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One
can be diverse
Designing Tomorrow’s Organisational Cultures
With Company - Lisbon
21 November - 2019
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
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Designing Tomorrow’s
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Rui Quinta
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#1
#you
Designing Tomorrow’s
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Examples of personification
Myers- Briggs
Designing Tomorrow’s
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Let’s do it
Kidding.
I had to start somewhere.
Designing Tomorrow’s
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Tom Kelley
The Anthropologist
The Experimenter
The Cross-Pollinator
The Hurdler
The Collaborator
The Director
The Set Designer
The Experience Architect
The Caregiver
The Storyteller
Designing Tomorrow’s
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Scott Belsky
The Doer
The Dreamer
The Incrementalist
Salim Ismail
The Visionary
The User Experience Designer
The Programmer
The Financier
What Ray Dalio is doing
to define people:
Designing Tomorrow’s
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The Baseball Cards
and The Dots
Designing Tomorrow’s
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In creating the attributes for our baseball cards, I used a combination
of adjectives we already used to describe people, like “conceptual”,
“reliable”, “creative” and “determined”; the actions people took or didn’t
take such as “holding others accountable” and “pushing trough to results”;
and terms from personality tests such as “extroverted” or “judging”. Once
these card were established I created a process to have people evaluate
each other, with the people rated highest in each dimension (e.g. “most
creative”) having more weight on the ratings of other people in that
dimension. People with proven track records in a certain area would get
more believability, or decision-making weight, within that area.
Principles
Ray Dalio
Designing Tomorrow’s
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Designing Tomorrow’s
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Adjectives + Actions + Personality
Designing Tomorrow’s
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Believability
Designing Tomorrow’s
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Real time feedback
Designing Tomorrow’s
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Algorithmic Decision Making
Are we that complex?
Designing Tomorrow’s
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You bet we are.
More complex than you think.
Designing Tomorrow’s
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#2
Diversity of mind
Designing Tomorrow’s
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Being a strong believer in the noncentralised of consciousness, in its
distributedness, I tend to think that although any individual's consciousness
is primarily resident in one particular brain, it is also somewhat present in
other brains as well, and so when the central brain is destroyed, tiny
fragments of the living individual remain - remain alive, that is.
I am a strage loop
Douglas Hofstadter
Designing Tomorrow’s
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What?
Designing Tomorrow’s
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Designing Tomorrow’s
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Our experience of the world
includes the experience
of other people.
Designing Tomorrow’s
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What we are, is determined
by us in relation to others
Designing Tomorrow’s
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Situatedness.
Says Mathew Carter who wrote
“The world beyond your head”
Designing Tomorrow’s
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I am others because
I am the others
Designing Tomorrow’s
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Ask my wife.
Designing Tomorrow’s
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I’m at least
10 different
people.
Designing Tomorrow’s
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But I’m not the only one.
When people can bring different aspects of their identities
to bear on their work, they are more creative.
The progress principle
Teresa Amabile and Steven Kramer
Designing Tomorrow’s
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Designing Tomorrow’s
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To avoid cognitive
entrenchment and adapt,
we take and transform.
Designing Tomorrow’s
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And we all do it
in different modes,
when defining ourselves.
#3
Modes of sensing
Designing Tomorrow’s
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We need both focused frogs and visionary birds. “Birds fly high in the air
and survey broad vistas of mathematics out to the far horizon. They
delight in concepts that unify our thinking and bringing together diverse
problems from different parts of the landscape. Frog slide in the mud
below and see only the flowers that grow nearby. They delight in the details
of particular objects, and they solve problems one at the time.
Freeman Dyson
Designing Tomorrow’s
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Designing Tomorrow’s
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frog vs visionary
bird
Designing Tomorrow’s
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formal vs informal
Designing Tomorrow’s
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left brain vs right brain
Designing Tomorrow’s
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slow vs fast
Designing Tomorrow’s
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variation vs conformity
when considering people,
Designing Tomorrow’s
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sometimes it’s
not one or the other.
Designing Tomorrow’s
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It’s both.
Designing Tomorrow’s
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Like most Nobel Laureates.
Designing Tomorrow’s
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Designing Tomorrow’s
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vs
Designing Tomorrow’s
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vs
Designing Tomorrow’s
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&
…or all.
Designing Tomorrow’s
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…if you’re a group.
Designing Tomorrow’s
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Designing Tomorrow’s
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The 5 Strategists
Designing Tomorrow’s
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The 5 Strategists
Designing Tomorrow’s
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Rui HenriqueTiago Juliana Miguel
#4
Modes of being
Designing Tomorrow’s
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Designing Tomorrow’s
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woman vs man
gender
Designing Tomorrow’s
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straight vs gay
sexual orientation
Designing Tomorrow’s
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black vs white
ethnicity
Designing Tomorrow’s
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poor vs rich
context
Designing Tomorrow’s
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left vs right
politics
Designing Tomorrow’s
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catholic vs buddhist
religion
Designing Tomorrow’s
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here vs there
location
Designing Tomorrow’s
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good vs bad
education
Designing Tomorrow’s
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loads vs beginner
experience
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59 vs 21
age
think about it.
Designing Tomorrow’s
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when considering
people - in some of these
categories - it can be
one or the other
Designing Tomorrow’s
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in a moment in time.
Designing Tomorrow’s
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it also can be all - and so much
more - throughout time.
Designing Tomorrow’s
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Life is not binary.
It’s generalist.
Designing Tomorrow’s
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#5
The generalist
company
Designing Tomorrow’s
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Companies who can
be everyone
Designing Tomorrow’s
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#6
The perfect Fit
Designing Tomorrow’s
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“But everyone doesn’t fit
our culture.”
Designing Tomorrow’s
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That’s right, but the idea that
it can, can help you think about
diversity in a significantly
different way
Designing Tomorrow’s
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IDEO
Designing Tomorrow’s
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Instead of Fit, IDEO hires for cultural contribution.
It asks, What’s missing from our culture? And them
it goes and looks for that.
“We want our organisations to get more interesting over time. That’s the
kind of cultural complexity that help us see around corners.”
Brave New Work
Aaron Dignan
PATA
GONIA
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Patagonia employees have diverse political, social, and religious beliefs.
That’s as it should be. And not everyone wants to change the world, but
we want the company to feel like home for those who do.
New employees coming into a company with a strong culture and values
may think that they shouldn't rock the boat and shouldn't challenge the
status quo. On the contrary, while values should never change, every
organisation, business, government or religion must be adaptive and
resilient and constantly embrace new ideas and methods of operation.
Let my people go surfing
Yvon Chouinard
ADOBE
Designing Tomorrow’s
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People disagree and fight for their beliefs only when they are engaged
enough to care. Those who are especially argumentative, opinionated, and
polarising therefore play an important role in your company, as they
prevent you from settling the familiar or easy solution and keep you
questioning your norms. So long as they share your mission, these
instigators, are your greatest protection from groupthink and harmful
compromise.
The Messy Middle
Scott Belsky
NASA
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The experiments showed that an effective problem-solving culture was one
that balanced standard practice - whatever in happened to be - with forces
that pushed in the opposite direction. If managers were used to process
conformity, encouraging individualism helped them to employ
“ambidextrous thought” and learn what works in each situation. If they
were used to improvising, encouraging a sense of loyalty and cohesion did
the job.
The trick was expanding the organisations range
by identifying the dominant culture and then
diversifying it by pushing in the opposite direction.
Range - How generalist trumps in a specialised world
David Epstein
Hire for contribution;
for what’s contrary; for
polarisation; for the opposite.
For Diversity.
Designing Tomorrow’s
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#7
You man world
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The Glass Pyramid
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You’ll know what this is, right?
Designing Tomorrow’s
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Getting
the numbers right.
Designing Tomorrow’s
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The World Economic Forum’s 2018
report noted that the economic gap
between women and men changed
little in 2018 versus 2017 and will still
take more than 200 years to close.
Designing Tomorrow’s
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The World Economic Forum’s 2018
report noted that the economic gap
between women and men changed
little in 2018 versus 2017 and will still
take more than 200 years to close.
Designing Tomorrow’s
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Create a Gender-balanced Workplace
Ann Francke
Over 80 per cent of FTSE 350 companies
now have a gender diversity policy.
Designing Tomorrow’s
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Over 80 per cent of FTSE 350 companies
now have a gender diversity policy.
Designing Tomorrow’s
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Create a Gender-balanced Workplace
Ann Francke
Only 15 per cent report them.
Designing Tomorrow’s
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An MIT study found that professional
services firms that switched from the all-
male or (more rarely) all-female offices
boosted their revenues by 41%. As Dame
Cilla Snowball, Chair of the Women's
Business Council, said, "The bottom line is
that diversity is good for everybody.
Women and men."
Designing Tomorrow’s
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An MIT study found that professional
services firms that switched from the all-
male or (more rarely) all-female offices
boosted their revenues by 41%. As Dame
Cilla Snowball, Chair of the Women's
Business Council, said, "The bottom line is
that diversity is good for everybody.
Women and men."
Designing Tomorrow’s
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Create a Gender-balanced Workplace
Ann Francke
Gender because…
Designing Tomorrow’s
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If you “get” gender, you more readily “get” other forms of diversity
Dame Helena Morrissey
Designing Tomorrow’s
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A recent study showed
that companies in the top quartile for gender
and ethnic diversity were 15 percent
and 35 percent more likely to outperform
those in the bottom quartile respectively.
Designing Tomorrow’s
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Brave New Work
Aaron Dignan
As you seen, there’s some
good and -mostly- bad news
Designing Tomorrow’s
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#8
For good,
in and out
Designing Tomorrow’s
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An inclusive and diverse business is not just a good thing to do. It is also
a business imperative. A more diverse workplace is not just a better place
to work. It makes us a better business, too
CEO of Diageo
Ivan Menezes
Designing Tomorrow’s
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Designing Tomorrow’s
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IN
Creativity
Engagement
Better Business Decisions
Attraction
Retention
Flexibility of Thought
Openness
Better teams
GOOD
Designing Tomorrow’s
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IN
Creativity
Engagement
Better Business Decisions
Attraction
Retention
Flexibility of Thought
Openness
Better teams
OUT
Market Fit
Branding Boost
Financial Performance
Differentiation
Innovation
Less Risk
Recognition
Social Concern
GOOD
Innovation happens at the edge of reason, and you can’t reach the edge
with a team of similar people.
The Messy Middle
Scott Belsky
Designing Tomorrow’s
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but it’s difficult
Designing Tomorrow’s
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Gender, racial, and cultural differences do make having Radically Candid
relationships harder. It’s scarier when people look different, speak a
different language, or practice a different religion. We are all more likely
to be “ruinously empathetic” or “obnoxiously aggressive” or
”manipulatively insincere” toward people who are different from us.
Learning how to push ourselves and others past this discomfort, to relate
to our shared humanity, can make a huge difference.
Radical Candor
Kim Scott
Designing Tomorrow’s
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So how to do it?
Designing Tomorrow’s
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Be intolerant with business
practices behind the times
Designing Tomorrow’s
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if you’re are ahead of time.
Designing Tomorrow’s
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and then,
Designing Tomorrow’s
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#9
Make progress visible
Designing Tomorrow’s
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People can’t argue
with data.
Designing Tomorrow’s
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Even if it’s good or bad,
like some of the numbers we’ve
seen before,
Designing Tomorrow’s
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define targets,
Designing Tomorrow’s
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define and treasure
what you want to mesure,
Designing Tomorrow’s
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Create a Gender-balanced Workplace
Ann Francke
and keep an achievement log.
Designing Tomorrow’s
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While doing that,
Designing Tomorrow’s
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avoid your predictable
irrationality
Designing Tomorrow’s
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b i a s
Designing Tomorrow’s
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and, as an example,
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hire invisibly.
Designing Tomorrow’s
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The Boston Symphony Orchestra increased its number of female
performers simply by introducing a curtain to prevent the assessment
panel from seeing who was playing. They focused instead on the music, and
the proportion of women in the orchestra rose from 5.5 per cent to 35
percent. More and more firms are promoting gender, social, and ethnic
diversity through blind CV recruitment.
Create a Gender-balanced Workplace
Ann Francke
Designing Tomorrow’s
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#10
Why words matter
Designing Tomorrow’s
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Lead
Analyse
Competitive
Confident
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Support
Responsible
Understanding
Committed
Lead
Analyse
Competitive
Confident
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Support
Responsible
Understanding
Committed
MaleFemale
Lead
Analyse
Competitive
Confident
Support
Responsible
Understanding
Committed
MaleFemale
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Why Pink?
Be aware of your choices.
Be aware of the past.
Designing Tomorrow’s
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b i a s e d
Designing Tomorrow’s
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By the matter called society.
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Well, one leading UK job site analysed the most
commonly used male - and female-gendered
words in more than 75000 job ads.
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They produced a "gender bias decoder" you can
use to check your job ads - and there are other
apps as well. The Linkedin website enables
recruiters to see how men and women respond
differently to emails so that they can adjust
their language and imagery.
Designing Tomorrow’s
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Create a Gender-balanced Workplace
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Other examples
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ACCEN
TURE
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Accenture made the language it used to recruit IT professionals more
female-friendly, and saw a greater share of female applicants.
Create a Gender-balanced Workplace
Ann Francke
ATLA
SSIAN
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The Intriguing start-up Textio uses AI software to identify words that put
women off. When the Australian software giant Atlassian used Textio's
software, it saw an 80% increase in the hiring of women in technical roles
over a two-year. Once you've got the language right, make sure you get a
balanced list of candidates.
Create a Gender-balanced Workplace
Ann Francke
“We value diversity of all kinds. In the United States, women hold nearly
50% per cent of upper management positions. We don’t do as well in
Europe and Japan for a variety of reasons; primarily the culture resists it,
and we have not made it a priority to trim and mentor our best women
employees to be managers. We hope to do a better job at this.
Let my people go surfing
Yvon Chouinard
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
words.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#11
Changing what
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
People, Culture, Processes, Journey, Tools,
Mindset, Values, Mission, System, Conditions,
Norms, Facts, Context, Structure, Legislation,
Quotas or Affordances?!
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
I believe that believingly creating the right
conditions or affordances will support
diversity and stimulate behavioural change.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
And then, measure because
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
“When the facts change, I change my mind”.
John Maynard Keynes
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
As a leader, no matter what you change,
you need to change to change the facts.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
As a leader, no matter what you change,
you need to change to change the facts.
And then get ready because it will be
happening again, and again, and again.
Continuously.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#12
All over again
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
We’re gender biased
with machines.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Do You Speak Human?
The study from Space10
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Siri, Alexa, Cortana,
and Google Home have mostly
women names and voices
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
This is not good news.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
If technology moves faster
than human ethics,
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
we’re…
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#13
Looking back
to look forward
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
V U C A
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
L U C A
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
L U C A
Last Universal Common Ancestor
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
With everything that lives
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
With everything that lives
adapts and evolves.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Like every human who had the
same common ancestor.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#14
It’s everyone’s
business
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Calling out, challenging and changing behaviours to improve culture is
everyone’s business, not just the CEO’s, If you shrug your shoulders, say it’s
just the way it is around here or it’s just Ted being Ted, then you’re
complicit in saying it’s okay. So don’t. Set a new norm. It really is everyone’s
responsibility to lead by example on this.
Create a Gender-balanced Workplace
Ann Francke
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
And like Mari and Eva said
in the morning, if you are the
company
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Help your company design itself
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
And,
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Change
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Instigate change
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Incentivise continuous
participatory change
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Ensure ever-growing diversity
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Because in the end it comes
down to leadership.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Sharon Ament - Director of the Museum of London
Breathing.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Closing.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Do you know what Canadian
Prime Minister Justin Trudeau
famously replied when asked
why his cabinet was 50%
female?
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#15
“Because it’s 2017”
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
#15
“Because it’s 2019”
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
If “one can be diverse”.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Diversify.
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Thank you
rui@with-company.com
www.with-company.com
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
https://medium.com/@ruiquinta
JUN 2019
with-company.com
transformative by design
® all rights reserved
lisbon 2019
Francisco
Full Stack Designer
PT
Tiago
Strategic Designer
PT
Lena
Anthropologist
AU
Marta
Anthropologist
PT
Rui
Strategic Designer
PT
Sofia
UX Designer and Researcher
PT
Ayuso
Visual Designer
and Illustrator
PT
Klemen
Motion and UX Designer
SL
Henrique
Creative Strategist
BR
Juliana
Brand and Design Strategist
BR
Maria
Multidisciplinary
Designer
PT
Rita
Psychologist
PT
Luis
Writer and Musician
PT
Miguel
Strategist
PT
Thomas
Product Designer
UK
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
Books:
Brave New Work
Aaron Dignan
Six Simple Rules
Yves Morveux and Peter Tollman
The World Beyond Your Head
Matthew Crawford
Strengths Based Leadership
- Great leaders, teams
and why people follow
Tom Rath and Barry Conchie
ReWork
Jason Fried and
David Heinemeier Hansson
Radical Candor
Kim Scott
Trans
Rogers Brubaker
The progress principle

Teresa Amabile and Steven Kramer
An Everyone Culture

Robert Kegan and Lisa Laskow Lahey
Range - How generalist trumps
in a specialised world
David Epstein
CREATION - The Origin of Life
Adam Rutherford
The Messy Middle
Scott Belsky
The 10 Faces of Innovation
Tom Kelley
Making ideas Happen
Scott Belsky
Exponential Organisations
Salim Ismail
Principles
Ray Dalio
Subliminal
Leonard Mlodinow
The Penguin and the Leviathan
Yochai Benkler
Zero to One
Peter Thiel
Create a Gender-balanced Workplace
Ann Francke
Let my people go surfing
Yvon Chouinard
I am a strage loop
Douglas Hofstadter
Links:
www.youtube.com/watch?v=tyaEQEmt5ls
https://www.youtube.com/watch?v=folETlLz3FM
https://space10.com/project/do-you-speak-human/
https://www.fastcompany.com/90369924/the-
effectiveness-of-blind-recruitment
Designing Tomorrow’s
Organisational Cultures
Rui Quinta
One can be diverse
with-company.com
® all rights reserved
References.

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One can be diverse. An essay on diversity.

  • 1. One can be diverse Designing Tomorrow’s Organisational Cultures With Company - Lisbon 21 November - 2019 Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 2. https:// www.youtube.com/ watch? v=tyaEQEmt5ls Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 3. #1 #you Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Examples of personification
  • 4. Myers- Briggs Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Let’s do it
  • 5. Kidding. I had to start somewhere. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 6. Tom Kelley The Anthropologist The Experimenter The Cross-Pollinator The Hurdler The Collaborator The Director The Set Designer The Experience Architect The Caregiver The Storyteller Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Scott Belsky The Doer The Dreamer The Incrementalist Salim Ismail The Visionary The User Experience Designer The Programmer The Financier
  • 7. What Ray Dalio is doing to define people: Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 8. The Baseball Cards and The Dots Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 9. In creating the attributes for our baseball cards, I used a combination of adjectives we already used to describe people, like “conceptual”, “reliable”, “creative” and “determined”; the actions people took or didn’t take such as “holding others accountable” and “pushing trough to results”; and terms from personality tests such as “extroverted” or “judging”. Once these card were established I created a process to have people evaluate each other, with the people rated highest in each dimension (e.g. “most creative”) having more weight on the ratings of other people in that dimension. People with proven track records in a certain area would get more believability, or decision-making weight, within that area. Principles Ray Dalio Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 10. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Adjectives + Actions + Personality
  • 11. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Believability
  • 12. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Real time feedback
  • 13. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Algorithmic Decision Making
  • 14. Are we that complex? Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 15. You bet we are. More complex than you think. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 16. #2 Diversity of mind Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 17. Being a strong believer in the noncentralised of consciousness, in its distributedness, I tend to think that although any individual's consciousness is primarily resident in one particular brain, it is also somewhat present in other brains as well, and so when the central brain is destroyed, tiny fragments of the living individual remain - remain alive, that is. I am a strage loop Douglas Hofstadter Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 18. What? Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 19. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Our experience of the world includes the experience of other people.
  • 20. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved What we are, is determined by us in relation to others
  • 21. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Situatedness. Says Mathew Carter who wrote “The world beyond your head”
  • 22. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved I am others because I am the others
  • 23. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Ask my wife.
  • 24. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved I’m at least 10 different people.
  • 25. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved But I’m not the only one.
  • 26. When people can bring different aspects of their identities to bear on their work, they are more creative. The progress principle Teresa Amabile and Steven Kramer Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 27. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved To avoid cognitive entrenchment and adapt, we take and transform.
  • 28. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved And we all do it in different modes, when defining ourselves.
  • 29. #3 Modes of sensing Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 30. We need both focused frogs and visionary birds. “Birds fly high in the air and survey broad vistas of mathematics out to the far horizon. They delight in concepts that unify our thinking and bringing together diverse problems from different parts of the landscape. Frog slide in the mud below and see only the flowers that grow nearby. They delight in the details of particular objects, and they solve problems one at the time. Freeman Dyson Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 31. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved frog vs visionary bird
  • 32. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved formal vs informal
  • 33. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved left brain vs right brain
  • 34. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved slow vs fast
  • 35. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved variation vs conformity
  • 36. when considering people, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 37. sometimes it’s not one or the other. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 38. It’s both. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 39. Like most Nobel Laureates. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 40. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved vs
  • 41. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved vs
  • 42. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved &
  • 43. …or all. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 44. …if you’re a group. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 45. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 46. The 5 Strategists Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 47. The 5 Strategists Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Rui HenriqueTiago Juliana Miguel
  • 48. #4 Modes of being Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 49. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved woman vs man gender
  • 50. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved straight vs gay sexual orientation
  • 51. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved black vs white ethnicity
  • 52. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved poor vs rich context
  • 53. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved left vs right politics
  • 54. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved catholic vs buddhist religion
  • 55. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved here vs there location
  • 56. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved good vs bad education
  • 57. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved loads vs beginner experience
  • 58. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved 59 vs 21 age
  • 59. think about it. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 60. when considering people - in some of these categories - it can be one or the other Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 61. in a moment in time. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 62. it also can be all - and so much more - throughout time. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 63. Life is not binary. It’s generalist. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 64. #5 The generalist company Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 65. Companies who can be everyone Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 66. #6 The perfect Fit Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 67. “But everyone doesn’t fit our culture.” Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 68. That’s right, but the idea that it can, can help you think about diversity in a significantly different way Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 69. IDEO Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Instead of Fit, IDEO hires for cultural contribution. It asks, What’s missing from our culture? And them it goes and looks for that. “We want our organisations to get more interesting over time. That’s the kind of cultural complexity that help us see around corners.” Brave New Work Aaron Dignan
  • 70. PATA GONIA Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Patagonia employees have diverse political, social, and religious beliefs. That’s as it should be. And not everyone wants to change the world, but we want the company to feel like home for those who do. New employees coming into a company with a strong culture and values may think that they shouldn't rock the boat and shouldn't challenge the status quo. On the contrary, while values should never change, every organisation, business, government or religion must be adaptive and resilient and constantly embrace new ideas and methods of operation. Let my people go surfing Yvon Chouinard
  • 71. ADOBE Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved People disagree and fight for their beliefs only when they are engaged enough to care. Those who are especially argumentative, opinionated, and polarising therefore play an important role in your company, as they prevent you from settling the familiar or easy solution and keep you questioning your norms. So long as they share your mission, these instigators, are your greatest protection from groupthink and harmful compromise. The Messy Middle Scott Belsky
  • 72. NASA Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved The experiments showed that an effective problem-solving culture was one that balanced standard practice - whatever in happened to be - with forces that pushed in the opposite direction. If managers were used to process conformity, encouraging individualism helped them to employ “ambidextrous thought” and learn what works in each situation. If they were used to improvising, encouraging a sense of loyalty and cohesion did the job. The trick was expanding the organisations range by identifying the dominant culture and then diversifying it by pushing in the opposite direction. Range - How generalist trumps in a specialised world David Epstein
  • 73. Hire for contribution; for what’s contrary; for polarisation; for the opposite. For Diversity. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 74. #7 You man world Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 75. The Glass Pyramid Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved You’ll know what this is, right?
  • 76. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 77. Getting the numbers right. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 78. The World Economic Forum’s 2018 report noted that the economic gap between women and men changed little in 2018 versus 2017 and will still take more than 200 years to close. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 79. The World Economic Forum’s 2018 report noted that the economic gap between women and men changed little in 2018 versus 2017 and will still take more than 200 years to close. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Create a Gender-balanced Workplace Ann Francke
  • 80. Over 80 per cent of FTSE 350 companies now have a gender diversity policy. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 81. Over 80 per cent of FTSE 350 companies now have a gender diversity policy. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Create a Gender-balanced Workplace Ann Francke
  • 82. Only 15 per cent report them. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 83. An MIT study found that professional services firms that switched from the all- male or (more rarely) all-female offices boosted their revenues by 41%. As Dame Cilla Snowball, Chair of the Women's Business Council, said, "The bottom line is that diversity is good for everybody. Women and men." Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 84. An MIT study found that professional services firms that switched from the all- male or (more rarely) all-female offices boosted their revenues by 41%. As Dame Cilla Snowball, Chair of the Women's Business Council, said, "The bottom line is that diversity is good for everybody. Women and men." Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Create a Gender-balanced Workplace Ann Francke
  • 85. Gender because… Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 86. If you “get” gender, you more readily “get” other forms of diversity Dame Helena Morrissey Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 87. A recent study showed that companies in the top quartile for gender and ethnic diversity were 15 percent and 35 percent more likely to outperform those in the bottom quartile respectively. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Brave New Work Aaron Dignan
  • 88. As you seen, there’s some good and -mostly- bad news Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 89. #8 For good, in and out Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 90. An inclusive and diverse business is not just a good thing to do. It is also a business imperative. A more diverse workplace is not just a better place to work. It makes us a better business, too CEO of Diageo Ivan Menezes Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 91. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved IN Creativity Engagement Better Business Decisions Attraction Retention Flexibility of Thought Openness Better teams GOOD
  • 92. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved IN Creativity Engagement Better Business Decisions Attraction Retention Flexibility of Thought Openness Better teams OUT Market Fit Branding Boost Financial Performance Differentiation Innovation Less Risk Recognition Social Concern GOOD
  • 93. Innovation happens at the edge of reason, and you can’t reach the edge with a team of similar people. The Messy Middle Scott Belsky Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 94. but it’s difficult Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 95. Gender, racial, and cultural differences do make having Radically Candid relationships harder. It’s scarier when people look different, speak a different language, or practice a different religion. We are all more likely to be “ruinously empathetic” or “obnoxiously aggressive” or ”manipulatively insincere” toward people who are different from us. Learning how to push ourselves and others past this discomfort, to relate to our shared humanity, can make a huge difference. Radical Candor Kim Scott Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 96. So how to do it? Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 97. Be intolerant with business practices behind the times Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 98. if you’re are ahead of time. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 99. and then, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 100. #9 Make progress visible Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 101. People can’t argue with data. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 102. Even if it’s good or bad, like some of the numbers we’ve seen before, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 103. define targets, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 104. define and treasure what you want to mesure, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Create a Gender-balanced Workplace Ann Francke
  • 105. and keep an achievement log. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 106. While doing that, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 107. avoid your predictable irrationality Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 108. b i a s Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 109. and, as an example, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 110. hire invisibly. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 111. The Boston Symphony Orchestra increased its number of female performers simply by introducing a curtain to prevent the assessment panel from seeing who was playing. They focused instead on the music, and the proportion of women in the orchestra rose from 5.5 per cent to 35 percent. More and more firms are promoting gender, social, and ethnic diversity through blind CV recruitment. Create a Gender-balanced Workplace Ann Francke Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 112. #10 Why words matter Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 113. Lead Analyse Competitive Confident Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Support Responsible Understanding Committed
  • 114. Lead Analyse Competitive Confident Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Support Responsible Understanding Committed MaleFemale
  • 116. Why Pink? Be aware of your choices. Be aware of the past. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 117. b i a s e d Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 118. By the matter called society. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 119. Well, one leading UK job site analysed the most commonly used male - and female-gendered words in more than 75000 job ads. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 120. They produced a "gender bias decoder" you can use to check your job ads - and there are other apps as well. The Linkedin website enables recruiters to see how men and women respond differently to emails so that they can adjust their language and imagery. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Create a Gender-balanced Workplace Ann Francke
  • 121. Other examples Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 122. ACCEN TURE Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Accenture made the language it used to recruit IT professionals more female-friendly, and saw a greater share of female applicants. Create a Gender-balanced Workplace Ann Francke
  • 123. ATLA SSIAN Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved The Intriguing start-up Textio uses AI software to identify words that put women off. When the Australian software giant Atlassian used Textio's software, it saw an 80% increase in the hiring of women in technical roles over a two-year. Once you've got the language right, make sure you get a balanced list of candidates. Create a Gender-balanced Workplace Ann Francke
  • 124. “We value diversity of all kinds. In the United States, women hold nearly 50% per cent of upper management positions. We don’t do as well in Europe and Japan for a variety of reasons; primarily the culture resists it, and we have not made it a priority to trim and mentor our best women employees to be managers. We hope to do a better job at this. Let my people go surfing Yvon Chouinard Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 125. words. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 126. #11 Changing what Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 127. People, Culture, Processes, Journey, Tools, Mindset, Values, Mission, System, Conditions, Norms, Facts, Context, Structure, Legislation, Quotas or Affordances?! Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 128. I believe that believingly creating the right conditions or affordances will support diversity and stimulate behavioural change. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 129. And then, measure because Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 130. “When the facts change, I change my mind”. John Maynard Keynes Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 131. As a leader, no matter what you change, you need to change to change the facts. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 132. As a leader, no matter what you change, you need to change to change the facts. And then get ready because it will be happening again, and again, and again. Continuously. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 133. #12 All over again Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 134. We’re gender biased with machines. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 135. Do You Speak Human? The study from Space10 Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 136. Siri, Alexa, Cortana, and Google Home have mostly women names and voices Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 137. This is not good news. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 138. If technology moves faster than human ethics, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 139. we’re… Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 140. #13 Looking back to look forward Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 141. V U C A Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 142. L U C A Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 143. L U C A Last Universal Common Ancestor Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 144. With everything that lives Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 145. With everything that lives adapts and evolves. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 146. Like every human who had the same common ancestor. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 147. #14 It’s everyone’s business Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 148. Calling out, challenging and changing behaviours to improve culture is everyone’s business, not just the CEO’s, If you shrug your shoulders, say it’s just the way it is around here or it’s just Ted being Ted, then you’re complicit in saying it’s okay. So don’t. Set a new norm. It really is everyone’s responsibility to lead by example on this. Create a Gender-balanced Workplace Ann Francke Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 149. And like Mari and Eva said in the morning, if you are the company Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 150. Help your company design itself Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 151. And, Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 152. Change Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 153. Instigate change Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 154. Incentivise continuous participatory change Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 155. Ensure ever-growing diversity Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 156. Because in the end it comes down to leadership. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved Sharon Ament - Director of the Museum of London
  • 157. Breathing. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 158. Closing. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 159. Do you know what Canadian Prime Minister Justin Trudeau famously replied when asked why his cabinet was 50% female? Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 160. #15 “Because it’s 2017” Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 161. #15 “Because it’s 2019” Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 162. If “one can be diverse”. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 163. Diversify. Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 164. Thank you rui@with-company.com www.with-company.com Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved https://medium.com/@ruiquinta
  • 165. JUN 2019 with-company.com transformative by design ® all rights reserved lisbon 2019 Francisco Full Stack Designer PT Tiago Strategic Designer PT Lena Anthropologist AU Marta Anthropologist PT Rui Strategic Designer PT Sofia UX Designer and Researcher PT Ayuso Visual Designer and Illustrator PT Klemen Motion and UX Designer SL Henrique Creative Strategist BR Juliana Brand and Design Strategist BR Maria Multidisciplinary Designer PT Rita Psychologist PT Luis Writer and Musician PT Miguel Strategist PT Thomas Product Designer UK Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved
  • 166. Books: Brave New Work Aaron Dignan Six Simple Rules Yves Morveux and Peter Tollman The World Beyond Your Head Matthew Crawford Strengths Based Leadership - Great leaders, teams and why people follow Tom Rath and Barry Conchie ReWork Jason Fried and David Heinemeier Hansson Radical Candor Kim Scott Trans Rogers Brubaker The progress principle
 Teresa Amabile and Steven Kramer An Everyone Culture
 Robert Kegan and Lisa Laskow Lahey Range - How generalist trumps in a specialised world David Epstein CREATION - The Origin of Life Adam Rutherford The Messy Middle Scott Belsky The 10 Faces of Innovation Tom Kelley Making ideas Happen Scott Belsky Exponential Organisations Salim Ismail Principles Ray Dalio Subliminal Leonard Mlodinow The Penguin and the Leviathan Yochai Benkler Zero to One Peter Thiel Create a Gender-balanced Workplace Ann Francke Let my people go surfing Yvon Chouinard I am a strage loop Douglas Hofstadter Links: www.youtube.com/watch?v=tyaEQEmt5ls https://www.youtube.com/watch?v=folETlLz3FM https://space10.com/project/do-you-speak-human/ https://www.fastcompany.com/90369924/the- effectiveness-of-blind-recruitment Designing Tomorrow’s Organisational Cultures Rui Quinta One can be diverse with-company.com ® all rights reserved References.