Can You Hear Me Now? Good. Let's Talk Diversity & Inclusion at #LASHRM14

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In this session that I delivered at the 2014 Louisiana SHRM Conference on Human Resources on April 7th I merged my own personal story of a person living with a severe hearing disability and speech impediment and workplace diversity & inclusion strategy. Diversity & inclusion is no longer just a legislative requirement, it also significantly contributes to employee engagement and top and bottom line business results. Further, the definition of diversity has broadened during the past 10-15 years, and is not limited to sex, race, nationality and persons with disabilities.

I talked about my own personal story --- the good, the bad and the ugly, the business case for workplace diversity and inclusion, how diversity and inclusion plays into the employee experience, and how organizations can create a real diversity and inclusion strategy that truly works.

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Can You Hear Me Now? Good. Let's Talk Diversity & Inclusion at #LASHRM14

  1. 1. CAN YOU HEAR ME NOW? GOOD. Let’s Talk Diversity, Inclusion & the Employee Experience. #LASHRM14 #inclusion
  2. 2. WE ALL HAVE A STORY TO TELL
  3. 3. WHAT’S YOUR UNIQUE STORY?
  4. 4. HERE’S MINE.
  5. 5. I WAS BORN HEARING IMPAIRED
  6. 6. AND WASN’T DIAGNOSED UNTIL I WAS ALMOST 3…
  7. 7. I COULDN’T SPEAK A WORD OF ENGLISH UNTIL MY 3RD BIRTHDAY…
  8. 8. AND I WEAR 2 HEARING AIDS…
  9. 9. IT GETS BETTER…
  10. 10. …I ALSO HAVE A SEVERE STUTTER
  11. 11. IT WASN’T EASY GROWING UP!
  12. 12. I HAD ZERO CONFIDENCE
  13. 13. I WAS ALWAYS EXHAUSTED
  14. 14. MY LOWEST MOMENTEarly February 1990
  15. 15. WHAT DID I DO?
  16. 16. “I LEARNED THAT COURAGE WAS NOT THE ABSENCE OF FEAR, BUT THE TRIUMPH OVER IT. THE BRAVE MAN IS NOT HE WHO DOES NOT FEEL AFRAID, BUT HE WHO CONQUERS THAT FEAR.” NELSON MANDELA
  17. 17. I DECIDED TO FIGHT
  18. 18. COURAGE HARD WORK CONFIDENCE PERSEVERANCE PERSPECTIVE
  19. 19. DO IT ALONE I COULDN’T
  20. 20. SPORTS
  21. 21. CLOSE FRIENDS FAMILY &
  22. 22. UNIQUE INTANGIBLE
  23. 23. I HAVE SUCCEEDED… BUT EVERY DAY IS A STRUGGLE!
  24. 24. I GREW UP…
  25. 25. WHY SHOULD WE CARE ABOUT WORKPLACE DIVERSITY & INCLUSION?
  26. 26. “TO BEST SERVE THE MARKET ONE MUST EMPLOY THE MARKET”
  27. 27. A DIFFERENT ANGLE GENDER SOCIOECONOMIC STATUS RELIGION SEX DISABILITY SKILLS FAMILY STATUS THOUGHT EDUCATION EXPERIENCE COLOR ETHNICITY WORK/LIFE BLENDING POLITICAL VIEWS DECISION-MAKING TECHNOLOGY AGE
  28. 28. POSITIVE CORRELATION BETWEEN DIVERSE & INCLUSIVE ORGANIZATIONS & BUSINESS SUCCESS
  29. 29. 77% 40% 20% 12% Source: www.workforce.com of Executives strongly support diversity initiatives of employees believe their organization is diverse and inclusive When employees feel that they have a more diverse and inclusive workforce… in employee turnover in employee effort
  30. 30. “Organizations understand investing in diversity & inclusion will likely enhance employee engagement, better serve customers and increase their organization’s innovation and agility”. Stacia Sherman Garr VP, Talent Management Research, Bersin by Deloitte, Deloitte Consulting DIGGING DEEPER
  31. 31. Attract Integrate Perform Retain Transition EMPLOYEE EXPERIENCE “Taking a Holistic Approach”
  32. 32. WARREN
  33. 33. HOW?
  34. 34. Values Based Workplace Culture Senior Leadership Commitment— “Walk the Talk” Focus on Constant & Consistent Communication Real Business Measures & Metrics Broaden Your Definition of Diversity—”Serve the Market” Empower Employees— Educate HR Business Practice Re- Engineering SECRET SAUCE
  35. 35. Source: www.diversityinc.com
  36. 36. SO, WHAT’S YOUR STORY?
  37. 37. HOW CAN YOU SUPPORT SOMEONE ELSES STORY?
  38. 38. THE BUSINESS CASE IS CLEAR
  39. 39. INSIDE-OUT APPROACH “NOT A CHECK-BOX EXERCISE”
  40. 40. DELIVER ON PROMISES “WALK THE TALK”
  41. 41. EDUCATE, EDUCATE… AND EDUCATE SOME MORE!
  42. 42. @JeffWaldmanHR /JeffWaldmanHR /in/JeffWaldmanHR /JeffWaldmanHR /u/1/+JeffWaldman/posts /JeffWaldman www.jeffwaldman.ca JeffWaldman1 jeff@stratify.co LET’S CONNECT

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