addressing diversity in the workplace | talent connect london 2014

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 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

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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

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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

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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

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…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