the business case for diversity
Post on 08-Aug-2015
224 Views
Preview:
TRANSCRIPT
copyright Marv Russell Enterprises
www.marvrussell.commarv@marvrussell.com312.315.7737
EXPERIENCE• 25+ years in Corporate Leadership Experience
• HR Consultant, Author, Speaker• Leadership Coach
• Student-Athlete Performance Coach• Former Notre Dame Linebacker and
Member of the National Championship Team
Diversity and Inclusion
The Business Case for Success
copyright Marv Russell Enterprises
What Will We Learn Today?
• What do we need to understand?
• What do we need to know?
• What do we need to do differently?
• How do we hold ourselves and the
organization accountable?
copyright Marv Russell Enterprises
Understanding Diversity and Inclusion
DiversityRaceAge
Origins
GenderDisabilitiesOrientation
New ThinkingNew Ideas
New CulturesChange
CULTUREHabitsAttitudesBeliefsIntuitionsTraditionsScotoma
InclusionInclusion
CULTUREEvolves
SustainableINCLUSIONINCLUSION
RaceAge
Origins
GenderDisabilitiesOrientation
New ThinkingNew Ideas
New CulturesChange
DIVERSITY
DIVERSITY
copyright Marv Russell Enterprises
Diversity DataThe Facts are Clear
PROJECTIONS:
By 2050, Latino and Asian populations will double,
and the Black population will grow by 71%.
The US will attract 1 million immigrants a year,
most of Latino or Asian origin.
By 2030, 1 in 4 US residents will be Latino or
Asian.
copyright Marv Russell Enterprises
Diversity and InclusionThe Business Case
1. Ensuring the organization is able to compete in the rapidly evolving marketplace
2. Client retention, increased employee engagement, business growth, higher employee productivity, and a greater ability to recruit and retain talent
3. Women and people of color represent a majority of the individuals entering into today’s workforce
Can You Find Them and Can You Retain Them?
copyright Marv Russell Enterprises
The Business Case Challenge
2013 research found that almost all leaders polled believe diversity and inclusion can boost business performance.
However, many organizations say their inability to find enough women, people of color and other diverse groups to
fill positions is a problem.
What is the Real Problem?
They don’t know where to look.
Benefits of Workforce Diversity & Inclusion
Improved understanding of those you work with and serve Creates a work environment that allows everyone to reach
their full potential Provides multiple perspectives on problem solving Better performance outcomes Increases employee productivity Increased retention rates Boosts employee morale Improved customer relations Reduces complaints and grievances It’s the right thing to do!
copyright Marv Russell Enterprises
A Quick Exercise
What are the barriers that prohibit your organization from achieving a
Diverse and Inclusive environment?
copyright Marv Russell Enterprises
What Really Works? What is Needed?
Strong, consistent voice and action from the top
Holding people accountable
Create the right space and environment for authentic, real, inclusive and free dialogue
Engagement Surveys and Metrics
Define long term goals and how to get there
Linking D&I to performance, reward and recognition
copyright Marv Russell Enterprises
Your Mission and Diversity
How are they related?
• Diversity is commitment to building a workplace collaboration of cultures to enhance and support the organization.
• Differences in experience, education, geography, language and perspective are treated as value-added contributions rather than distractions.
• The organization has a series of values that supports its mission. The mission is the public commitment to the type of work the organization engages. Diversity and Inclusion is one important way the organization will live out its mission.
copyright Marv Russell Enterprises
If You Really CareIf You Really Believe
If You Really Are Committed
Recommendations
Living Your Mission and Diversity
copyright Marv Russell Enterprises
Establish a Visible Leadership Commitment
1. Define Your Commitment
• Achieve What?
• Measure What?
• Promote Your Values. Including…Diversity
2. Establish a “Champion of Diversity and Inclusion”
3. Hold Yourself and Others Accountable
4. Communicate Until It Hurts!!!!
copyright Marv Russell Enterprises
Establish a Voice For Your Associates
1. Create a Diversity and Inclusion Council
• Define expectations
• What do you want from the council?
• Engage and teach all associates
2. Create Employee Resource Groups (ERGs) representing various employee groups
3. Conduct an Employee Engagement Survey
4. Again, Communicate Until It Hurts!!!!
copyright Marv Russell Enterprises
Establish Goals
Goals
Talent Management Program
Establish Associate Engagement Survey and Metrics
Performance Management
Diversity & Inclusion Council
Learning and Development Agenda
Compensation and Career Development Structure
copyright Marv Russell Enterprises
copyright Marv Russell Enterprises
The Challenge
Avoid Doing Stuff
Instead
Do Things that Drive Long-term Impact, Cultural Impact and
Change
copyright Marv Russell Enterprises
What’s Next?
• Actions Plans and Commitments
• Messages to the Organization
• Transitioning from Inside to Outside the Organization
• Strive to Become Essential, Exceptional and Ethical
Leaders of Diversity and Inclusion
copyright Marv Russell Enterprises
3E Leadership™
Essential
Exceptional
Ethical
Diversity Leadership
copyright Marv Russell Enterprises
About the Author
Marv Russell is a leadership, diversity and human resources consultant; author; and keynote speaker. He has 25+ years’ experience in human resources and organization development including living and working abroad for nearly a decade for multi-national corporations.
He is the author of Linebacker in the Boardroom: Lessons in Life and Leadership and Finding Your Internship: What Employers Want You to Know; and a new book on diversity and inclusion scheduled for a 2015 release. Marv created and advocates the principle of Essential, Exceptional and Ethical Leadership™. Marv’s bio and services can be found at marvrussell.com, connect with Marv on LinkedIn, or follow him on Twitter.
top related