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Diversity, equality & inclusion 2016
- 1. Saving money… byimproving DIVERSITY, EQUALITY & INCLUSION in the workplace London HR and Training 2016
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- 3. Intro - LondonHR and Training • London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden • 10 years in banking • 20 years in training and human resources • Business owner since 2007 • The core services provided by London HR and Training are: - Reducing costs and saving time through bespoke HR initiatives and projects - Training course design and delivery - Services for job seekers Page 3
- 4. Contents 5-6 Definitions 7-8 Continuumof diversity and inclusion from employers 9-11 Rating questions around diversity climate 12-14 The business case for trans inclusion 15-16 What an action plan for trans inclusion should include 17-18 Messaging and the trans community 19-20 Example of good practice around trans inclusion 21-22 Knocking down barriers to diversity and inclusion 23-27 Areas to focus on around diversity and inclusion 28-30 Effective leadership approaches in harnessing diversity 31-32 Board level strategies to improve diversity 33-35 Example equality, diversity and inclusion strategy 36-37 Career self-efficacy linked to diversity and inclusion 38-39 Intentionality linked to diversity and inclusion 40-41 Gender diversity and the IT industry 42-43 Diversity and environmental organisations in the US 44 Example from Brooklyn, New York 45-46 The business case for diversity 47-48 Exercise 49-50 To sum up…
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- 6. Definitions • Diversity • Equality •Inclusion • Visible diversity traits • Invisible diversity traits Page 6
- 7. Continuum of diversityand inclusion for employers
- 8. Continuum of diversityand inclusion for employers Page 8 Singular culture Compliance Embracing Collaborative Inclusive
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- 10. Rating questions around diversityclimate 1 of 2 • My co-workers help me feel like an important part of the team • My co-workers appreciate my background and perspective • My manager always treats me like a valued member of my team • My manager ensures that I always feel included at work Page 10
- 11. Rating questions around diversityclimate 2 of 2 • I receive many opportunities to work with diverse and multicultural teams • I have the same opportunities for career growth as my co-workers • This organisation’s actions demonstrate complete commitment to diversity with inclusion • Capable people succeed at all levels in this organisation, regardless of the group that they belong to Page 11
- 12. The business casefor trans inclusion
- 13. The business casefor trans inclusion 1 of 2 Business performance • Talent attraction and retention • Innovation and collaboration • Brand strength Page 13
- 14. The business casefor trans inclusion 2 of 2 Individual performance • Greater job commitment • Higher levels of satisfaction and motivation • Improved workplace relationships Page 14
- 15. What an actionplan for trans inclusion should include
- 16. What an actionplan for trans inclusion should include • Organisational commitment • Policy • Physical spaces and facilities • All-employee engagement • Service delivery and customer service Page 16
- 17. Messaging and thetrans community
- 18. Messaging and thetrans community • The LGBT acronym • Consider how the message reflects upon the trans community • Use the correct terminology and definitions • Be clear in your call to action • Use trans voices Page 18
- 19. Example of goodpractice around trans inclusion
- 20. Example of goodpractice around trans inclusion Asda • Listen • Make it safe • Training • Engage • Create • Grow Page 20
- 21. Knocking down barriersto diversity and inclusion
- 22. Knocking down barriersto diversity and inclusion • Informal mentoring • Recovering from mistakes • Bullying • Insensitivity • Perceived underperformance Page 22
- 23. Areas to focuson around diversity and inclusion
- 24. Areas to focuson around diversity and inclusion 1 of 4 Recruitment • Revisit the job postings • Think about where you are recruiting • Demonstrate commitment to a diverse and inclusive workplace Page 24
- 25. Areas to focuson around diversity and inclusion 2 of 4 Training and development • Rethink the induction process • Look at the relevance of cultural competency training • Make new employees feel welcome Page 25
- 26. Areas to focuson around diversity and inclusion 3 of 4 Performance management and recognition • Tie it to performance • Find your champions and recognize them Page 26
- 27. Areas to focuson around diversity and inclusion 4 of 4 Compensation and benefits • Do the benefits reflect the needs of a diverse workforce? • Recognise culturally significant events • Consider providing flexible schedules Page 27
- 28. Effective leadership approaches inharnessing diversity
- 29. Effective leadership approaches inharnessing diversity 1 of 2 • Measure diversity and inclusion • Hold managers accountable • Support flexible working arrangements • Recruit and promote from diverse pools of candidates • Provide leadership education Page 29
- 30. Effective leadership approaches inharnessing diversity 2 of 2 • Sponsor employee resource groups and mentoring programmes • Offer quality role models • Make the chief diversity officer model count Page 30
- 31. Board level strategiesto improve diversity
- 32. Board level strategiesto improve diversity • Transform the skills-based selection approach • Sharply define board culture and expected behaviours to encompass inclusive thinking • Think across borders, and make the logistics work • Commit-measure-publicize-respect Page 32
- 33. Example equality, diversity andinclusion strategy
- 34. Example equality, diversionand inclusion strategy 1 of 2 Victim Support • We will demonstrate that our services meet the diverse needs of individuals and communities • We will ensure equality, diversity and inclusion is embedded throughout Victim Support • We will give a strong voice to victims from under-represented communities Page 34
- 35. Example equality, diversionand inclusion strategy 2 of 2 Victim Support(cont.) • We will develop specialist services to engage and meet the need of under- represented communities • We will continue to develop our national and local partnerships so the service we provide meets a wider range of needs • We will support, recruit and retain a diverse workforce Page 35
- 36. Career self-efficacy linked todiversity and inclusion
- 37. Career self-efficacy linkedto diversity and inclusion • Self-appraisal • Occupation information gathering • Planning • Goal setting • Problem solving Page 37
- 38. Intentionality linked to diversityand inclusion
- 39. Intentionality linked to diversityand inclusion • Subject • Intentionality • Object Content • Quality • Subject matter Page 39
- 40. Gender diversity andthe IT industry
- 41. Gender diversity andthe IT industry • Improvement on financial performance • Gender-diverse teams and the bottom line, team dynamics and productivity • Opportunity costs and attrition • The need for a supportive infrastructure Page 41
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- 43. Diversity and environmental organisationsin the US • Gender diversity • Racial diversity • Cross-race and cross-class collaborations • Recruitment • Interns • Diversity initiatives Page 43
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- 45. The business casefor diversity
- 46. The business casefor diversity • Shareholder value • Stakeholder value • Regulatory context • The global value chain Recommendations moving forward Page 46
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- 49. To sum itup…
- 50. To sum up… •Conclusion • Summary • Videos • Useful links Page 50