Diversity 2.0 - The Diversity and Inclusion Social Media Revolution

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With the inexorable growth of social media technologies, the global lexicon across cultures, generations, and professional industries has changed—permanently. In this webinar, Tanya Odom and David Thompson described core elements of social media, and how diversity and inclusion (d&i) practitioners can use these tools to complement their d&I activities. This was presented at a Linkage, Inc. webinar, March 16th 2012

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Diversity 2.0 - The Diversity and Inclusion Social Media Revolution

  1. 1. Diversity 2.0The D&I Social Media RevolutionTanya M. OdomDavid C. Thompson
  2. 2. About usDavid C. Thompson, Social Media Strategist at Tanya M. Odom, Director of Innovation andBoehringer Ingelheim Pharmaceuticals, Inc. Social Media at the FutureWork Instituteabout.me/dcthompson about.me/tanyamodom@dcthmpsn @tmodom 2
  3. 3. Time for some questions …Question 1:I use the following tools (please check all that apply):• Facebook• LinkedIn• Twitter• Tumblr• MySpace• StumbleUpon• Delicious• Pinterest• Google+Question 2:My organization uses an internal social media platform? (y/n) 3
  4. 4. Please follow along … and continue theconversation following the webinarSome useful Twitter hash-tags:#socialmedia#diversityDelicious bookmarks:D&I3.0diversity 4
  5. 5. What we plan on sharing• The current changing intersection of social media, Diversity and Inclusion, and engagement• Some questions that may need to be considered before embarking on a social media component to a Diversity and Inclusion, and engagement strategy• What might such a strategy look like?• Questions and Answers 5
  6. 6. Technology “Society has at its disposal the most powerful platform ever for- bringing together the people, skills and knowledge we need to ensure growth, social development and a just and sustainable world…” “People everywhere are collaborating like never before, sometimes on an astronomical scale, to reinvent our institutions. “From education and healthcare to science and democracy, sparkling new initiatives are under way, embracing a new set of principles for the 21st century – collaboration, openness, sharing, interdependence and integrity.” - Dan Tapsoctt 6
  7. 7. Global D&I 2012 – 2022: A 360 Perspective Forward into the Future Diversity Broader 2022 Broader Deeper 7
  8. 8. The New Workplace is AnywhereIntensified global collaboration More culturally diverse business partners, clients, and colleagues Collaboration will bemore virtual – to accommodate distance and work/life flexibility choices 8
  9. 9. Global Trends Require a Change inMindsets and Work Culture MINDSETS WORK CULTURE Ability to co-create Peer- not rank-thinking Open information flow Social & collective Transparency of decision- Comfortable with ambiguity, making processes complexity, change Distributed decision-making 9
  10. 10. Uses of Social Media?• What are some of the ways we use social media?• How have we used social media in our diversity and inclusion work? 10
  11. 11. 22 May 2012PLEASE INSERT Presentation title 11
  12. 12. Social Media – outside organizations 12
  13. 13. Social Media – inside organizationshttp://articles.economictimes.indiatimes.com/2011-08-02/news/29842621_1_networking-linkedin-jive 13
  14. 14. The most important thing to know about SocialMedia, and it’s often lost in the hype: it’s all about … 14
  15. 15. What it most certainly is not: “A mass movement of militant millennials” “Your exposure to technology defines how tech savvy you are, not your age” – Joseph Mariano & Gina Sammarco ** “Managing a multi-generational workplace”, American Records Management Association, 56th Annual Conference and Expo., October 17-19 2011 15
  16. 16. Facebook 2012 •845 monthly active users •1 of every 5 of all page viewshttp://www.searchenginejournal.com/stats-on-facebook-2012-infographic/40301/ 16
  17. 17. Facebook, Twitter, and Egyptian Youth 17
  18. 18. The most important thing to know about SocialMedia, and it’s often lost in the hype: it’s all about … 18
  19. 19. The ‘Actions’ that determine what has tochange Set the Link Build the Assess Align, diversity diversity to diversity organization integrate and change business change and culture implement strategy strategy strategy “Why do “What are our “What are our “How can we we need to business priorities and integrate our change?” rationale/ who will do diversity efforts with objectives for what?” our people and doing diversity business and inclusion processes?” work?” 19
  20. 20. The ‘Drivers’ which make the diversitychange process take root Leadership Communication and Involvement Education and Training Measurement and Accountability 20
  21. 21. The ‘Staging’ that sequences the steps inthe diversity change process Unfreeze Mobilize Realize Reinforce Sustain Set the Communicate Secure wide- Underpin with Strive for direction and build spread shift in change in continuous confidence behavior structure and performance Create the people improvement desire and processes will to change Break with Build the Performance Embed new Push the the past energy lift-off culture limits 21
  22. 22. How can you enable Social Media in your organization? Project leader Plan Governance + +http://www.linkedmediagroup.com/social-media-strategist/ 22
  23. 23. Social Media Champions Self-identification is keyUtilize the passion and energy of people who self-identify as passionate advocates andresponsible users of internal social tools to support your ongoing initiatives Sound familiar? 23
  24. 24. Once it’s all done … Engagement is a by-product of communication Diversity and Inclusion activities aremade that much richer through a social media component 24
  25. 25. 4 ½ Things We Would Like You to Think About for the Future 1. The on-boarding and utilization of Employee’s Networks 2. Sharing of information, resources and research about global diversity and inclusion stories, best practices, etc. 3. Finding experts is ‘easy’, we want to find ‘influencers’ / ‘boundary spanners’ * 4. Can we achieve ‘near’ real-time business value, through a real-time understanding of our organization? what processes need to be in place to support this?* ‘Turning things, inside Klout’ Erin Arcario and David Thompson 25
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