Using Technology  to Build a Culture  of Inclusion Marilyn Nagel Chief Diversity Officer Cisco
Cisco Overview World leader in networking Employs 60,000 people worldwide $35 Billion revenue Founded in 1984
Meeting the Challenges 4 generations in the workplace Reach Need to foster sense of connectedness Connect Employees, custo...
Inclusion & Diversity Vision and Strategy Attract & Select Diverse Talent Develop & Engage Diverse Talent Build a Culture ...
Cisco Technology Brings People Together Talent Selection Education Development Recognition
Cisco Uses Technology for Recruitment Interviews/Offers  Via TelePresence
Virtual Inclusion & Diversity Symposium Discuss Impact of inclusion & diversity Engage In interactive discussions with sen...
WAN Coaching Pilot Targeted high potential members of  Women’s Action Network ERG 20 professional coaches  located around ...
WAN CEO Recognition Event Recognition for Exceptional Work Learn How Technology  Grows Careers Learn John’s Goals for WAN ...
Summary Uniting Generations & Cultures Technology brings people together and removes geographical barriers Greater  Reach ...
 
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  • Who We Are Cisco is a multigenerational, multicultural community of individuals who work together worldwide to transform the way people work, live, play, and learn. There are many ways of looking at Cisco’s employees. Here are a few insights into our workforce:
  • Where We Live Cisco employs more than 60,000 people in 70 countries and over 300 locations worldwide. Approximately one third of our employees work at the headquarters site in San Jose, California. How We Work 63 % our employees’ working time is spent communicating and collaborating, 56 % of their work is accomplished away from their desks. Collaborative work is more often conducted virtually, using collaborative technology (35 percent), than face to face (28 percent). 40% of Cisco employees report to a manager located in another city, state, or country. The average commute time for Cisco employees is 1.4 hours a day, and 85% percent of our employees telecommute at least part of the week. Those who telecommute complete 24% of their work outside the office, and 48% of work done while telecommuting takes place outside business hours, which underscores our ability to work flexibly. Multicultural & Multigenerational Cisco currently enjoys 4 generations in the workplace with business being conducted around the globe
  • The Cisco vision is to make inclusion and diversity core to our culture The I&D strategy focuses our diversity efforts on three key areas: Attracting and selecting a diverse talent pool by expanding our internal and external recruiting efforts and training all those involved in the hiring and interview process to be better prepared Developing and engaging diverse talent through on going education and expanded opportunities for growth and advancement so that we have diverse representation at all levels of the company. Building a culture of inclusion through education , policy and process changes
  • Because Cisco is a technology company, it is a natural fit for Cisco to utilize technology to advance its I&D agenda. Because technology is borderless it is an effective medium to connect Cisco employees around the world. Cisco used collaborative technologies such as Telepresence, WebEx and Unified Communications to recruit new talent, deliver training, offer development programs and recognize employees.
  • We have done a great deal of interviewing over TelePresence saving the candidate’s and our recruiters and executives time and travel dollars. Having a face to face opportunity provides a much more robust experience for all. This is extremely valuable when executives are interviewing a number of candidates and supports our interview process where each candidate is interviewed by multiple leaders. We are also doing interviewing at Universities for internships using TelePresence
  • Overview On March 10th, 2009, Cisco employees worldwide participated in the first Global Inclusion & Diversity (I&D) Symposium, which was offered in a virtual format instead of a live format. As a result of this format change, six times more audience members were able to participate, and the resulting 2/3 cost savings allowed us to open the event to all Cisco employees, not just to senior managers as in the past. Project objectives: Engage Cisco employees from around the world in an interactive discussion about the business impact of inclusion and diversity Discuss with senior leaders how a culture of inclusion will distance Cisco from the competition and unleash employee potential Employee Development Learn how to work more effectively with each other, our partners and customers across cultures and generations Develop awareness for unconscious bias Identify resources for personal development An innovative use of Web 2.0 technology This symposium took place over the course of 10 sessions distributed widely across timezones. It featured over 25 speakers, presenters, and panelists scattered around the world. Of these, 8 participated by using TelePresence. This event was broadcast over Cisco TV to a worldwide audience. In the studio in San Jose, a live audience with 45 members joined in.
  • Cisco offered a coaching program to more than 150 members of the Women’s Action Network (WAN) employee resource group. Each 45-minute coaching session was conducted via Cisco Telepresence.   The coaching topics included: Career Guidance, Assertiveness, Conflict Resolution, Management Issue, or Resource Coaching.   The coaching was delivered by twenty professional, internal coaches located around the globe. By delivering the coaching via telepresence: Neither the employee nor the coach needed to travel Personal relationships were easily formed since the coach and “student” could see each other via the telepresence video Employees in remote locations had access to world class coaching that normally would be difficult to have access to On completion of the WAN Coaching pilot, 90 percent of survey respondents indicated a positive outcome and 93 percent indicated they would recommend the session to others.
  • As part of the global rewards & recognition program initiated by the Cisco Women's Advisory Group (CWAG), participants from Women's Action Networks (WANs) around the globe wew selected based on a pre-determined set of criteria to participate in a roundtable with senior leadership as a reward for exceptional work. Dozens of global participants met via telepresence with Cisco’s senior leaders, including the CEO, to share their success stories This provided the leadership team with an opportunity to hear first hand from Cisco employees abut their exceptional accomplishments It also provided the employees with direct access to the leadership to share ideas, express concerns and to learn more about the company agenda
  • Through the use of technology Cisco has advanced it’s I&D agenda by: Uniting employees regardless of who they are or where they are Extended the reach of the message around the globe Drove high impact results within a limited budget
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    1. 1. Using Technology to Build a Culture of Inclusion Marilyn Nagel Chief Diversity Officer Cisco
    2. 2. Cisco Overview World leader in networking Employs 60,000 people worldwide $35 Billion revenue Founded in 1984
    3. 3. Meeting the Challenges 4 generations in the workplace Reach Need to foster sense of connectedness Connect Employees, customers and partners located all around the globe Include Most teams are not located in the same office Build
    4. 4. Inclusion & Diversity Vision and Strategy Attract & Select Diverse Talent Develop & Engage Diverse Talent Build a Culture of Inclusion Through Behavioral Change By engaging our talent on all levels, Cisco not only fosters an unprecedented level of innovation in the workplace but also connects more effectively with customers throughout the global marketplace
    5. 5. Cisco Technology Brings People Together Talent Selection Education Development Recognition
    6. 6. Cisco Uses Technology for Recruitment Interviews/Offers Via TelePresence
    7. 7. Virtual Inclusion & Diversity Symposium Discuss Impact of inclusion & diversity Engage In interactive discussions with senior leaders Focus <ul><li>On development through: </li></ul><ul><li>Working relationships across generations & cultures </li></ul><ul><li>Confronting bias in the workplace </li></ul><ul><li>Value of diverse teams </li></ul>Using Cisco technology employees from around the globe gathered to:
    8. 8. WAN Coaching Pilot Targeted high potential members of Women’s Action Network ERG 20 professional coaches located around the globe Mentoring via TelePresence 45 minute coaching sessions
    9. 9. WAN CEO Recognition Event Recognition for Exceptional Work Learn How Technology Grows Careers Learn John’s Goals for WAN <ul><li>Share their success </li></ul><ul><li>Knowledge sharing with senior leadership </li></ul><ul><li>Visibility </li></ul><ul><li>Recognize the WANs </li></ul><ul><li>Facilitate & Share Best Practices </li></ul><ul><li>Knowledge sharing with the WANs </li></ul><ul><li>Exposure to technology </li></ul><ul><li>Learn from each others success </li></ul>
    10. 10. Summary Uniting Generations & Cultures Technology brings people together and removes geographical barriers Greater Reach of I&D Message <ul><ul><li>Provides access </li></ul></ul><ul><ul><li>to information that used </li></ul></ul><ul><ul><li>to be available to a few </li></ul></ul>Low Cost, High Impact <ul><ul><li>Reduces program execution costs </li></ul></ul>
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