Slides from a presentation delivered by joe gerstandt at the 2013 Diversity Summit in Houston, Texas. This presentation introduces Social Network Analysis (SNA) / Organizational Network Analysis (ONA) as powerful tools for Diversity and Inclusion work. When there are disparities in employee experience outcomes (retention, engagement, etc.), there are often times underlying disparities in the networks of relationships.

1. inclusive networks
@joegerstandt

2. joegerstandt.com
twitter.com/joegerstandt
linkedin.com/in/joegerstandt
facebook.com/joegerstandt
youtube.com/joegerstandt
joegerstandt.com/blog
slideshare.net/joeg

3. Sorry that it is
such an
incredibly
boring
session.

5. A little background…

6. Stanley Milgram (1933 – 1984)

7. 1967

8. Omaha
Boston

9. Mark
Granovetter
Joan Butler
Ford Professor
in the School
of Humanities
and Sciences
at Stanford
University

10. 1974

11. 1974
How do people come
to get jobs?

12. 56% got job through a contact

13. 56% got job through a contact

14. 1. What?
2. Why?
3. How?

15. What do we mean by networks?

16. networks are
sets of
relationships
and the
patterns they
create

17. these patterns
influence
communication,
the quality of
communication,
collaboration
and innovation

19. 1. What?
2. Why?
3. How?

21. 1.valuable and unique
information
2.innovation
3.inclusion

22. 1.valuable and unique
information
2.innovation
3.inclusion

28. consider a ten person team
1
2
4 5
9
3
876
10

29. 1
9
7
6
5
2
3 8410

30. 1
9
7
6
5
2
3 8410
…flow of information?

31. 1
9
7
6
5
2
3 8410
…influence?

32. 1
9
7
6
5
2
3 8410
…inclusion?

33. 1.valuable and unique
information
2.innovation
3.inclusion

34. Where do good ideas come
from? That is simple…from
differences. Creativity comes
from unlikely juxtapositions.
The best way to maximize
differences is to mix ages,
cultures and disciplines.
-Nicolas Negroponte, founder MIT Media Lab

36. 1.valuable and unique
information
2.innovation
3.inclusion

37. inclusion:
The actions that we take to include
additional difference in a process or
group.
• fairness of employment practices
• openness to difference
• inclusion in decision making
• integration of networks

40. Outcome disparities often
linked to social disparities.

41. Homophily is the tendency of
individuals to associate and bond with
similar others. The presence of
homophily has been discovered in a
vast array of network studies. More
than 100 studies that have observed
homophily in some form or another
and they establish that similarity
breeds connection. These include age,
gender, class, and organizational role.

42. Inclusion is activist…

43. Inclusion is activist…
If you do not
intentionally and
deliberately
include, you will
unintentionally
exclude. No
hatred required.

44. 1. What?
2. Why?
3. How?

45. action
1-Prioritize Relationships
• set the expectation
• make introductions
• mentoring
• cross functional teams
• social technology

47. action
2-Study Networks
• ego networks
• bounded networks

53. a quick
exercise…

54. social network analysis
From time to time people
discuss important matters with
other people. Looking back over
the past six months, who are the
people with whom you
discussed matters important to
you?

55. social network analysis
Consider the people you
communicate with in order to get
your work done. Of all the
people you have communicated
with during the last six months,
who has been the most
important for getting your work
done?

56. social network analysis
Consider an important project or
initiative that you are involved in.
Consider the people who would
be influential for getting it
approved or obtaining the
resources you need. Who would
you talk to, to get the support
you need?

57. social network analysis
Who do you socialize with?
(spending time with people after
work hours, visiting one another
at home, going to social events,
out for meals and so on) Over
the last 6 months, who are the
main people with whom you
have socialized informally?

58. analysis
• group
• proximity
• expertise
• hierarchy
• gender
• age
• race
• ethnicity

59. analysis
• group
• proximity
• expertise
• hierarchy
• gender
• age
• race
• ethnicity
What do you have?
What do you have a
lot of?
What do you not
have?
What do you need to
do differently?

60. Who do you discuss new
ideas with?
Who do you turn to for help?
Who do you get the most
valuable information from?
Who do you trust to keep
your best interests in mind?

61. human resources
marketing
finance
operations
information technology
affinity groups
executive leaders

62. I understand this person’s
knowledge and skills.
If I ask this person for help, I
know they will actively engage.
I would be more effective if I had
greater access to this person.
When you interact with this
person how does it impact your
energy level?

65. www.joegerstandt.com
joe.gerstandt@gmail.com
www.twitter.com/joegerstandt
www.linkedin.com/in/joegerstandt
www.facebook.com/joegerstandt
402.740.7081

66. resources
• The Hidden Power of Social Networks |
Rob Cross, Andrew Parker
• Social Gravity: Harnessing the Natural
Laws of Relationships | Joe Gerstandt,
Jason Lauritsen
• Social Network Analysis | Christina Prell
• Understanding Social Networks | Charles
Kadushin