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    1. 1. A Strategic Approach to Diversity & Inclusion Presented by: Eric Ellis President & CEO
    2. 2. <ul><li>Integrity Overview </li></ul><ul><li>Your Organization’s Interest </li></ul><ul><li>Defining Diversity & Inclusion </li></ul><ul><li>Business Case </li></ul><ul><li>Choosing the Right Diversity & Inclusion Partner </li></ul>Establishing a Dialogue
    3. 3. Integrity Overview
    4. 4. Expertise of Firm <ul><li>Eric M. Ellis, M.A.: President & CEO </li></ul><ul><ul><li>Legacy of Diversity </li></ul></ul><ul><ul><li>Education </li></ul></ul><ul><ul><li>Position in industry </li></ul></ul><ul><ul><li>Experience </li></ul></ul>
    5. 5. <ul><li>More than 300 years of experience </li></ul><ul><li>Credentials from some of the finest educational institutions in the country </li></ul><ul><li>Diverse backgrounds and perspectives </li></ul><ul><li>Professional affiliations include: </li></ul>Our Team
    6. 6. Integrity Development’s Mission “ To equip our clients with strategies and tools to develop leadership, value Diversity/Inclusion and harness employee talent to meet the needs of Diverse customers and thrive in a global economy”
    7. 7. Our Expertise <ul><li>Strategic Diversity Initiatives </li></ul><ul><li>Diverse Talent Life Cycle Mgt. </li></ul><ul><li>Inclusion and Diversity Education </li></ul><ul><li>Leadership Development </li></ul><ul><li>Conflict Management </li></ul><ul><li>Sexual Harassment Prevention </li></ul><ul><li>Strategic Planning </li></ul><ul><li>Cultural Assessment </li></ul><ul><li>Executive Coaching </li></ul><ul><li>Team Building </li></ul><ul><li>Keynote Speaking </li></ul>
    8. 8. Integrity Development’s Client List <ul><li>Toyota Motor Manufacturing </li></ul><ul><li>Children’s Hospital </li></ul><ul><li>DTMA </li></ul><ul><li>KMK Law Firm </li></ul><ul><li>Woodward, Hobson & Fulton </li></ul><ul><li>Cincinnati Police </li></ul><ul><li>Lexmark International </li></ul><ul><li>Plante & Moran </li></ul><ul><li>Mercy Health Partners </li></ul><ul><li>Procter & Gamble </li></ul><ul><li>Scripps </li></ul><ul><li>Turner Construction </li></ul>
    9. 9. Your Organization’s Interest
    10. 10. Understanding Your Organization’s Objectives <ul><li>Why are you interested in becoming more inclusive? </li></ul><ul><li>What do you hope to gain? </li></ul><ul><li>What is your level of commitment? </li></ul><ul><li>What are you looking for in a partner? </li></ul>
    11. 11. 5 Key Building Blocks for Success <ul><li>Workforce Diversity/Inclusion </li></ul><ul><li>Diverse Talent Management </li></ul><ul><li>Supplier Diversity Structure </li></ul><ul><li>Diverse Supplier Pool </li></ul><ul><li>Growing Your Organization’s Business </li></ul>
    12. 12. Defining Diversity & Inclusion
    13. 13. Comparison of Affirmative Action & Diversity Affirmative Action Valuing Differences Managing Diversity Quantitative Qualitative Behavioral Legally Driven Ethically Driven Strategically Driven Remedial Idealistic Pragmatic Assimilation Model Diversity Model Synergy Model Opens Doors Open Attitudes Opens the systems Resistance due to perceived limits Resistance due to fear of change Resistance due to denial of demographic realities
    14. 14.
    15. 15. Diversity Critical Thinking Skills This concept describes an ability to apply critical thinking skills to diversity issues. It includes the ability to understand and articulate many of the complexities involved in effectively discussing and resolving diversity issues.
    16. 16. Managing Diversity <ul><li>“ . . . creating a climate in which the potential advantages of diversity are maximized while the potential disadvantages are minimized.” </li></ul><ul><ul><ul><ul><ul><li>-- Taylor Cox </li></ul></ul></ul></ul></ul>
    17. 17. Business Case
    18. 18. The Case for Diversity <ul><li>90% of competencies necessary to be a successful leader and deliver superior performance are social and emotional in nature. </li></ul><ul><li>Effective People skills are twice as important as technical expertise and IQ combined (Goleman, 1998). </li></ul><ul><li>A single person who is low in people skills can lower the collective IQ of an entire group (Argyris, 1993). </li></ul>
    19. 20. Diversity Benefits
    20. 21. Lawsuits
    21. 22.
    22. 26. Inclusion and Diversity Training ROI <ul><ul><li>Inclusion--There are 4 levels of evaluation: </li></ul></ul><ul><ul><li>Level 1: Reaction </li></ul></ul><ul><ul><li>Level 2: Increased Knowledge & Understanding </li></ul></ul><ul><ul><li>Level 3: Behavior Change </li></ul></ul><ul><ul><li>Level 4: Positive Business Impact </li></ul></ul>
    23. 27. Choosing the Right Partner
    24. 28. <ul><li>Experience & Capacity </li></ul><ul><ul><li>How many years in business? </li></ul></ul><ul><ul><li>What kind of work have they done? </li></ul></ul><ul><li>Talent, Skill & Ability </li></ul><ul><li>(Bench Strength) </li></ul><ul><ul><li>Who are their clients? </li></ul></ul><ul><ul><li>What do they say? </li></ul></ul><ul><li>Inclusion and Diversity Philosophies </li></ul><ul><ul><li>Focused on Business Case </li></ul></ul><ul><ul><li>Balanced & Thoughtful </li></ul></ul><ul><ul><li>Can they articulate their own biases? </li></ul></ul><ul><li>Credible at Multiple Levels </li></ul><ul><ul><li>Demonstrate Effective Coaching Skills </li></ul></ul>The Right Partner <ul><li>Clarify the Business Case </li></ul><ul><ul><li>Internal Productivity </li></ul></ul><ul><ul><li>External Market Value </li></ul></ul><ul><li>Clear Definition </li></ul><ul><ul><li>Broad/ Inclusive </li></ul></ul><ul><ul><li>Able to Navigate Traditional & Expanded Definitions </li></ul></ul><ul><li>Customized Approach to Meet Client Needs </li></ul><ul><li>Demonstrate Continuous Learning & Strategic Thinking </li></ul><ul><li>Proactive at Measuring Effectiveness </li></ul>

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