Consortium

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Consortium

  1. 1. Diversity Connections Consortium A highly vocal group of diversity, HR, legal, engineering and business professional who engage in best practice sharing, networking and candid dialogues on contemporary issues. <ul><li>40+ orgs globally (USA, Asia, Canada, India) </li></ul><ul><li>D&I, HR, business people, engineers </li></ul><ul><li>An emotional outlet for members </li></ul><ul><li>Passionate email exchanges </li></ul><ul><li>Share job openings/candidates </li></ul><ul><li>No issue and no topic is off limits </li></ul>Benchmarking Summits Leverage resources Town hall meetings Global Connections What we do
  2. 2. The Diversity Connections Consortium - Background <ul><li>The Diversity Connections Consortium is an intimate, non-profit network of people who share resources, ideas and best practices in the </li></ul><ul><li>diversity and inclusion space. Our mission is supported by quarterly Summits and access to members in between, including periodic </li></ul><ul><li>discussion dinners, town hall meetings on hot issues, sharing resumes and job openings and diversity and tools, articles and tips. </li></ul><ul><li>The Diversity Consortium is a stand alone non-profit organization and is in no way associated with other local or national diversity councils or </li></ul><ul><li>conferences, nor does it endorse any particular conference, association or external diversity consultant or consultant firm. </li></ul><ul><li>The centerpiece of the Consortium is our popular quarterly Summits hosted voluntarily by members. Agendas are set based on members’ </li></ul><ul><li>needs and interests and presentations are generally done by members of the Consortium, many of whom are nationally recognized “thought </li></ul><ul><li>leaders” in the field. </li></ul><ul><li>Our purpose also is to ensure that all members have access to resources. Thus, membership is free and is restricted to internal diversity, </li></ul><ul><li>HR and other internal stakeholders. Upon joining the Consortium members are expected to actively participate in information exchanges and </li></ul><ul><li>Summits. The “fee” for membership is participation ! Examples of participation are attending Summits and town hall meetings when </li></ul><ul><li>possible, weighing in on current issues, responding to member requests for resources and perspectives, circulating member-generated </li></ul><ul><li>resumes and job openings, etc. </li></ul><ul><li>Finally, our membership list is strictly private and will not be shared outside our membership . Simply email Terry Howard if you are </li></ul><ul><li>interested in membership consideration, and feel free to pass this material along to others. </li></ul><ul><li> Terry Howard , Founder, Diversity Connections Consortium, </li></ul><ul><li>(214) 480-2800 [email_address] </li></ul>
  3. 3. Diversity Consortium Members <ul><li>Intuit CBS News </li></ul><ul><li>Fluor Corp First American </li></ul><ul><li>MGS, Ontario, Canada Adobe Systems </li></ul><ul><li>Texas Instruments (Dallas, India and China) Verizon </li></ul><ul><li>Haynes and Boone, LLP Mary Kay Corp. </li></ul><ul><li>FedEx Office Army & Air Force Exchange </li></ul><ul><li>Blue Cross/Blue Shield Rockwell Collins </li></ul><ul><li>Brown-Forman Northern California Water </li></ul><ul><li>University of Texas at Dallas NASA </li></ul><ul><li>Northrup Grumman University of Texas at Arlington </li></ul><ul><li>The Hartford Intel </li></ul><ul><li>IBM American Cancer Society </li></ul><ul><li>HCA Healthcare Georgia Power Company </li></ul><ul><li>Enterprise Car Rentals Price Waterhouse & Coopers </li></ul><ul><li>Battelle L-3 Communications </li></ul><ul><li>Yum Brands Accor </li></ul><ul><li>Cricket Communications Air Products & Chemicals </li></ul><ul><li>Allegro Development Comerica Bank </li></ul><ul><li>BNSF Hewlett Packard </li></ul><ul><li>Pearson, Inc, New York Amerisource Bergen Specialty Group </li></ul><ul><li> </li></ul>
  4. 4. “ Development Summit ” <ul><li>Objectives: </li></ul><ul><li>To bring together internal diversity professionals, HR, line managers, etc., for a day of sharing, learning, exploration and development </li></ul><ul><li>To work on several topics of primary interest to the participants via in depth analysis. </li></ul><ul><li>Address contemporary diversity-related “elephants in the room” </li></ul><ul><li>To share “best practices” and unique needs participants may need support with </li></ul><ul><li>============================================================= </li></ul><ul><li>The next Summit will be hosted by Texas Instruments in Plano, TX in January . Preliminary agenda items include diversity best practices, a diversity profit model, a chief diversity office roundtable and current perspectives of the forthcoming healthcare changes. The Spring summit will be hosted by the University of Texas at Dallas in April. </li></ul>
  5. 5. Town Hall Meetings <ul><li>Between summits “hot issues” frequently arise which prompts a desire for Consortium members to </li></ul><ul><li>meet and discuss them. Therefore, our impromptu Town Hall meetings serve that interest along with </li></ul><ul><li>the need for personal connections among members. Any member can call a Town Hall meeting and </li></ul><ul><li>that member is expected to provide the place for the meeting which usually occurs after hours. </li></ul><ul><li>Sample past/planned Town Hall meetings: </li></ul><ul><li>- “Contemporary hot topics” – Host, Brinker International </li></ul><ul><li>- “Religion in the workplace & corporate chaplaincies” – Host, TI </li></ul><ul><li>- “Needs & Deeds” – Host, Pizza Hut </li></ul><ul><li>- “African-American Issues” – Host, TI </li></ul><ul><li>- On affirmative action – Host, FedEx </li></ul><ul><li>- White women and women of color – from conflict to colleagueship </li></ul><ul><li>- Weaving diversity & inclusion into talent management </li></ul>
  6. 6. Topics addressed (in red) & possible future topics <ul><li>● Dealing With Generational Issues ● Work Life Effectiveness </li></ul><ul><li>● The Aging Workforce ● Micro inequities </li></ul><ul><li>● Workplace Bullying ● Building Trust Across Diversity </li></ul><ul><li>● Effective Internal Diversity Communications and Messaging </li></ul><ul><li>● White Males And Diversity ● Global Diversity </li></ul><ul><li>● Transgender Issues ● Sexual Orientation </li></ul><ul><li>● Recruiting and Retaining Diverse Talent: What’s New, Untried and Effective? </li></ul><ul><li>● Managing Cultural Differences ● Gender Issues </li></ul><ul><li>● Dealing With Diverse Customers and Clients ● Diversity Metrics </li></ul><ul><li>● Harassment in the workplace </li></ul><ul><li>● Nuts & Bolts of Designing Internal Diversity Conferences </li></ul><ul><li>● Water Cooler Talk - What Keeps my Organization Awake at Night? </li></ul><ul><li>● Race Issues in the Workplace ● Disabilities Update </li></ul><ul><li>● Dealing with dying, death and grief in a diverse workplace </li></ul><ul><li>● What’s new in diverse recruiting and retention programs? </li></ul><ul><li>● “ Alike but different: exploring diversity within diversity” </li></ul><ul><li>● Diabetes, Obesity & Diversity – what’s the connection? </li></ul><ul><li>● Understanding & Managing Backlash ● Understanding Privilege </li></ul><ul><li>● Understanding Domestic Violence across Cultures </li></ul><ul><li>● Corporate Chaplaincy/Faith & Religion in the workplace </li></ul><ul><li>● “ Uneasy Alliance? God & Gays in the Workplace ” ● Diversity vs. Inclusion </li></ul><ul><li>● What’s next, what’s looming on the diversity horizon? </li></ul><ul><li>● “ Rating “diversity Conferences ● The Black Conservative </li></ul><ul><li>● White Women and women of color </li></ul><ul><li>● Internalized Oppression </li></ul><ul><li>● The Contemporary Man ●The “right” kind of “minority” </li></ul>
  7. 7. <ul><li>Cultural Competence in Health Care: </li></ul><ul><li>Diversity/Disparities - Two Sides of the Same Coin </li></ul><ul><li>Diversity Connections Consortium </li></ul><ul><li>Eduardo Sanchez, MD,MPH,FAAFP </li></ul><ul><li>Vice President and Chief Medical Officer </li></ul><ul><li>BlueCross BlueShield of Texas </li></ul><ul><li>January 22, 2010 </li></ul>
  8. 8. Diversity Connections Consortium – Frequently Asked Questions and Answers <ul><li>Q: What was your thinking behind the Consortium concept? </li></ul><ul><li>A: I like to connect with others doing this work as do others. So after conversations with many of them I launched the Consortium by word to mouth. It was that simple. We now have over 50 members globally. </li></ul><ul><li>Q: How does this differ from other diversity conferences and councils? </li></ul><ul><li>A: We’re non-profit, subscription-free and our members, though mainly diversity professionals, consists of HR and other business people. We have lawyers, engineers, unemployed people, all generations, retirees and educators and others. So we’re very diverse in the truest sense. </li></ul><ul><li>Q. Do you have white male members? </li></ul><ul><li>A. Absolutely and they are all passionate, very talented and are huge contributors to our work. </li></ul><ul><li>Q: Is the consortium only available to Texas-based organizations? </li></ul><ul><li>A : Although we started out that way, we now have members in Georgia, Connecticut, New Jersey, Memphis, Delaware, </li></ul><ul><li>California, Arkansas, India and New York. And we just added three organizations in Canada. </li></ul><ul><li>Q: I noticed that external consultants are not members. Why? </li></ul><ul><li>A : Our members debated that extensively but decided not to open it to a potential floodgate of external consultants. Besides, we have many internal diversity thought leaders among our members who bring real time organizational experience to our group. Most external consultants lack the internal experience and perspective. Plus, we are sensitive to members not wanting to be solicited. </li></ul><ul><li>Q: Do you any hard and fast participation rules? </li></ul><ul><li>A : Not really but we expect members to participate in our activities when they can and respond to requests for input and resources. Although desired, we do not require physical participation in our Summits, especially considering the financial constraints confronting many member organizations these days. If we don’t hear from members periodically we drop them from the list and bring in new ones from our waiting list. </li></ul>
  9. 9. Diversity Connections Consortium – Frequently Asked Questions and Answers <ul><li>Q: So what’s on the horizon for the Consortium? </li></ul><ul><li>A: We’ll continue to address current issues and emerging ones as well. For example, we recently addressed “the contemporary man,” white men </li></ul><ul><li>and diversity and religion versus sexual orientation in the workplace. There’s also considerable interest in the issue of “women versus women.” So </li></ul><ul><li>we’ll see. </li></ul><ul><li>Q. I also noticed that membership is free. Why? </li></ul><ul><li>A: A lack of financial resources should not hinder access to each other and diversity resources. The truth is that not everyone can afford to attend </li></ul><ul><li>pricey diversity conferences or pay high consultant fees. Our no subscription practice is a huge draw, particularly during these times of tight budgets. </li></ul><ul><li>Q: Do you recruit new members? And what’s the process for becoming a member (application?) </li></ul><ul><li>A: We’ve not had to. We bring in new talent when slots open up. And there’s no formal application per se. If you want to </li></ul><ul><li>join I’ll just add you to the email list. We try to keep things simple. Life’s gotten too complicated in so many other ways. </li></ul><ul><li>Q. Do you have a website and/or are members on face book? </li></ul><ul><li>A. None of that, yet. In a sense, I guess we’re kind of old fashioned since we like face-to-face interactions, phone chats, etc. </li></ul><ul><li>Q. How do you select topics to address? </li></ul><ul><li>A . Our rule is nothing’s off limits. We address tough issues. This is part of the magic of the group which, in the words of Obama, is “ diverse, noisy and </li></ul><ul><li>opinionated.” That’s not going to change. Sometimes this may cause discomfort – and, yes we’ve had a few to ask to be removed from the list because </li></ul><ul><li>of some discomfort with content, plus the groups sends out lots of email - but the Consortium is not for everyone nor do we intend for it to be. As some </li></ul><ul><li>say, we don’t mind bringing it! That’s who we are. </li></ul><ul><li>Q. So what’s the surest way to lose a membership. </li></ul><ul><li>A. By not participating or contributing in some way. The “price” for membership is participation . </li></ul>
  10. 10. Summit – verbatim comments <ul><li>“ Great people, great minds and great hearts interacting. I am not surprised that we raise our bar. It is the way it should be. I feel privileged to be a part of this group.” -AVP-Human Resources & Diversity </li></ul><ul><li>“ This was truly an awesome summit that provided information and hands-on tools that will be most valuable in my work. Additionally, the networking opportunities were superb. (I started getting e-mails from attendees that same evening.) Hats off to Terry for an outstanding summit and special thanks to you, David, for inviting us to come down from Memphis! “ -Diversity Director </li></ul><ul><li>“ Wow is the appropriate term Terry. This was better than outstanding. You could have made this a full two day event and I don’t know if there </li></ul><ul><li>would have been enough time. Every topic and presenter was fantastic and the discussion rich. I’m like the little kid just experiencing the merry g </li></ul><ul><li>round for the first time that exclaim at the completion of the ride, “Let’s do it let’s do it again”.  -Diversity Director </li></ul><ul><li>“ I must say I was absolutely humbled by all of the experience, knowledge, success, interest, passion, etc in one room! The summit was an awesome experience for me. Rockwell Collins were excellent hosts. The material that I took home will help me in more ways than I could have imagined. I am definitely looking forward to the next summit.” - Manufacturing Manager </li></ul><ul><li>“ I’m awestruck that that this group exists…and amazed that there’s not subscription fee. In fact, we just </li></ul><ul><li>cancelled our subscriptions to two national organizations because the Consortium far exceeds our needs.” - Diversity VP </li></ul><ul><li>“ I’m so amazed by the brutal candor of this group and their courage to take on such tough and very controversial issues.” - Talent Manager </li></ul><ul><li>“ To have immediate access to such a group - FOR FREE - is mind boggling.” - Chief People Officer </li></ul><ul><li>“ Just when I think I’ve seen it all I get something from the Consortium that leaves me stunned, and pleasantly so.” - HR Director </li></ul>

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