Given the current state of affairs, the workforce has changed dramatically as we recover from one of the worst global economic recessions in decades where major corporations have collapsed; people were devastated by job loss, budget cuts, high unemployment, personal financial loss, and some of the highest rates of stress and depression in history. These disruptions not only affect our performance and productivity on the job, they can spill over into every area of our lives.
In this highly engaging and informative session, Dr. Shirley Davis will share real life examples and compelling stories of how companies are reinventing their workplace cultures to accommodate and leverage a more diverse, global, and hyper-connected workforce, and how we as HR professionals can recover and reinvent ourselves to achieve success in today and in the future.
Learning Objective: Examine how resilience and adaptability can lead to creativity and innovation
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At the end of the session, participants will be able to:
1. Understand resilience, fear, and why both are important.
2. Identify opportunities to build and use resilience.
3. Articulate concepts around change, creativity, and innovation.
4. Develop a roadmap for exploring innovative ideas and developing creativity.
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Learning Objective: Discuss traits that help develop and expand your leadership repertoire
Are leaders born or made? How do aspiring managers succeed in an ever-changing business environment? How do they lead different groups to action? Throughout this seminar, we will explore how great leaders assess themselves, manage collaborative teams, and effectively manage negotiations and conflict.
At this seminar, participants will:
a. Discover how leaders communicate through storytelling and employ other communication strategies to influence.
b. Explore and analyze leadership styles.
c. Identify how organizations can develop team charters to optimize their groups and develop a game plan for effective negotiation.
Marsh Transforms Itself With Social Technology - HR Technology Conference 2012Ben Brooks
In October 2012 Laurie Ledford (CHRO of Marsh & McLennan Companies) and Ben Brooks (SVP of Marketing for Marsh) presented at the HR Technology Conference in Chicago. Video of the talk embedded at the end of the slides or at http://www.youtube.com/watch?v=mgXPDJEOyNM
Focus of the talk was how Marsh engineered a shift in culture using social media internally to drive business growth.
Learning Objective: Examine how resilience and adaptability can lead to creativity and innovation
Description: In moments of change comes our greatest ideas and innovation. Sometimes we struggle to organize ourselves in order to capitalize on those opportunities. In recent times of change and hardship, many are feeling it is difficult to move forward without a clear path and many unanswered questions looming overhead. Join us for this essential seminar on change and adversity to develop a plan for the unknown. Our panel of experts will address stress responses and uncover opportunities for resilience, while contemplating factors that should be left behind in a post-COVID environment. As we discuss transition phases, learn about the tools that will assist you in managing those factors that you can control while remaining open to the prospects that lay before you.
At the end of the session, participants will be able to:
1. Understand resilience, fear, and why both are important.
2. Identify opportunities to build and use resilience.
3. Articulate concepts around change, creativity, and innovation.
4. Develop a roadmap for exploring innovative ideas and developing creativity.
Technical career journeys come in various shapes, sizes and trajectories. Some begin with pursuit of a technical degree or certification, while others may opt for a mid-career shift. No matter the path, it can be intimidating to move into a field where not many people look like you. In this session, you will learn best practices for navigating your career and accelerating your journey to technical excellence and leadership.
Learning Objective: Discuss traits that help develop and expand your leadership repertoire
Are leaders born or made? How do aspiring managers succeed in an ever-changing business environment? How do they lead different groups to action? Throughout this seminar, we will explore how great leaders assess themselves, manage collaborative teams, and effectively manage negotiations and conflict.
At this seminar, participants will:
a. Discover how leaders communicate through storytelling and employ other communication strategies to influence.
b. Explore and analyze leadership styles.
c. Identify how organizations can develop team charters to optimize their groups and develop a game plan for effective negotiation.
Marsh Transforms Itself With Social Technology - HR Technology Conference 2012Ben Brooks
In October 2012 Laurie Ledford (CHRO of Marsh & McLennan Companies) and Ben Brooks (SVP of Marketing for Marsh) presented at the HR Technology Conference in Chicago. Video of the talk embedded at the end of the slides or at http://www.youtube.com/watch?v=mgXPDJEOyNM
Focus of the talk was how Marsh engineered a shift in culture using social media internally to drive business growth.
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Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
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Many of the companies offer similar perks and benefits, making it difficult for the employees to choose from. The differentiator among them is how employees are treated and what level of ownership and trust is given to them. To ease the hassle of the search for the employees, our team has assimilated a list of “The Top 20 Companies to Work for, 2020”. These featured organizations are promoting a modern working culture that enhances the productivity of its workforce. The culture implemented by these companies allows the employees to enjoy every bit of their work, persuades them to grow, and encourages them to focus on their personal life equally.
Dr. Marty Trevino, the Technical Director & Chief Scientist graced the cover of the renowned World’s Leaders Magazine as one of World's Most Inspiring Leaders to Watch in 2023
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You company culture is a powerful competitive advantage. Learn from Stanford professor, Charles O'Reilly, and Pomello co-founder, Catherine Spence, how to create a culture strategy, and use technology to manage culture effectively.
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Reinventing Diversity and Your Role as HR Professionals in an Era of Disruption
1. www.drshirleydavis.com
Dr. Shirley Davis, SPHR
Global Workforce Expert, Executive Coach, Author
President, SDS Global Enterprises, LLC
www.drshirleydavis.com
February 2015
Reinventing Diversity
in an Era of Disruption
and Reinventing Yourself
4. www.drshirleydavis.com 4
4
The Global Workforce is Changing
Women are
the focus of
85% of D & I
efforts
worldwide
10% of world’s
population
lives with a
disability
4/5
generations
in the
workforce
AGING
Workforce
Worldwide,
49% of
college
students
are women
LGBT Anti-
discrimination
laws in 52
countries
Globally, women
control nearly $12
trillion of the
overall $18.4
trillion in
consumer
spending
Islam now
makes up
21% of the
population
China will be
the top
economy in
2020 and India
is predicted to
claim that spot
by 2050
8. www.drshirleydavis.com
76% CEOs
are making
changes to their
strategy for
managing
talent
Sources: Forbes Insights. “Global Diversity and Inclusion: Fostering Innovation Through a Diverse Workforce”
July 2011; PWC 15th Annual Global CEO Survey 2012
8
31%
of employers
worldwide find it
difficult to fill
positions
53% of CEOs
see lack of key
skills as a major
challenge
12. www.drshirleydavis.com
Globally, just
35% of workers
are highly
engaged
Source: Towers Watson Global Workforce Study on Engagement, 2012
Highly Engaged
Unsupported
Detached
Disengaged
35%
22%
17%
26%
12
Employee Engagement
13. www.drshirleydavis.com
Priority Areas of Focus “Why it Matters”
Leadership
Is effective at growing the business
Shows sincere interest in employees’ well-being
Behaves consistently with the organization’s core values
Earns employees’ trust and confidence
Stress, balance and
workload
Manageable stress levels at work
A healthy balance between work and personal life
Enough employees in the group to do the job right
Flexible work arrangements
Goals and objectives
Employees understand:
The organization’s business goals
Steps they need to take to reach those goals
How their job contributes to achieving goals
Top Five Drivers of Engagement and
Retention
14. www.drshirleydavis.com
Priority Areas of Focus “Why it Matters”
Supervisors
Assign tasks suited to employees’ skills
Act in ways consistent with their words
Coach employees to improve performance
Treat employees with respect
Organization’s image
Highly regarded by the general public
Displays honesty and integrity in business activities
Top Five Drivers of Engagement and
Retention
16. www.drshirleydavis.com
The Evolution of Diversity & Inclusion
Diversity 1.0
1960s – 1970s
Stay Out of Trouble
1980s – 1990s
Diversity 2.0
Can’t We All Get Along;
It’s the Right Thing To Do
2000 – Present
Diversity 3.0
Diversity Helps Us Compete;
Be Relevant
The Future
Diversity 4.0
Sustainability; Global;
Innovation; Cultural
Competence
17. www.drshirleydavis.com
Race/Color
Gender
Age
Education
Socio-economic Status
Ethnicity
Native born/non native
Geographic
Location
Military Experience
Parental
Status
Smoker/Non smoker
Thinking Styles
Work Background
Religion
Functional Specialty
Communication Style
Marital Status
Beliefs Culture
Values
Behaviors
Visible
Diversity
Traits
Invisible
Diversity
Traits
The collective mixture of differences and similarities that includes for example,
individual and organizational characteristics, values, beliefs, experiences,
backgrounds, preferences, and behaviors. A few examples include:
Sexual OrientationPhysical Abilities/Qualities
PersonalityLevel in
Organization
Physical
Attributes
Definition of Workplace
Diversity
18. www.drshirleydavis.com
Inclusion Defined
The achievement of a work environment in which all individuals are
treated fairly and respectfully; have equal access to opportunities and
resources; and can contribute fully toward an organization’s success.
19. www.drshirleydavis.com
19
The D & I Business Case
• Increasingly more
diverse
• Top talent has
choices
Workforce: Talent
Acquisition
• Inclusion and
engagement highly
correlated
• Inclusion drives
innovation
• Losing great talent
costs millions
Workplace: Talent
Engagement & Retention
• Customers are more
diverse
Organizations need
to understand
different needs
Marketplace: Customers
Suppliers & Community
20. www.drshirleydavis.com
The Business Case for Diversity
Mutually
Beneficial
Partnership
Potential
Gains In
Service,
Quality & Cost
Savings
From
Current
To Diversity
Outcomes
To Business
Outcomes
20
Workforce Workplace Community
Workforce
with Best
Talent
Quality
Solutions
Inclusive Work
Environment
Marketplace Suppliers
Increased
Performance &
Innovation
Positive
Reputation
In all
Communities
Customer /
Member
Satisfaction
New &
Emerging
Markets,
Services,
Products
Customer /
Member &
Employee
Attraction &
Retention
21. www.drshirleydavis.com 21
Practitioner
Competencies
Strong
Business Case
Commitment
from the Top
Vision,
Mission, Strategy
Recruiting &
Sourcing
Retention
Training &
Development
OnboardingCommunications
Marketing,
Advertising,
Branding
Leveraging Employee
Diversity
Strategic Alliances &
Partnerships
Corporate Social
Responsibility
Member/ Customer
Experience
Supplier/Vendor
Diversity
Measurement &
Accountability
Strategic Diversity
& Inclusion
Framework
21
22. www.drshirleydavis.com
Diversity & Inclusion:
Best Practices
22
1. Lead the effort from the top
2. Make diversity a core value
3. Build an infrastructure to
support diversity
4. Focus on diversity in the
entire talent pipeline
5. Network intensively with
business-unit managers
6. Launch Business Resource
Groups
7. Revise business processes to
support diversity
8. Set clear diversity targets
9. Cast a wide recruiting net
10. Offer appropriate management
incentives
11. Make diversity training a way of life
12. Focus on the business case for
diversity
13. Establish metrics and track
progress
Source: 2009 Global Diversity & Inclusion: Perceptions, Practices, & Attitudes (SHRM)
24. www.drshirleydavis.com
1. Human Resource Technical Expertise and Practice
2. Relationship Management
3. Consultation
4. Organizational Leadership and Navigation
5. Communication
6. Global and Cultural Effectiveness
7. Ethical Practice
8. Critical Evaluation
9. Business Acumen
Reinventing Yourself as an HR Professional
9 Primary Competencies: Elements for HR Success
http://www.shrm.org/HRCompetencies/Pages/default.aspx
24
26. www.drshirleydavis.com
Recognize Your Value
26
When you reinvent yourself, you…
• Live life without regrets
• Live life with purpose
• Live life with passion
• Live full and die empty
• Leave a lasting legacy
27. www.drshirleydavis.com
Shirley Davis, Ph.D., SPHR
Website: www.drshirleydavis.com
Email: drshirleydavis@gmail.com
Phone: +1-410-917-4421
Follow me on: Twitter (@DrShirleyDavis)
Facebook Fan Page (The Success Doctor)
LinkedIn (Dr. Shirley Davis)
SDS Enterprises, LLC
A Global Workforce Solutions Firm