted measures to increase inflow that supports desired state long term
Personalized interventions prepare successors for future roles
Supplement non-diverse succession plans with A-Players
Backlash
“You are oversensitive. Where’s our
#IMD?.”
“””They cant produce the same
results working from home…”
Flexibility is seen as a potential business risk except for traditional roles and traditional circumstances (i.e. maternity leave )
Entrenched culture of minimising women’s perspectives
“I cant see her crawling around a roof
space in a hospital with those nails”
Need to promote understanding of the business case particularly around skills shortage, war on talent, retention and ageing workforce
Women taking our
jobs
“What happened to best person for
the job?
Entrenched perceptions around women in leadership and false assumptions around merit
38%
of all hires through in-house executive search are diverse
How Philips women persevere and win in emerging markets
Our stories