Beyond Lip Service: Turning Culture into a Business Driver
1. Beyond Lip Service:
Turning Culture Into a Business Driver
Audra Jenkins, SPHR,SHRM-SCP, CDP
audra.jenkins@randstadusa.com
@theaudrajenkins
2. learning objectives.
impact of diversity & inclusion
on business
the future of work and barriers
to women and diverse groups
in STEM
best practices for building a
culture that embraces diversity
3. what is lip service?
insincere
duplicity
hypocrisy
sham
tokenism
9. 5 minute activity.
ā¢ break up into groups of 3-5
ā¢ take a piece of paper and divide it in
the center
ā¢ write down things you have in
common on the left side
ā¢ write down things that are different
amongst the group on the right side
9|
10. results.
ā¢ How many people had at least 3 things in
common?
ā¢ How many people had at least 5 things in
common?
ā¢ How many people had at least 7 things in
common?
When we take time to connect, we discover we have
more in common than different.
|
12. diversity trends.
of employers say they have a
diversity and inclusion strategy
in place.
76%
use AI, big data, and machine
learning to help source and
attract diverse candidates.
34%
of organizations say they
conduct diversity training to
minimize unconscious bias.
45%
use AI, big data, and machine
learning to reduce bias.
37%
believe their employers could
do more to promote gender
equality in general.
51%
are unsure of what they can
personally do to improve
gender equality at their
workplace.
53%
Source of stats 1-4: Randstad Sourceright 2019 Talent Trends Survey
Source of stats 5-6: Randstad US study
13. |
up to 60%
jobs worldwide
can be fully
automated by 2030.
Source: McKinsey Global Institute
14. robots vs. humans
we are good at different things.
data analysis
repetitive
agility
judging emotion
20. have you ever been?
ā¢ uncomfortable talking about your significant
other at work
ā¢ ignored in meetings or dismissed
ā¢ the āonly oneā or āthe firstā one
ā¢ overlooked for promotion because of your
gender, ethnicity, sexual orientation, body size,
or age
ā¢ asked if your children are your children
ā¢ told that you are āpassionateā or āaggressiveā
when you speak up for what is right
ā¢ a victim of unwanted sexual harassment
20|
22. understand demographic shifts.
ā¢ millennials
ā¢ most diverse generation in history
ā¢ 75% by 2025
ā¢ influence how we define diversity
ā¢ women 50% of workforce / 24% in STEM
ā¢ multi-racial populations to grow 93%
ā¢ 10,000 baby boomers reach retirement age per day
23. executive diversity
council.
ā¢ cross-functional group of leaders across Randstad
North America,
ā¢ responsible for aligning diversity with overall
business strategy.
ā¢ priority is to ensure diverse representation within the
companyās current workforce while promoting
inclusion
ā¢ propel change with the following drivers:
ā¢ recruitment
ā¢ inclusion in action/belonging
ā¢ outreach
24. |
ā¢ publicly supportive
ā¢ amplify the message of diversity &
inclusion
ā¢ intentional and positive
ā¢ act on diversity, not just talk about it
ā¢ reflect how their own behavior helps or
hinders diversity & inclusion
ā¢ advocate for & stand with marginalized
people
24242424|
diversity allies are
critical.
26. what are the masks you wear?
|
work
ā¢ Superhero
ā¢ Can manage 1,000 things at once
ā¢ Always smiling
ā¢ Can do it all
home
ā¢ Vulnerable
ā¢ Caretaker
ā¢ Single parent
ā¢ Struggling to balance
ā¢ Grief /Depression
29. Donāt allow other peopleā¦to limit you or determine
your value. We are not built for glass cages and
boxes. We are life givers, dream chasers, and bad-
a** world changers. Letās break some glass!
Audra Jenkins