This document outlines 4 key aspects of effective diversity programs: 1) Expanding the definition beyond diversity to include equity and inclusion. 2) Ensuring executive sponsorship and cross-departmental initiatives for accountability. 3) Holding managers accountable for creating inclusive environments and assessing recruitment and promotion practices. 4) Staffing the diversity program with professionals who have skills in areas like adult education, privilege and exclusion, program design, and group dynamics. The diversity program should be adequately resourced like other senior leadership functions.
Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
This is a sharing done in the Mentoring Alliance COP (Community of Practice) where we explore on the key factors that surround the topic of mentoring
Mentoring is an often used word where there's little understanding or framework behind to help make it sustainable and effective to the constituents. In this slide deck, we explore on the role of mentors and the 3Ps of Mentoring mainly Position, Process and Proficiency
Please feel free to contact me via LinkedIn if you would to have a deeper conversation and sharing on this topic.
Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
This is a sharing done in the Mentoring Alliance COP (Community of Practice) where we explore on the key factors that surround the topic of mentoring
Mentoring is an often used word where there's little understanding or framework behind to help make it sustainable and effective to the constituents. In this slide deck, we explore on the role of mentors and the 3Ps of Mentoring mainly Position, Process and Proficiency
Please feel free to contact me via LinkedIn if you would to have a deeper conversation and sharing on this topic.
Learning Objective: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices.
b. Examine the process of developing sustainable diversity and inclusion initiatives.
c. Discuss leadership and talent management strategies.
d. Create a process or plan that works within their organizational needs.
e. Use tools and tips for engaging effective consultants and outside vendors.
Dr.C.Muthuraja's Presentation on 'Holistic Leadership and Empowerment of Youth'Chinnasamy Muthuraja
Presentation on ' Holistic Leadership and Empowerment of Youth' in Two Days Residential Camp for College Students organised by Chinmaya Yuva Kendra, Madurai held at S.Vellaisamy Nadar College on 28.1.18
A former Head of state (Nigerian), General Ibrahim Babangida while Responding to a question on why he was not interested in younger politicians ruling the country on the 16th April 2010 was quoted to have said “we have seen signs that they (the youth) are not capable of leading this country,…. May be they are not given the proper education”.
If the youth of this nation must emerge as leaders, opinions such as this must be changed through demonstrated understanding of issues and actual performance in areas of responsibilities.
"Leaders of tomorrow" they call the youth but since tomorrow has refused to come, youths must make tomorrow become today by taking the throne of their communities and indeed the nation. It is a process; today is the best time to start the journey.
This paper xrays what it takes to assume leadership and identified barriers to youth emergence.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Delivering high performance through inclusive leadership.Gary Coulton
We live in times of Volatility, Uncertainty, Complexity and Ambiguity (VUCA). In this webinar, internationally recognised expert in inclusion, Dr. Ian Dodds, demonstrates how to deliver high performance in these VUCA times through Inclusive Leadership. He describes what Inclusive Leadership is and how to develop Inclusive Leaders to deliver high performance, great customer service, high levels of employee engagement and complex change. Ian is a founder partner of the Adaptive Intelligence Group (AdaptiveIG) contributing his expertise to create adaptive cultures and an environment of excellence.
The first webinar in See3's diversity series discusses how to create inclusion strategies within your organization. Joined by Desiree Adaway of The Adaway Group.
Learning Objective: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices.
b. Examine the process of developing sustainable diversity and inclusion initiatives.
c. Discuss leadership and talent management strategies.
d. Create a process or plan that works within their organizational needs.
e. Use tools and tips for engaging effective consultants and outside vendors.
Dr.C.Muthuraja's Presentation on 'Holistic Leadership and Empowerment of Youth'Chinnasamy Muthuraja
Presentation on ' Holistic Leadership and Empowerment of Youth' in Two Days Residential Camp for College Students organised by Chinmaya Yuva Kendra, Madurai held at S.Vellaisamy Nadar College on 28.1.18
A former Head of state (Nigerian), General Ibrahim Babangida while Responding to a question on why he was not interested in younger politicians ruling the country on the 16th April 2010 was quoted to have said “we have seen signs that they (the youth) are not capable of leading this country,…. May be they are not given the proper education”.
If the youth of this nation must emerge as leaders, opinions such as this must be changed through demonstrated understanding of issues and actual performance in areas of responsibilities.
"Leaders of tomorrow" they call the youth but since tomorrow has refused to come, youths must make tomorrow become today by taking the throne of their communities and indeed the nation. It is a process; today is the best time to start the journey.
This paper xrays what it takes to assume leadership and identified barriers to youth emergence.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Delivering high performance through inclusive leadership.Gary Coulton
We live in times of Volatility, Uncertainty, Complexity and Ambiguity (VUCA). In this webinar, internationally recognised expert in inclusion, Dr. Ian Dodds, demonstrates how to deliver high performance in these VUCA times through Inclusive Leadership. He describes what Inclusive Leadership is and how to develop Inclusive Leaders to deliver high performance, great customer service, high levels of employee engagement and complex change. Ian is a founder partner of the Adaptive Intelligence Group (AdaptiveIG) contributing his expertise to create adaptive cultures and an environment of excellence.
The first webinar in See3's diversity series discusses how to create inclusion strategies within your organization. Joined by Desiree Adaway of The Adaway Group.
Leadership & People-Are you the Problem or SolutionJamie Balkin
What is your organizations leadership style? Control or Support Does your organization define the type of leadership it wants? What does Leadership look like in action and how can it impact your organization and people?
This session will share how:
• Defining a purpose for an organization,
• Knowing your team and caring about what they care about,
• Utilizing people’s strengths and what they are passionate about,
• Defining leadership characteristics and
• creating a cohesive team drives an organization to success.
It will share how empowering multi-generations with leadership skills allow your organization to do more with less by creating an environment where staff are empowered to make the decisions necessary for your organization to thrive.
The discussion will share examples of how leadership of our 70-year old firm has evolved. The journey we have been on to prepare us for the future and the success we are enjoying from making these shifts in our culture.
It will touch on how creating an environment where Employee Leadership & Development aids with hiring and retaining the staff needed to succeed. It will help you understand:
• How you select people with potential?
• How you bring leadership out of people?
• How you train for leadership?
• What are some ways to help an employee develop into a leader?
Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.
The presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
3. Setting the Stage
• This work is hard…and there is no clear “we’re there” goal
• There is no roadmap, but there are good practices out there
• Traditionally, “Diversity” initiatives have focused on visible
differences
• We need to start by redefining what the work is…
4. Key #1: Expand the definition
Diversity + Equity + Inclusion
• Diversity: psychological, physical, and social differences that occur
among any and all individuals; including but not limited to race,
ethnicity, nationality, religion, socioeconomic status, education,
marital status, language, age, gender, sexual orientation, mental or
physical ability, and learning styles.
• Inclusion: the act of creating environments in which any individual or
group can be and feel welcomed, respected, supported, and valued
to fully participate.
5. Key #1: Expand the definition
• Equity: the guarantee of fair treatment, access, opportunity, and
advancement while at the same time striving to identify and eliminate
barriers that have prevented the full participation of some groups.
6.
7. Key #2: Executive Sponsorship + Cross
Department initiatives
• Sponsorship + Ownership > “Buy In”
–Executives should have DEI-related work as an integral part of their annual performance
review
•Example: Anti-oppression and anti-racism training
–Beyond words: Execs must lead by example
•Statements are great, actions are better
•Example: Resources and support in solidarity of partners and allies
• Entities made up of multiple departments need to be established to
own the work, holding all Execs accountable
–Finance + Marketing + Engineering + HR + ??
–Pushes accountability into every section of an organization
–Gives wider access and more voices
–Example: The Sierra Club Staff Diversity Team
8. Key #3: Managers are accountable
• Creating inclusive and equitable environments
–Assessed via 360 or other tool
• Recruitment and promotion activities are consistent and
assessed regularly
• Conflict resolution and group dynamics skills are part of
managerial training
9. Key #4 Program is professionally staffed
• Professional skills include:
– Adult education theory and knowledge of learning
styles
– Study of privilege, racism, sexism and other societal
exclusions
– Program design/delivery
– Impact assessment
– Group dynamics
– Organizational development
10. Corollaries to Key #4
• Corollary #1: Program is ADEQUATELY staffed.
– “Chief Diversity Officer” should be as resourced as the Chief
Financial Officer
• Question: does your CFO do all the billing, payroll, and
accounting journal entries themselves? (answer: probably
not…)
– A title, without power or resources, will not make any genuine
difference
• Corollary #2: Recommendations for organizational changes from DEI
Program staff should be taken as seriously as from the CFO, CMO or
other senior leadership.
11. Summary:The Four Keys
• Expand the approach to include Equity and Inclusion
• Executive sponsorship + Cross Department teams
• Management Accountability
• Professional staff with appropriate skills
13. Additional Resources / Reading
Management/Executive Responsibility:
http://hbr.org/2013/09/great-leaders-who-make-the-mix-work
Conference Board Report on DEI Practicioner competency model:
http://www.conference-board.org/pdf_free/councils/TCBCP005.pdf
The White Privilege Conference:
www.whiteprivilegeconference.com
Contact Joshua or Jessica:
Jessica.Ronald@sierraclub.org
jrameyrenk@gmail.com linkedin.com/in/rameyrenk
Editor's Notes
Its crucial to start with common set of language and terms so when we are talking about diversity, equity and inclusion or DEI that we all are starting from a similar foundation.
Diversity is sometimes mistaken or conflated with a specific identity category, like race or gender.
When we use this term at Sierra Club we are working from a definition from the National Multicultural institute that encompasses psychological, physical, and social differences including but not limited to race, ethnicity, nationality, religion, socioeconomic status, education, marital status, language, age, gender and gender expression, sexual orientation, mental or physical ability, and learning styles. A diverse group, community, or organization is one in which a variety of social and cultural characteristics exist.
Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. Diverse groups are more effective than homogenous groups when they are welcoming and inclusive of differences.
We chose equity and not equality for a very specific reason. The notion behind equality is an even distribution of resources and opportunity to ensure fairness. While equity on the other hand strives to identify and eliminate barriers that have prevented the full participation of some groups in order to guarantee fair treatment, access, opportunity, and advancement.
You can see from this image that there are three individuals trying to see over the fence to watch a baseball game. The first image on your left is an equality approach-- each individual gets one box of the same size, so resources were distributed evenly. But as you can tell from the image, individual needs were not taken into account so not everyone had an equal outcome or experience. Some folks were still unable to watch the game adequately. The second image is an equitable approach. Individual needs were considered and applied, so that everyone got what they needed for an effective or just outcome. And you can see the individual on the right needed two boxes while the individual on the left didn’t need any additional resources to see the game. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups. At Sierra Club, we are striving for a full examination of all the impacts and variables, including social and systemic concerns, for more just and fair outcomes.
Can you think of examples of this in your work?