The Business Case for Diversity and Inclusion - Keynote at An Inclusive Lethbridge Conference March 21/14

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This presentation was the keynote at an Inclusive Lethbridge Tools for Action Conference - Friday, March 21, 2014 in Lethbridge Alberta.

This presentation was the keynote at an Inclusive Lethbridge Tools for Action Conference - Friday, March 21, 2014 in Lethbridge Alberta.

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  • 1. THE BUSINESS CASE FOR DIVERSITY AND INCLUSION. An Inclusive Lethbridge. Moving Beyond Discussion: Tools for Action. March 21, 2014 Cathy Gallagher-Louisy Tweet about this event: #CMARD14yql. My twitter ID @CatGL. Follow #CDNdiversity.
  • 2. www.cidi-icdi.ca Agenda for Today’s Session. Understanding the Complexity of Your Diverse Identity. Icebreaker. Have fun with it! About the CIDI. The Business Case for Diversity. Toolkit for Developing a Business Case. Activity. Intro. Facts. Activity. Activity. Toolkit. Defining Diversity & InclusionInfo. Why Are You Here? Activity. Final Wrap Up Activity.
  • 3. www.cidi-icdi.ca Icebreaker Activity.
  • 4. www.cidi-icdi.ca About the CIDI. The Canadian Institute of Diversity and Inclusion is a national non-profit organization that provides: • networking & learning events in 6 cities every quarter, • webinars (at least 2 per month), • cutting edge new research, • practical strategies and toolkits for community and business leaders, HR and D&I professionals across Canada. Our mission is to help improve the overall inclusivity of the Canadian workforce, and to develop the inclusive leaders of tomorrow.
  • 5. www.cidi-icdi.ca Current Employer Partners. Toronto Police Service
  • 6. www.cidi-icdi.ca Why are you here? Why is diversity and inclusion important to you?
  • 7. DEFINING DIVERSITY & INCLUSION.
  • 8. www.cidi-icdi.ca What is Diversity? di·ver·si·ty: 1. the state or fact of being diverse; difference; unlikeness. 2. variety; multiformity. 3. a point of difference.
  • 9. www.cidi-icdi.ca What is Inclusion? in·clu·sion: 1. the act of including. 2. the state of being included.
  • 10. www.cidi-icdi.ca Diversity and Inclusion Defined. • Diversity is about Difference.
  • 11. www.cidi-icdi.ca Diversity and Inclusion Defined. • Diversity is about Difference. • Inclusion is about Including.
  • 12. www.cidi-icdi.ca Diversity and Inclusion Defined. Difference.Including • Diversity is about Difference. • Inclusion is about Including.
  • 13. www.cidi-icdi.ca Diversity Dimensions. • Race/Ethnicity. • Culture. • Indigenous Peoples. • Ability. • Gender. • Gender Identity. • Sexual Orientation. • Age / Generation. • Socioeconomic Status. ... and many more ...
  • 14. www.cidi-icdi.ca Organizational Diversity Terminology. • Diversity & Inclusion. • Equity & Human Rights. • Equality. • Accessibility. • Anti-Racism. • Anti-Oppressive Practice.
  • 15. www.cidi-icdi.ca D&I – CIDI’s Definitions. • Diversity: Diversity is about the individual. It is about the variety of unique dimensions, qualities, and characteristics we all possess. • Inclusion: Inclusion is about the collective. It is about creating a culture that strives for equity and embraces, respects, accepts, and values difference.
  • 16. www.cidi-icdi.ca D&I – CIDI’s Definitions. • Diversity and Inclusion: Diversity and Inclusion is about capturing the uniqueness of the individual, creating an environment that values and respects individuals for their talents, skills and abilities to the benefit of the collective.
  • 17. www.cidi-icdi.ca Verbiage is Important. Inclusion vs Tolerance.
  • 18. www.cidi-icdi.ca Verbiage is Important. Equality is giving everyone Equity is giving everyone
  • 19. www.cidi-icdi.ca Verbiage is Important. Equality is giving everyone a shoe. Equity is giving everyone a shoe that fits.
  • 20. Understanding the complexity of your own diversity. Activity. Why do we need to understand ourselves?
  • 21. Understanding the complexity of your own diversity. Activity. Why do we need to understand ourselves? We do not see things as they are, we see things as we are. -Anais Nin
  • 22. www.cidi-icdi.ca Understanding the complexity of your diverse identity: Activity. What is Your: • Religion. • Nationality. • Ethnicity. • Sexual orientation. • Gender identity. • Occupation. • Marital status. • Age. • Geographic region. • Highest level of education. Are You: • Female or male. • Disabled. • From an urban area. • From a rural area. • From a suburban area. • A parent. • A student. • An immigrant. • An athlete. Have you ever been: • In the military. • Poor. • In the working class. • In the middle class. • Wealthy. • In prison. • Unemployed. • A member of an association.
  • 23. www.cidi-icdi.ca Filters. What is a filter?
  • 24. www.cidi-icdi.ca Filters. What is a filter?
  • 25. www.cidi-icdi.ca How do the Dimensions of your own Diversity filter the way you see and interact with others? What can you do to go beyond your personal filters? 25 Discussion.
  • 26. www.cidi-icdi.ca Biases.
  • 27. www.cidi-icdi.ca Test Your Own Biases. https://implicit.harvard.edu/implicit/demo/takeatest.html http://isites.harvard.edu/fs/html/icb.topic58474/TFTrace.html http://teachingasleadership.org/sites/default/files/Related- Readings/DCA_Ch5_2011.pdf You might be surprised.
  • 28. THE BUSINESS CASE FOR DIVERSITYAND INCLUSION. aka The Imperative.
  • 29. www.cidi-icdi.ca Effectiveness in creative tasks. Monocultural Teams. Less More Multicultural Teams. Multicultural Teams. - - -- --- - + + ++ + + ++ Why Manage Diversity? Source: Adler, N. J., 2002.
  • 30. www.cidi-icdi.ca Effectiveness in creative tasks. Monocultural Teams. Less More Multicultural Teams. Multicultural Teams. - - -- --- - + + ++ + + ++ Why Manage Diversity? Source: Adler, N. J., 2002. Leader ignores or suppresses cultural difference.
  • 31. www.cidi-icdi.ca Effectiveness in creative tasks. Monocultural Teams. Less More Multicultural Teams. Multicultural Teams. - - -- --- - + + ++ + + ++ Why Manage Diversity? Cultural difference becomes an obstacle to performance. Source: Adler, N. J., 2002. Leader ignores or suppresses cultural difference.
  • 32. www.cidi-icdi.ca Leader acknowledges and supports cultural difference. Effectiveness in creative tasks. Monocultural Teams. Less More Multicultural Teams. Multicultural Teams. - - -- --- - + + ++ + + ++ Why Manage Diversity? Cultural difference becomes an obstacle to performance. Source: Adler, N. J., 2002. Leader ignores or suppresses cultural difference.
  • 33. www.cidi-icdi.ca Leader acknowledges and supports cultural difference. Effectiveness in creative tasks. Monocultural Teams. Less More Multicultural Teams. Multicultural Teams. - - -- --- - + + ++ + + ++ Why Manage Diversity? Cultural difference becomes an obstacle to performance. Cultural difference becomes an asset to performance.Source: Adler, N. J., 2002. Leader ignores or suppresses cultural difference.
  • 34. www.cidi-icdi.ca Changing Demographics. • Canada has the highest rate of immigration in the G20. Between 220,000 and 260,000 people immigrate every year. • More than 20% of Canadians were born outside of Canada. • The Aboriginal population is the fastest growing demographic group in Canada. • According to 2011 Census, Canada’s Aboriginal population surpassed 1.4 Million.
  • 35. Financial Influence. The Business Case – Customers -
  • 36. www.cidi-icdi.ca Quiz. In what school year did women start to account for more than 50% of undergraduate degrees in Canada?
  • 37. www.cidi-icdi.ca Quiz. In what school year did women start to account for more than 50% of undergraduate degrees in Canada? 1979-1980
  • 38. Women in Canadian Business. Catalyst. Pyramid: Canadian Women in Business. New York: Catalyst, March 3, 2014.
  • 39. Women in Canadian Business.
  • 40. www.cidi-icdi.ca Bottom Line Impacts. Increase revenues. Embracing diversity can help increase revenues by: • Attracting new customers and finding new markets. • Building customer loyalty; retaining existing business. • Expanding your global growth strategy. • Improving success in crosscultural negotiations.
  • 41. www.cidi-icdi.ca Bottom Line Impacts. Reduce costs. Fostering a diverse and inclusive environment will help your company reduce costs by; • Eliminating differential turnover across demographic groups. • Controlling relocation costs. • Minimizing litigation costs.
  • 42. www.cidi-icdi.ca Bottom Line Impacts. Increase Productivity. Cultivating a diverse and inclusive work environment ensures that you get the most from your employees by: • Recruiting and retaining the top talent. • Maximizing productivity through flexibility. • Maximizing employee engagement.* *Engaged employees are more productive, provide better customer service, go above and beyond, and experience less absenteeism.
  • 43. CREATING A BUSINESS CASE DOCUMENT.
  • 44. www.cidi-icdi.ca Verbiage is Important. ! ¡
  • 45. www.cidi-icdi.ca What is a business case? • A business case captures the reasoning for initiating a project or task. http://en.wikipedia.org/wiki/Business_Case • A business case document is a formal, written argument intended to convince a decision maker to approve some kind of action. http://whatis.techtarget.com/definition/How-to-write-a-business-case- document#anchor2
  • 46. OUR PROCESS.
  • 47. www.cidi-icdi.ca Step 1: Identifying Your Key Issues.
  • 48. www.cidi-icdi.ca Common Issues Across the Country. • Leadership and/or organizational buy-in, • Prioritization of D&I, Equity & Human Rights Initiatives, • Resources for D&I, Equity & Human Rights Initiatives.
  • 49. www.cidi-icdi.ca Step 2: Developing the Business Case.
  • 50. THE BUSINESS CASE FOR DIVERSITYAND INCLUSION.
  • 51. www.cidi-icdi.ca Structure of D&I Business Case. • High level. • No more than 2 pages (include addenda). • Describes the “why”, not the “how”. • Must be tied to your organization’s strategic priorities. • Customize the verbiage and format to your organization’s style of strategic documents. For details & resources, see the full report here: http://www.cidi-icdi.ca/what-we-do/think- tank/research/locking-businesscase/.
  • 52. www.cidi-icdi.ca Components of D&I Business Case. • Headline. • Executive Summary. • Situational / Stakeholder Analysis. • Organizational Impacts / Business Imperatives. • SWOT Analysis. • Legal Frameworks and Ramifications. • Conclusion and Recommendations.
  • 53. www.cidi-icdi.ca Components of D&I Business Case. Headline. aka “the hook”. • Effective diversity in an environment of trust and respect will mitigate risk, improve organizational/social image and lead to innovation, engagement and results.
  • 54. www.cidi-icdi.ca Components of D&I Business Case. Headline. aka “the hook”. • Effective diversity in an environment of trust and respect will mitigate risk, improve organizational/social image and lead to innovation, engagement and results. • Investing in inclusion increases engagement, empowerment and efficiency.
  • 55. www.cidi-icdi.ca Components of D&I Business Case. Headline. aka “the hook”. • Effective diversity in an environment of trust and respect will mitigate risk, improve organizational/social image and lead to innovation, engagement and results. • Investing in inclusion increases engagement, empowerment and efficiency. • Inclusion is inevitable; exclusion = extinction. Inclusive workforce intuitively builds trust with the global market.
  • 56. www.cidi-icdi.ca Headline. aka “the hook”. • Effective diversity in an environment of trust and respect will mitigate risk, improve organizational/social image and lead to innovation, engagement and results. • Investing in inclusion increases engagement, empowerment and efficiency. • Inclusion is inevitable; exclusion = extinction. Inclusive workforce intuitively builds trust with the global market. • To be competitive in a cut-throat, global environment, we must create a culture of trust where people know their differences are valued as they will strive to be innovative without barriers. Components of D&I Business Case.
  • 57. www.cidi-icdi.ca Components of D&I Business Case. Headline. aka “the hook”. • Effective diversity in an environment of trust and respect will mitigate risk, improve organizational/social image and lead to innovation, engagement and results. • Investing in inclusion increases engagement, empowerment and efficiency. • Inclusion is inevitable; exclusion = extinction. Inclusive workforce intuitively builds trust with the global market. • To be competitive in a cut-throat, global environment, we must create a culture of trust where people know their differences are valued as they will strive to be innovative without barriers.
  • 58. www.cidi-icdi.ca Components of D&I Business Case. Executive Summary. One Paragraph That: • Summarizes the rest of the Business Case and which ties the above headline into your organizational values and strategic imperatives. • Articulates the key organizational impacts or benefits.
  • 59. www.cidi-icdi.ca Components of D&I Business Case. Scope, Context, and Definitions. • Clarify terminology. • Outline the key concepts behind your D&I initiatives. • Statement of Opportunity. Frame issues as opportunities rather than problems. • Your organization’s definition of diversity and inclusion.
  • 60. www.cidi-icdi.ca Components of D&I Business Case. Situational / Stakeholder Analysis. Part 1 – Situational Analysis aka Market Analysis, Current State Analysis, or Environmental Scan. Items to include in Situational Analysis: • Global, National or Local Benchmarking or best practices. • Sector/Industry comparison. • Population demographics. • Political/legal frameworks.
  • 61. www.cidi-icdi.ca Components of D&I Business Case. Situational / Stakeholder Analysis. Part 2 - Stakeholder Analysis. Purpose: articulate why D&I is important to the key stakeholders in your organization. Stakeholders may include: • Employees and/or volunteers. • Clients/customers/patients/service users. • Competitors or other organizations in the same sector. • Investors or Funders. • Community.
  • 62. www.cidi-icdi.ca Components of D&I Business Case. Organizational Impacts / Business Imperatives. Show how D&I directly impacts your org’s strategic plan. Consider impacts to: • Clients/customers/patients/service users. • Employees & Volunteers. • Community.
  • 63. www.cidi-icdi.ca Components of D&I Business Case. SWOT Analysis. Strengths, Weaknesses, Opportunities and Threats. Issues to consider in your SWOT Analysis: • Legal Frameworks. • Risks. • Business Benefits. • Critical Success Factors.
  • 64. www.cidi-icdi.ca Components of D&I Business Case. Legal Frameworks and Ramifications. • Legislation. • Human rights (provincial and federal). • Employment Equity. • Accessibility Legislation (varies by province). • WSIB and other provincial requirements. • Industry-specific. • Privacy. • Policies • Based on required legislation. • Corporate social responsibility. • Employee-related (sick days, flex hours, pay equity, etc.).
  • 65. www.cidi-icdi.ca Components of D&I Business Case. Conclusion and Recommendations. • Define “the Ask”. • Articulate next steps and provide suggested timelines. • Identify resources to handle the recommendations. • Re-articulate how your recommendations will impact your organization’s strategic goals and objectives and reiterate the ROI (return on investment) for addressing these issues.
  • 66. THE NEXT STEP: DEVELOPING A D&I STRATEGY.
  • 67. www.cidi-icdi.ca Your Strategic Planning Framework • Where are we now?  Review your current strategic position and clarify your mission, vision and values. • Where are we going?  Establish your competitive advantage and your vision. Clearly see the direction your organization is headed. • How will we get there?  Lay out the road to connect where you are now to where you’re going. Set your strategic objectives, goals, and actions and how you’ll execute your plan and measure results.
  • 68. www.cidi-icdi.ca Activity. • At your table, discuss the imperative for your organization to pay attention to diversity and inclusion.
  • 69. www.cidi-icdi.ca Why are you here? Why is diversity and inclusion important to you?
  • 70. www.cidi-icdi.ca Hold the Dates. CIDI Community of Practice Event: • Addressing Fear and Resistance to D&I. Edmonton. April 15. D&I The UnConference: • Calgary Marriott Downtown. May 5 & 6. Upcoming Webinars: • Addressing the Board Gender Gap. March 27. • Understanding Hidden Bias. April 15 & 24. • Are you Religious or Secular at Work? May 8 & 13. Register at: www.cidi-icdi.ca/whats-happening/events.
  • 71. www.cidi-icdi.ca cathy.gallagherlouisy@cidi-icdi.ca
  • 72. www.cidi-icdi.caWANISHI
  • 73. THANK YOU Cathy Gallagher-Louisy Director, Community Partnerships and Knowledge Services cathy@cidi-icdi.ca www.cidi-icdi.ca ca.linkedin.com/in/cathygl @CatGL @CIDI_ICDI slideshare.net/cathygl