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Accelerating the Transformation: Diversity and Inclusion

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Learning outcome: Each attendee will walk away with a greater awareness of the boarder definition of “Inclusion”. The exercises will provide a deeper learning for the attendees and their role in building an inclusive environment.

Accelerating the Transformation: Diversity and Inclusion. This one-hour workshop combines interactive participation, video clips, case studies and facilitation that encourages a deeper understanding of the concept of Inclusion. It is a fast-pace learning environment that is designed to enable a meaningful and relevant overview of “inclusion” and the role each attendee contributes.

At the end of this seminar, participants will be able to:

a. To understand what Diversity and Inclusion means
b. Walkaway with one action item, that each of the attendees will commit to do to accelerate the transformation of inclusion in the workplace.
c. By understanding Diversity & Inclusion, and acting on it – each attendee will contribute to the realization of our vision

Published in: Leadership & Management
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Accelerating the Transformation: Diversity and Inclusion

  1. 1. Click to edit Master title style Accelerating the Transformation with Diversity & Inclusion
  2. 2. Goals of this Workshop What does Diversity & Inclusion mean? Case Studies & Why should we care? Call to Action Agenda 2
  3. 3. 3 Goals of this Workshop Understand what Diversity & Inclusion mean Walk away with one Action Item that you will commit to do, over the next 4 weeks Contribute To the realization of our Vision
  4. 4. I nclusion begins with ITo inspire an inclusive culture in which all employees can bring their full selves to work. In a way that employees view your company as an employer of choice where they can innovate and thrive. So that Your Business Unit can accelerate your transformation and drive the growth into new and existing markets.
  5. 5. What is Diversity? 5 It’s all of our human differences. Country Knowledge GenderSexual Orientation Cross Culture Beliefs & Value Systems Perspectives Business Experience Hobbies Educational & Economic Background Faith Religion Family Prioritie s Skills Thinking, Communica ting, & Learning Styles Life Experience Physical Abilities Ethnicity & Race Community Experience Nationality Personal Style Age
  6. 6. What is Inclusive? 6 Open to everyone, not limited to certain people. Family Prioritie s Country Knowledge GenderSexual Orientation Cross Culture Beliefs & Value Systems Perspectives Business Experience Hobbies Educational & Economic Background Faith Religion Skills Thinking, Communica ting, & Learning Styles Life Experience Physical Abilities Ethnicity & Race Community Experience Nationality Personal Style Age EVERY ONE Matters !
  7. 7. Inclusive Environment. 7 A place wherein everyone can bring their true selves. Family Prioritie s Country Knowledge GenderSexual Orientation Cross Culture Beliefs & Value Systems Perspectives Business Experience Hobbies Educational & Economic Background Faith Religion Skills Thinking, Communica ting, & Learning Styles Life Experience Physical Abilities Ethnicity & Race Community Experience Nationality Personal Style Age EVERY ONE Matters !
  8. 8. 8 Inclusion Starts with “I” Review video on “Inclusion Starts with I” Group discussion
  9. 9. 9 Video: #Inclusion Starts with I
  10. 10. 10 Discussion questions from Inclusion Starts With I What did you feel after watching the video? Any questions? Thoughts you would like to SHARE?
  11. 11. Important Diversity & Inclusion Challenges  Unconscious bias – like likes like (favoring people who look like you, think like you and come from backgrounds similar to you)  Covering – the feeling that you cannot show up as your “true self” at work 11
  12. 12. Covering An employee may color their hair to avoid being perceived as “too old” to keep up. Appeara nce Advocac y Affiliation Associati on An veteran may avoid challenging a joke about the military to avoid being seen as overly strident. A mother may avoid talking about her children to avoid co-workers from doubting their commitment to work. A gay employee may avoid bringing his spouse to work events, to avoid “standing out” from the crowd. the act of hiding our “true selves” or “modulating our identities” in order to be accepted by the mainstream 12
  13. 13. Inclusive Case Studies — An Interactive Discussion • Each table will find a typed out Case Study describing a real life scenario • Please read this at your table and start a discussion on how this scenario could have been improved from the perspective of different roles involved: Manager, employee, peers, Project Leader, etc., • You have 15mins for discussion • Please write your thoughts down to share • We will regroup and ask for each team to share their thoughts 13
  14. 14. 14 PSG Scenario #1  Ichika is in a remote location and calls in weekly to her manager’s staff meeting at an early hour to get updates and participate in discussions  She is located in Japan listening while trying to translate the English presentations and discussions on the other end in her mind  Her manager, Adam, asks a question to the team, and everyone begins to respond. Ichika really can’t understand as there are so many people talking on the other end and she isn’t able to get a word in edge wise. She tries to respond but there are really no breaks in the discussion to allow the phone to let her talk  Ichika gets frustrated and gives up; continues to listen for the rest of the meeting rather than trying to speak up. Her team mates continue talking sharing their ideas  At her yearly review, she notes that her manager Adam has commented that she needs to speak up more and participate in meetings to share her ideas  Ichika feels like she is not understood and her manager is not seeing her issues Ichika
  15. 15. 15 PSG Scenario #2  Raj is a new hire who came from a competitor with 15 years experience and excited to contribute in a new Intel team  He has worked on similar products but has a very different perspective on how to approach problem solving from his diverse industry experience  He has tried to give constructive inputs on how to improve the product but feels like his inputs are not valued or tolerated. He finds that his team and manager tend to dismiss his ideas. He particularly has difficulty with Chang who is closed to Raj’s inputs on change  The Manager, Sherly asked the project leader Alphonso to help work things out between these 2 people. Given the time crunch, stress factors, etc. the root issues were never really resolved  The project was successfully completed but unfortunately Raj decided to move to another group within the company where he felt he would be better received RAJ
  16. 16. Why Should we Care? Diversity requires inclusion to succeed + = Diversity Inclusion Engaged and High Performing Teams Companies in the 1st quartile for diversity are more likely to have financial returns above their national industry medians: • 15% at gender diverse companies • 35% at ethnically diverse companies Companies in the bottom quartile are statistically less likely to achieve above-average returns. * * Source: McKinsey & Company, Why Diversity Matters January 2015 16
  17. 17. The Cultural Evolution — Moving to Inclusion IncludeTolerate Accept ValueExclude Ignored Feeling disrespected Feeling unwelcome Self-esteem drops Deliver work but feels like an outsider; not a part of the team Recognizing that you can offer valuable knowledge even if you are different Differences are considered to be of added value Regularly feeling heard, valued, welcome, respected: INCLUDED! Differences are celebrated 17
  18. 18. Call for Action
  19. 19. Call to Action — Ideas… Situations Action Item Co-worker contributed to your project, be it big or small I will recognize my peer employees who showcase Inclusion See a team member strong at something, but haven’t heard anybody speak of it I will advocate the strengths of my co-worker in case the management isn’t aware of it See someone sitting alone at lunch I will have lunch/mentor someone that is different from me See a lot of new faces on your floor I will say ‘Hello’ to 10 people I didn’t know at my workplace Teammate looks stressed, seems to be running around I will go out of the way to help a co-worker struggling with a project, to complete it successfully New employee very quiet & looking lost I will help someone new to my company, ramp up on logistics, roles & responsibilities, legacy, network with people etc. set one action item to complete in next 30 days 19
  20. 20. Intel Inclusion Video 20

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