This document outlines an agenda for effectively implementing diversity as a business strategy. It begins by establishing clear desired outcomes and defining key terms. Principles are then established and homework done to understand the current situation. A logic-based approach is recommended to add diversity to the overall strategy. Relentless execution is key, while avoiding distractions. Progress should be measured based on relevant business metrics rather than activities. An expert is introduced who helps companies implement diversity management as a strategic approach.

1. Discovering What’s Been Missing.
Presented by
J.O. Rodgers and Associates
The Diversity Coach™

2. Agenda 1. Start with
Outcome in Mind
8. Measure the Right Thing 2. Define Your Terms
7. Execute Relentlessly 3. Establish Principles
9. Don’t Get Distracted
6. Add to Strategy 4. Do Your Homework
5. Use Logic

3.  Increased productivity
 Creativity
 Innovation
 High Performance
 Conflict avoidance
 Suit-proof
 Employer of Choice
 Quality improvement
 Access to talent
 Talent Integration™
 Positive image
 World class business results

4. The collective mix of differences and
similarities we encounter in our
workforce, workplace and marketplace.
.
Easier More
Difficult

5. Organizational Dimensions
Management/
Non-mgmt.
External Dimensions Mktg./
Geographic Engineering
Work Parental Location
Location Status
Internal Dimensions Personal
Marital Age Habits
Covered/ Race
Non-covered Status Personality Gender Religion Cust Service/
Ethnicity Operations
Appearance Physical
Tenure Sexual Ability Income
Orientation
Work Experience Recreational
Habits Operations/
Educational Maintenance
Plant/Region Background
Exempt/ Corporate/
Non-exempt Field
Adapted from
Loden & Judy Rosener, Workforce America
and Gardenswartz & Rowe, Diverse Teams at Work

6.  Original Definition
“The process of creating an environment that
naturally enables all persons to contribute to their full
potential in pursuit of organizational objectives.”
 Source: American Institute for Managing Diversity (paraphrased)
 New Definition
“A business strategy to deliberately manage the reality
that diversity exists.”

7. Vision…What We Know Is True
Expressed Through Commitment…

8. “At Georgia Power, we welcome and
value the differences among our
employees, customers, and the
communities we serve – Our success
depends on it!”

9. The goal of an effective diversity
manager is to get 100% from 100%
of people 100% of the time.

10. Research shows that:
100 90
 High performance and
Level of Performance
80 quality decisions
60 require diversity
40
PLUS
20  the capacity to
20 10
manage the
0 complexity it brings.
Diverse w/o Mgt Not Diverse Diverse w/Mgt
Level of Diversity

11.  Highest quality decisions occur when the team is:
Diverse, dispersed, independent, and has the
capability to manage collective judgment
(manage diversity).
 Source: J. Surowiecki, The Wisdom of Crowds

12.  Requires the presence of diverse, non-traditional
thinking.
 “Innovation occurs at the intersection of diversity
and creativity.”
 Frans Johansson, The Medici Effect
12

13.  10% of revenue on capital improvements
(technology, etc.) boosts productivity by 3.8%.
 10% of revenue on developing human capital
increases productivity by 8.5%
 Source: University of Pennsylvania study of 3,000
companies.
13

14.  In Problem Solving:
 “Diversity trumps ability.”
 “Differences can produce …. Innovation, progress, and
understanding.”
 Scott E. Page, The Difference: How the power of
diversity creates better groups, firms, schools, and
societies.

15. We start to identify
culture, with what we
experience every day –
behaviors & practices
3. Behaviors and Practices (individual
and group actions and systems)
2. Values or characteristics (talked
about reasons or rules for how we should act)
1. Assumptions/Roots
(unwritten and unquestioned beliefs)
Understanding culture alerts organizations to how it will respond to change and
to new people

16. Execution Process
Communication to Employees
Executive Phase I: Research Phase II: Priority Setting Phase III: Implementation
Education Where are we now? Where are we going? How we get there…
• Culture Assessment • Strategic Focus • Learning Activities
• Diversity Research Sessions • Communications Plan
Confirming • Benchmarking • Culture Synthesis & • Engagement Activities
Commitment • Opportunity Analysis Action Planning • Systems Review/
• Diversity Action Council Revision
• Implementation Plan • The Diversity Coach
Vision • Best Practices
Formulation Emulation
Phase IV: Assessment
How are we doing?
• Monitor & Measure
• Project Evaluation
• Mini-Survey (follow-up) The Vision
Realized

17.  Progress toward your desired outcomes.
 The same as other business strategies:
 Revenue per employee
 Growth
 Cost savings
 Efficiency
 Productivity gain
 Employee engagement
 Revenue from new products
 Market reach

18. Agenda 1. Start with
Outcome in Mind
8. Measure the Right Thing 2. Define Your Terms
7. Execute Relentlessly 3. Establish Principles
9. Don’t Get Distracted
6. Add to Strategy 4. Do Your Homework
5. Use Logic

19. The Leader in implementing diversity management as a
business strategy
James O. Rodgers, CMC , MBA is President and Principal Consultant of a management consulting
firm that specializes in diversity management . He is an author, speaker, thought leader, diversity
management expert, master facilitator and Certified Management Consultant. Jim is the author of the
groundbreaking book, Managing Differently: Getting 100% From 100% of Your People, 100% of the Time. He is
highly regarded as an extraordinary speaker and management consultant. He has become the leading
advocate for using the principles of diversity management as a strategy to improve overall performance.
www.thediversitycoach.com
770.482.9452