A World of HR Diversity, Equity & Inclusion.pptx
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A World of HR Diversity, Equity & Inclusion
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A World of HR Diversity, Equity & Inclusion.pptx
- 1. DIVERSITY, EQUITY & INCLUSION: IT’S TIME FOR HR TO TAKE CENTER STAGE
- 2. INDEX Diversity & Inclusion – An Indian Perspective What is DEI? Dimension of DEI Why can’t we consider only diversity? What comes first, diversity or inclusion? What is inclusive workplace? Emergence of DEI. What is the need of DEI? Facets of DEI? – LGBTQ, Ethnicity, physically abled, etc. How important DEI for any organization? A business imperative and a differentiator How to embrace DEI?
- 3. Diversity • is differences in • racial - ethnic, • socioeconomic, • geographic, • and academic/professional backgrounds. People • with different opinions, • Backgrounds, • religious beliefs, • political beliefs, • sexual orientations, • heritage, • and life experience.
- 4. DIVERSITY – AN INDIAN PERSPECTIVE
- 5. BEFORE WE TALK ABOUT EQUITY WE FIRST MUST TALK ABOUT DISPARITY. Difference Not equal Lack of similarity Disparity in height Defining Disparity Disparities in and of themselves can be neutral, neither good nor bad, just a descriptive difference.
- 6. EQUALITY VS. EQUITY: WHAT THESE DEFINITIONS OF EQUITY HAVE IN COMMON Equity is providing people with different levels of support and assistance depending on interests, needs, circumstances, or abilities Equality is treating all people the same regardless of interests, needs, circumstances, or abilities
- 7. “Ensuring that every individual has an equal opportunity to make the most of their lives and talents.” Equity is about giving people what they need, in order to make things fair. Equity is the process of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Treating all people the same regardless of interests, needs, circumstances, or abilities
- 8. DEFINING DIVERSITY 8 Inclusion is recognizing our universal "oneness" and interdependence. We are "one" even though we are not the "same.”
- 9. WHY CAN’T WE CONSIDER ONLY DIVERSITY? It’s simply a representation of many different types of people (gender, race, ability, religion, etc.) Often focuses on the differences and is referred to as "the mix.“ Inclusion is the deliberate act of welcoming diversity and creating an environment where all different kinds of people can thrive and succeed. Inclusion is the act of "making the mix work."
- 10. Improved understandin g of those you work for, with, and around. Creates a work environment that allows everyone to reach their full potential. Provides multiple perspectives on problem solving. Better performance outcomes. Increases employee productivity. Increased retention rates. Boosts employee morale. Improved customer relations. Reduces complaints and grievances. It’s the right thing to do! WHY EQUALITY, DIVERSITY AND INCLUSION MATTERS?
- 11. Group think = higher risk culture Low innovation without differing perspectives MINDSET
- 13. EMERGENCE OF DEI 60s Equal Employment Opportunity Eliminate discrimination for protected classes / reduce legal risk through compliance 70s – 80s Affirmative action Actively promote equal opportunity 90s Promote Diversity Broder definition to include religion, culture, background, LGBT, different way of thinking Today > Forward Diversity & inclusion Make explicit link between workplace and marketplace to enhance innovation, teamwork and obtain best talent.
- 14. Diversity expands worldliness Diversity enriches the multiple perspectives Why DEI Matters? Diversity enhances social development Diversity prepares employees for work in a global society. Interactions with people different from ourselves increase our knowledge base Diversity promotes creative thinking Diversity enhances self-awareness.
- 15. Primary Dimensions It’s what we are born with is our identity. Age Gender Disability Religion Ethnic Heritage Sexual Orientation Work Experience Socioeconomic status Neighborhood Prejudices Organizational Role and Level Communication Style Family Status Work/thinking Style Education Geographic Location Secondary Dimensions These dimensions change throughout our lives.
- 16. HOW ORGANIZATIONS CAN PROMOTE IT! VALUES THAT INCLUDE RESPECT & TRUST CULTURE THAT ALIGNS WITH ITS STRATEGY GOALS/OBJECTIVES POLICIES THAT RECOGNIZE DE&I BRING AWARENESS TO THE FOREFRONT OF WHAT IT IS! ‘LEADERSHIP’
- 17. Patterns of human behavior common to groups Includes thoughts, communications, languages, practices, beliefs, values, customs, courtesies, rituals, manners of interacting, roles, actions, relationships, and institutions Groups are based on race, ethnicity, gender, religion, sexual orientation, social group or other similar factors With the ability to transmit the above to succeeding generations.
- 18. Cultural Diversity in the Workplace - It provides strength. - Challenges individuals to respond to their diverse work environment effectively. - “Valuing” individual and group cultural differences is critical to achieving the organizational goals. Embrace Discomfort The point is to surround ourselves with people who think, and act differently than we do. The business value of diversity lies in having our views challenged. Cultural Awareness Know your own cultural background. Recognize your own stereotypes and biases. Gain knowledge of cultural history and heritage. Be aware of other’s perceptions. Recognize effects of -ism on the others.
- 20. Promotes a safe and accepting environment You will offend someone at some point. Each person has a right to their own opinion. Listen. We all have a unique world-view. What is each person’s lens of diversity? “Tell me more …” “I wonder if ... “ We must allow ourselves to be vulnerable when talking about diversity. Leads to guided self-regulation and learning
- 21. INDIVIDUAL STRATEGIES FOR DEALING WITH DEI Understanding: one must be clear on the nature and meaning of diversity. Empathy: in an organization, one should try to understand the perspectives of others. Tolerance: in an organization, one should be willing to tolerate cultural differences. Communication: it can only work if it is way. Inclusio n Equity
- 22. HOW TO EMBRACE DEI AT WORKPLACE? Everyone’s Narrative Where are you coming from? Befriend All People Empathy Actively Accept Show Compassion
- 23. WHY NOW & WHY HR? •Why is it important to act now? •Population and social mobility •Skills shortages and other labour market strains brought to the fore fore by Brexit •Technology enabling working opportunities for those previously unable to access the labour market •Renewed government focus on productivity •Increased business focus on people •The challenges •Many organizations focus on diversity rather than inclusion. •Inclusion is harder because it often requires a cultural shift •A lot of focus on D&I has been on the individual characteristics. •However, we often posses multiple characteristics •How to ensure everyone feels included? Bringing it all together.
- 24. HR professionals, are in a unique position to: Help organizations understand the importance and value of diversity inclusion Challenge structural and cultural barriers to equal access and Deliver lasting change through coherent policies underpinned by that actively celebrate and encourage differences HR have access to valuable workforce data
- 25. DEI MEASURES OF SUCCESS •Engagement/Pulse Survey •Allyship Program •50/50 % in Leadership •% of attrition / %hiring / %promotion •Perception •% of Diverse Team BELONG ATTRACT PRAMOTE INFLUENCE
- 26. “People fail to get along because they fear each other; they fear each other because they don't know each other; they don't know each other because they have not communicated with each other.” ― Martin Luther King Jr.
- 27. Questions ?
- 28. The results of my changes are . . . How will this change me moving forward?
- 29. Valuing Diversity • Embraces the richness of differences • Recognizes that all groups have contributed and has given American society its strength and edge Resistance to Valuing Differences Fear of Change • Lack of information and limited exposure to members of other groups • Discomfort with Differences • Desire for return to the “good old days”
- 30. Supporting inclusive development, sustainability and resilience in a competitive and changing environment • Organizations • workforce • customers • Communities • society An organization that values its people as individuals and encourages every one to recognise their unique and different perspectives, abilities and contributions is one that creates value for the individual, their teams, the organization and its stakeholders WHY ??? WHY DIVERSITY & INCLUSION Strategy Performance Benefits
- 31. “Making the Mix Work” Inclusion involves bringing together and harnessing diverse forces and resources in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create business value and overall success.
- 33. Inclusive leadership drive organizational growth in the 21st century Biggest Challenge : Create Growth To have growth you need to differentiate To differentiate you need to innovate To innovate you need to diversity To active the diversity you need to inclusion To manage all this you need inclusive leadership
- 34. WHY NOW & WHY HR? Why is it important to act now? • Population and social mobility • Skills shortages and other labour market strains brought to the fore by Brexit • Technology enabling working opportunities for those previously unable to access the labour market • Renewed government focus on productivity • Increased business focus on people The challenges • Many organizations focus on diversity rather than inclusion. • Inclusion is harder because it often requires a cultural shift • A lot of focus on D&I has been on the individual characteristics. • However, we often posses multiple characteristics • How to ensure everyone feels included? Bringing it all together.
Editor's Notes
- DEI is no longer a passing fad. It’s not about legal compliance or HR box-ticking, in fact diversity and inclusion is a critical factor for success. #MeToo, #BlackLivesMatter and the ballooning disparate consequences of Covid-19 on minorities brings renewed emphasis on D&I agendas, and the economic reality that diverse talent is good for business and good for sustainability. Whether you’re a leader, HR practitioner, sponsor of a DEI initiative or an employee, no one will be able to escape from it…
- Diversity at BIC is the blending of different backgrounds, experiences, and perspectives within a team, to bring the benefit of diverse viewpoints which will make our organization stronger and better prepared for the challenges ahead. Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact. “Diversity is being invited to the party. Inclusion is being asked to dance.” – Verna Myers
- We have often heard the phrase “unity in diversity” in context of India. The extra ordinary characteristic of this land is that in-spite of all diversity in different fields-physical, social, linguistic, cultural and religious, there is a fundamental thread of unity in the history of India. 1) Geographical diversity can be divided into 6 categories; The Himalayan Mountains The Northern Plains Indian Desert Peninsular Plateau Coastal Plains Islands 2) Racial diversity can be divided broadly into 3 categories Caucasoid Mongoloid Dravidian 3) Climatic diversity India has high mountains, and deserts, plateaus, fertile plains, rivers, valleys and vast seacoasts Cherrapunji in Assam is the place which records the highest rainfall in the World and on the other hand there is no rainfall in the deserts of Rajasthan. 4) Social diversity is like dress codes, customs, food habits & manners. 5) Language – 22 languages have got a spot in constitution. More than 1400 dialects (boli) 6) Religion & Festivals- All the world religions are found here — Hinduism, Islam, Christianity, Buddhism, Jainism, Sikhism and Zoroastrianism. So we have seen that how diverse our country is ! India has a long tradition of accepting people with diversities, yet we are here to discuss why we need to learn about this is basically for few reasons. 1. The role & understanding of DEI at workplace is complex. 2. Conventional corporate thought 3. In case of disability is generally associated with incapacity, inadequacy, negative imagery and stereotypes.
- It is hard to have a conversation about diversity and inclusion without discussing equity. What is equity? Is it a synonymous of equality, right??? If it is different? How it is different from equality? Let’s understand one by one… Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome. Let’s understand this with the image 1 - give clarity about equality & equity Equity differs from equality because equity is about fairness, and equality is about sameness. Equity is about removing tangible and intangible barriers to ensure company’s practices are fair and consistent in the workplace, marketplace and community. Image – 2 goes on more step ahead that justice…… it represents about fixing the process for fairness….
- Inclusion involves bringing together and harnessing diverse forces and resources in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create business value and overall success. Inclusion is the support for a collaborative environment that values open participation from individuals with different ideas and perspectives that has a positive impact on business. In other words - Inclusivity means making everyone feel welcome and valued. So, what is the big deal about inclusion? It is easy to include others. All we must do is make sure we notice people, smile at them, acknowledge them, say hello, make them feel good about themselves, include them in our conversation, seek their opinions, reassure them that we like them, actively demonstrate that we are listening to them, help them to feel validated, and reassure them that their ideas have value.
- Diversity is what you have. Inclusion is what you do. Simply having a diverse group, team, workforce, etc., is not enough. Everyone should feel safe and encouraged to fully participate and share and be on equal footing as everyone else. If you look at this picture, what do you see? So you have a few ingredients, boring … but when you put them all together … what do you get? Likewise, having a diverse workforce does not guarantee that you understand how to make that mix work or how to unlock its full potential. Diversity is the mix. Inclusion is making the mix work.
- Diversity expands worldliness -opportunity to have real interaction with people from diverse groups Diversity enriches the multiple perspectives developed by a liberal arts education. Diversity enhances social development - Interacting with people from a variety of groups widens your social circle by expanding association and develop relationships Diversity prepares employees for work in a global society. No matter what profession you enter, you'll find yourself working with employers, employees, coworkers, customers and clients from diverse backgrounds—worldwide. Interactions with people different from ourselves increase our knowledge base. Research consistently shows that we learn more from people who are different from us than we do from people who are similar to us. Diversity promotes creative thinking - Diversity expands your capacity for analyzing issues or problems from multiple perspectives, angles, and vantage points. Diversity enhances self-awareness. Learning from people whose backgrounds and experiences differ from your own sharpens your self-knowledge and self-insight by allowing you to compare and contrast your life experiences with others whose life experiences differ sharply from your own.
- This model illustrates both the primary and secondary dimensions of diversity that exert an impact on each of us at home, work and in society. While each dimension adds a layer of complexity to individual identity. Together, these primary & secondary dimensions of diversity give definition and meaning to our lives by contributing and integrating whole the diverse person.
- Now we are introducing another element of diversity which is Culture.
- Cultural diversity can be brought with the awareness about it. Now here is the challenge … In order to embrace diversity and encompass our own diversity, you can start by surrounding yourselves with people who aren’t like us. We try constantly to be in the same room with people who challenge not only our day to day thinking but the way we view the world. We put the right people in places and expect them to challenge our dearly held beliefs. This gets uncomfortable at times. But we’re not going to generate new ideas with homogenous thinking.
- How are we open to learning and change? This is a dynamic, lifelong process! Avoid judgements.
- Everyone’s Narrative - Consider your own life, and everything that has shaped your beliefs. Realize that each of the 7 billion people on this planet has their own narrative. Not one is the same. Where are you coming from? - When you find yourself thinking poorly of someone, stop and consider what influences have created your negative views of that individual. Befriend all people – If you know that you tend to avoid befriending certain types of people, go out of your way to find friends of all kinds. Empathy – When you encounter anyone, try to imagine, understand, and sympathize with that person’s story, with everything that has made them who they are. Actively accept – meditate upon embracing other people, with all the diversity that comes with them. Don’t allow yourself to define a person based upon one stereotype about one aspect of their complex identity. Show compassion - Perform random acts of kindness for all types of people. It can be as simple as a friendly smile or holding open a door. *** Practice EMPATHY, don’t be quick to judge, and envision life in another’s person’s shoes before you treat them unfairly.
- BELONG Engagement/Pulse Survey improvement in leadership support of DE&I and foster an inclusive work environment DEI Allyship Program Participation and Satisfaction ATTRACT % of women and other underrepresented groups. Ensure diverse slates for L4+ positions. Must have 50/50 female representation and at least 1 candidate from other underrepresented groups. PRAMOTE % of attrition / %hiring / %promotion of women and other underrepresented groups. INFLUENCE External measure of perception (ie glass door) % of diverse team members participating in events and activities. Inclusive leadership drive organizational growth in the 21st century Biggest Challenge : Create Growth To have growth you need to differentiate To differentiate you need to innovate To innovate you need to diversity To active the diversity you need to inclusion To manage all this you need inclusive leadership
- Why do people resist differences … This is common but I challenge each one of you to take that step and learn about others, ask, make a new friend … you will not regret!
- <a href='https://www.freepik.com/vectors/people'>People vector created by pikisuperstar - www.freepik.com</a>
- Inclusion is the support for a collaborative environment that values open participation from individuals with different ideas and perspectives that has a positive impact on business. In other words - Inclusivity means making everyone feel welcome and valued. So, what is the big deal about inclusion? It is easy to include others. All we must do is make sure we notice people, smile at them, acknowledge them, say hello, make them feel good about themselves, include them in our conversation, seek their opinions, reassure them that we like them, actively demonstrate that we are listening to them, help them to feel validated, and reassure them that their ideas have value.