Building Strategic Diversity Management Capability
Introductions <ul><ul><li>My name is … </li></ul></ul><ul><ul><li>My role is … </li></ul></ul><ul><ul><li>Years in the Uni...
Outcomes <ul><li>Upon completion of the workshop, participants will be able to: </li></ul><ul><ul><li>Explain how diversit...
THE WORK OF UNITED WAY “ WHAT” “ HOW”
Diversity   is the quality of being different or unique at the individual group level.  This includes work style, parental...
Standards of Excellence <ul><li>Standard 4-7:  Inclusiveness </li></ul><ul><li>United Way recognizes that in order to effe...
The Business Case  (Value, Reputation and Growth) <ul><ul><li>Aligns with our mission & values </li></ul></ul><ul><ul><li>...
Diversity is . . . <ul><li>Any collective mixture characterized by differences, similarities and related tensions, and com...
Inclusion is… <ul><li>A strategy for leveraging diversity.  </li></ul><ul><ul><li>Leveraging diversity requires an environ...
Tension and Diversity Tension <ul><li>Tension . . . </li></ul><ul><li>. . . is the feeling of pressure or tautness we expe...
The Giraffe and Elephant Fable <ul><li>From the Giraffe’s Perspective </li></ul><ul><ul><li>Is this relationship worth pur...
The Giraffe and Elephant Fable <ul><li>Describe your house. </li></ul><ul><li>Who are the Giraffes at United Way? </li></u...
Managing Diversity <ul><li>Managing diversity is:  </li></ul><ul><li>the  process  of creating and maintaining an environm...
The Four Approach Model for  Managing Diversity 1999-2008,  R. Thomas & Associates, Inc.  All rights reserved. Strategic D...
One United Way’s Experience:  The United Way of Central Indiana Ellen Annala Thursday, May 15, 2008
United Way of Central Indiana History of Diversity Efforts <ul><ul><li>Beginning in mid-1980’s </li></ul></ul><ul><ul><li>...
United Way of Central Indiana <ul><li>Incorporating Diversity into annual workplan </li></ul><ul><li>2007-2008 Workplan Da...
United Way of Central Indiana  Lessons Learned <ul><li>Events & activities vs. results </li></ul><ul><li>Board ownership <...
United Way of Central Indiana Lessons Learned (cont’d) <ul><ul><li>Marketing challenges </li></ul></ul><ul><ul><li>Need fo...
 
Upcoming SlideShare
Loading in …5
×

Building Strategic Diversity Management Capability Powerpoint

1,453 views

Published on

Published in: Business, Career
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
1,453
On SlideShare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
25
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Building Strategic Diversity Management Capability Powerpoint

  1. 1. Building Strategic Diversity Management Capability
  2. 2. Introductions <ul><ul><li>My name is … </li></ul></ul><ul><ul><li>My role is … </li></ul></ul><ul><ul><li>Years in the United Way system… </li></ul></ul>
  3. 3. Outcomes <ul><li>Upon completion of the workshop, participants will be able to: </li></ul><ul><ul><li>Explain how diversity and inclusion management can improve their organization's performance. </li></ul></ul><ul><ul><li>Refer to promising approaches taken by one United Way in creating and implementing organizational diversity strategies. </li></ul></ul><ul><ul><li>Consult a comprehensive toolkit that will enable United Ways to build and implement organizational diversity management strategies. </li></ul></ul>
  4. 4. THE WORK OF UNITED WAY “ WHAT” “ HOW”
  5. 5. Diversity is the quality of being different or unique at the individual group level. This includes work style, parental status, sexual orientation, gender identity, gender, skin color, language, age, mental and physical abilities – and more. Even when people appear the same on the outside, they are different! <ul><li>Inclusion is a strategy to leverage diversity. Diversity always exists in social systems. Inclusion, on the other hand, must be created. In order to leverage diversity, an environment must be created where people feel supported, listened to, and able to do their personal best. </li></ul><ul><li>Strategic Diversity Management The intent is to create an environment that naturally enables all participants to fully contribute to the achievement of the goals of the group. Culture determines the organization’s diversity management capability. </li></ul>
  6. 6. Standards of Excellence <ul><li>Standard 4-7: Inclusiveness </li></ul><ul><li>United Way recognizes that in order to effectively engage communities to achieve community impact goals, staff, volunteers, donors/ investors, and community partners should include the communities United Way serves. The organization’s culture, recruitment, partnerships, and other business practices promote and measure inclusiveness in all aspects of internal and external functions. </li></ul>
  7. 7. The Business Case (Value, Reputation and Growth) <ul><ul><li>Aligns with our mission & values </li></ul></ul><ul><ul><li>Stimulates innovation and creates better solutions to change community conditions </li></ul></ul><ul><ul><li>Increases resources and opportunities among donors, volunteers and stakeholders </li></ul></ul><ul><ul><li>Enhances reputation & positioning </li></ul></ul><ul><ul><li>Attracts and retains talent </li></ul></ul>
  8. 8. Diversity is . . . <ul><li>Any collective mixture characterized by differences, similarities and related tensions, and complexity </li></ul><ul><li>Dr. R. Roosevelt Thomas, Jr. </li></ul><ul><li>A key diversity mixture is made up of any two or more critical elements, inside or outside the organization, and requires action to ensure all parties in the mix can fully contribute to the goal. </li></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  9. 9. Inclusion is… <ul><li>A strategy for leveraging diversity. </li></ul><ul><ul><li>Leveraging diversity requires an environment where people feel heard and supported to do their personal best. </li></ul></ul><ul><ul><li>An inclusion strategy requires examination of the organization’s systems, policies, practices and behaviors to identify those that support or hinder individual and organizational ability to leverage diversity. </li></ul></ul><ul><ul><li>Diversity always exists in social systems. Inclusion, on the other hand, must be created. </li></ul></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  10. 10. Tension and Diversity Tension <ul><li>Tension . . . </li></ul><ul><li>. . . is the feeling of pressure or tautness we experience when faced with a situation which challenges us in some way. </li></ul><ul><li>. . . is neither inherently good nor bad. It may come in the form of anxiety, stress or excitement, depending on the situation. </li></ul><ul><li>Diversity Tension . . . </li></ul><ul><li>. . . results from the dynamics of the differences and similarities in the elements of the mixture. </li></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  11. 11. The Giraffe and Elephant Fable <ul><li>From the Giraffe’s Perspective </li></ul><ul><ul><li>Is this relationship worth pursuing? If so, why? </li></ul></ul><ul><ul><li>What tensions did you experience? </li></ul></ul><ul><ul><li>What was your intention when you invited the Elephant in? </li></ul></ul><ul><li>From the Elephant’s Perspective </li></ul><ul><ul><li>Is this relationship worth pursuing? If so, why? </li></ul></ul><ul><ul><li>What tensions did you experience? </li></ul></ul><ul><ul><li>Why did you not offer any suggestions? </li></ul></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  12. 12. The Giraffe and Elephant Fable <ul><li>Describe your house. </li></ul><ul><li>Who are the Giraffes at United Way? </li></ul><ul><li>Who are the Elephants? </li></ul><ul><li>What are some of the causes of tension in your house? </li></ul><ul><li>What factors in your environment enable or hinder people’s ability to fully contribute? </li></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  13. 13. Managing Diversity <ul><li>Managing diversity is: </li></ul><ul><li>the process of creating and maintaining an environment that naturally enables all participants to contribute to their full potential in pursuit of organizational objectives . </li></ul>1999-2008, R. Thomas & Associates, Inc. All rights reserved.
  14. 14. The Four Approach Model for Managing Diversity 1999-2008, R. Thomas & Associates, Inc. All rights reserved. Strategic Diversity Management™ - The Craft requires practice in each quadrant Managing Representation Focuses on inclusion/exclusion decisions “ Who is in the company or at the table? Managing Workplace Diversity Focuses on accessing talent “ Do our systems, policies, practices and behaviors allow us to access all parties’ skills, ideas, talents and solutions?” Managing Differences Focuses on appropriate Relationships “ How well can we work through our differences?” Diversity Refers to any collective mixture characterized by differences, similarities and related tensions, and complexity <ul><ul><li>Managing Strategic </li></ul></ul><ul><ul><li>Mixtures </li></ul></ul><ul><ul><li>Focuses on optimizing all internal and external mixtures that impact the business </li></ul></ul><ul><ul><ul><li>“ What other mixtures are impacting </li></ul></ul></ul><ul><ul><ul><li>our business?” </li></ul></ul></ul>
  15. 15. One United Way’s Experience: The United Way of Central Indiana Ellen Annala Thursday, May 15, 2008
  16. 16. United Way of Central Indiana History of Diversity Efforts <ul><ul><li>Beginning in mid-1980’s </li></ul></ul><ul><ul><li>Driven by events/activities </li></ul></ul><ul><ul><ul><ul><li>Minority Volunteer Recognition event in conjunction with Black Expo </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Adult leadership series </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Minority Key Club </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Vendor Fairs & reverse vendor fairs </li></ul></ul></ul></ul><ul><ul><li>Committee on Diversity </li></ul></ul><ul><ul><li>Staff and volunteer reporting </li></ul></ul><ul><ul><li>Performance Appraisals </li></ul></ul>
  17. 17. United Way of Central Indiana <ul><li>Incorporating Diversity into annual workplan </li></ul><ul><li>2007-2008 Workplan Dashboard </li></ul><ul><li>2008-2009 Diversity Plan (draft) </li></ul>
  18. 18. United Way of Central Indiana Lessons Learned <ul><li>Events & activities vs. results </li></ul><ul><li>Board ownership </li></ul><ul><li>Executive leadership </li></ul><ul><li>Governance challenges: Diversity goals vs. Campaign goals </li></ul><ul><li>Hiring challenges: When to start over </li></ul>
  19. 19. United Way of Central Indiana Lessons Learned (cont’d) <ul><ul><li>Marketing challenges </li></ul></ul><ul><ul><li>Need for a champion </li></ul></ul><ul><ul><li>Antennas and indicators </li></ul></ul><ul><ul><li>Past ≠ Present or Future </li></ul></ul>

×