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Overview Inclusion & Diversity - students
- 1. 1 COLLECTIVELY CELEBRATING OUR INDIVIDUALITY DIVERSITY IN THE WORKPLACE
- 2. TODAY WE WILL… • Develop and enhance understanding of today’s diverse workforce • Discuss what how company’s engage diversity and inclusion at work • Share best practices on engaging today’s workforce • Discuss the benefits of focusing on diversity and inclusion • Call to action – how you can begin to create the inclusive companies you want to work within
- 5. 5 DIVERSITY, INCLUSION & BELONGING Diversity: Who we are • The variety of people and ideas within an organization: Including underlying differences such as thought styles, religion, sexual orientation, nationality, and education. Inclusion: What we should do • Leaders should be intentional in leveraging and utilizing the diverse perspectives of the team to discover innovative solutions, services and products. Belonging: What we believe • An environment in which people feel involved, respected, valued, and connected, and to which individuals bring their authentic selves (e.g., their ideas, backgrounds, and perspectives) to the team and business.
- 8. WHY DO WE NEED TO FOCUS ON DIVERSITY? CONSCIOUS BIAS – PREJUDICES PROGRAMMED AS PART OF OUR SURVIVAL MECHANISMS. RETILIAN BRAIN MECHANISM FOR SAFETY EX: “STRANGER DANGER” BIAS IS A PREJUDICE IN FAVOR OF OR AGAINST ONE THING, PERSON, OR GROUP COMPARED WITH ANOTHER UNCONSCIOUS BIAS – SOCIAL STEREOTYPES ABOUT CERTAIN GROUPS OF PEOPLE THAT INDIVIDUALS FORM OUTSIDE OF THEIR OWN CONSCIOUS AWARENESS. EX: “TATTOOS ARE UNPROFESSIONAL” “AFRICAN AMERICAN HAIR SHOULD BE STRAIGHTENED”
- 9. • DISCRIMINATION • MAKING A DISTINCTION IN FAVOR OF OR AGAINST, A PERSON BASED ON THE GROUP, CLASS, OR CATEGORY TO WHICH THE PERSON IS PERCEIVED TO BELONG RATHER THAN ON INDIVIDUAL ATTRIBUTES. • THIS INCLUDES TREATMENT OF AN INDIVIDUAL OR GROUP, BASED ON THEIR ACTUAL OR PERCEIVED MEMBERSHIP IN A CERTAIN GROUP OR SOCIAL CATEGORY, "IN A WAY THAT IS WORSE THAN THE WAY PEOPLE ARE USUALLY TREATED". BIAS + NEGATIVE IMPACT = DISCRIMINATION
- 10. DEMOGRAPHICS POPULATION 163.0 million 50.7% of total population = women MEDIAN AGE Women 39.1 YEARS Men 36.5 YEARS BUSINESS Women in Senior Management US Companies: 28.8% Women in Management U.S. Companies: 39.0% Women on Boards of Directors Fortune 500: 16.6% Women CEOs Fortune 500: 5% © 2017 DiversityInc WOMEN AT WORK
- 11. RACIAL & ETHNIC MINORITIES AT WORK
- 12. US DEMOGRAPHICS
- 14. WHY IS DIVERSITY & INCLUSION BENEFICIAL? Global companies with at least 1 woman on the board have higher average returns on equity, lower debt ratios and better average growth, according to a study of more than 2,000 global companies. BY THE CREDIT SUISSE RESEARCH INSTITUTE. Wall Street traders set prices more accurately — Ethnically diverse groups became 21% more accurate over time while ethnically similar groups became 33% less accurate over time, according to an academic study. “Scientific research is of a higher quality when done by a diverse research group.” ACCORDING TO KATHERINE W. PHILLIPS, PROFESSOR AND SENIOR VICE DEAN AT COLUMBIA BUSINESS SCHOOL. Academic papers written by diverse groups have a higher impact than papers written by people from the same ethnic group. Diversity in authors, whether by ethnicity, location, or references, leads to greater contributions to science. ACCORDING TO RESEARCHERS AT THE NATIONAL BUREAU OF ECONOMIC RESEARCH. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. In the United States, for every 10% increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8%.
- 15. FIVE LEVERS THAT DRIVE INCLUSION 1. INCLUSIVE LEADERS. 2. AUTHENTICITY. 3. NETWORKING AND VISIBILITY. 4. CLEAR CAREER PATHS. 5. COMPANY POLICY SUPPORT. EMPLOYEES WITH INCLUSIVE MANAGERS ARE 1.3 TIMES MORE LIKELY TO FEEL THAT THEIR INNOVATIVE POTENTIAL IS UNLOCKED. *CENTER FOR TALENT INNOVATION STEPS TO WORK TOWARDS INCLUSION WHAT ARE SOME WAYS WE CAN WORK TO BE MORE INCLUSIVE? • INVITE PARTICIPATION • BUILD DIVERSE TEAMS • SEEK OUT DIFFERENT PERSPECTIVES • ENCOURAGE “SPEAK UP” CULTURE • LEAD CONVERSATIONS ON INCLUSION • GROW DIVERSE LEADERSHIP
- 16. HOW DO WE INCREASE DIVERSITY IN THE WORKPLACE? - ATTRACTING - SELECTING - DEVELOPING - RETAINING DIVERSE EMPLOYEES CHALLENGES IN HIRING AND RETAINING DIVERSE EMPLOYEES 1. UNDERREPRESENTATION 2. CONFIRMATION BIAS 3. LACK OF SPONSORSHIP 4. CULTURAL NORMATIVE DIFFERENCE 5. INABILITY TO SHOW UP AUTHENTICALLY 6. LACK OF MENTORING & ADVANCED PREPARATION 7. LACK OF INTERNAL CONNECTIONS 8. BIAS BASED DISCRIMINATION (CONSCIOUS & UNCONSCIOUS) 9. LACK OF TRUE INCLUSION 10. GLASS CEILING
- 17. "A GROUP OF PEOPLE WHO HAVE A COMMON INTEREST OR PURPOSE." THESE GROUPS CONTRIBUTE TO BUSINESS SUCCESS THROUGH SEVERAL MEANS: • RECRUITMENT AND RETENTION • PRODUCT DEVELOPMENT • CREATING A POSITIVE AND SUPPORTIVE WORK ENVIRONMENT • HELPING TO DELIVER THE COMMITMENT TO DIVERSITY AND INCLUSION WHAT ARE SOME KEY DISTINGUISHERS OF THE SUCCESS OF THE GROUP? •FOCUSING ON BUSINESS CHALLENGES. •PROVIDING TANGIBLE BENEFIT FOR THE EMPLOYEES. •PRESENCE OF SENIOR LEADERS. •ACCOUNTABILITY FOR RESULTS. WHAT IS AN EMPLOYEE RESOURCE GROUP?
- 18. CALL TO ACTION SPEAK OUT • START AT HOME • USE YOUR PRIVILEGE FOR GOOD • SOCIAL MEDIA • CALL OR TWEET YOUR SENATOR AND/OR REPRESENATIVES • WRITE A LETTER – SNAIL OR EMAIL • MARCH & PROTEST – LIFT YOUR VOICE • DEVELOP SUPPORT FOR MINORITY GROUPS - ADVOCACY GENUINE CONNECTION + COMMUNICATION + EMPATHY + UNDERSTANDING + ADVOCACY CHANGE ADVOCACY = INCLUSION IN ACTION
- 19. THANK YOU!
Editor's Notes
- We know intuitively that diversity matters. It’s also increasingly clear that it makes sense in purely business terms. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. Companies in the bottom quartile in these dimensions are statistically less likely to achieve above-average returns. And diversity is probably a competitive differentiator that shifts market share toward more diverse companies over time. INSIGHTS: HOW MUCH DO YOU KNOW ABOUT DIVERSITY & INCLUSION? DO YOU INTENTIONALLY PRACETICE WAYS TO INCREASE YOUR KNOWLEDGE? WHAT SOURCES DO YOU RELY ON TO GET YOUR INFO?
- Go over what we want to get out of today’s session
- WHAT IS DIVERSITY? WHAT IS INCLUSION? WHAT DOES IT MEAN TO BELONG?
- WHAT IS DIVERSITY? IF DIVERSITY IS THE WHO AND BELONGING THE WHAT, INCLUSION IS “THE HOW”. INCLUSION IS THE BEHAVIOR THAT WELCOMES AND EMBRACES DIVERSITY. Diversity: Who we are The variety of people and ideas within an organization: Including underlying differences such as thought styles, religion, sexual orientation, nationality, and education. WHY IS GENETIC DIVERSITY IMPORTANT FOR THE SURVIVAL OF A SPECIES? Genetic diversity plays an important role in the survival and adaptability of a species. When a population's habitat changes, the population may have to adapt to survive; the ability of the population to adapt to the changing environment will determine their ability to cope with an environmental challenge. If all the viewpoints we hear come from people who are like us, we assume that we have the same information and the same perspective. We think we have the right answer and, since we don’t hear otherwise, we have no reason to think otherwise. It’s these beliefs, according to Phillips, that explain why creativity and innovation are more likely to spring from diverse rather than from identical groups. Inclusion: What we should do Leaders should be intentional in leveraging and utilizing the diverse perspectives of the team to discover innovative solutions, services and products. Invite participation build diverse teams seek out different perspectives encourage “speak up” culture lead conversations on inclusion grow diverse leadership Belonging: What we believe – Maslow’s hierarchy of needs… where do you think it falls? An environment in which people feel involved, respected, valued, and connected, and to which individuals bring their authentic selves (e.g., their ideas, backgrounds, and perspectives) to the team and business. The freedom to feel comfortable bringing your full self to work
- WHATS IS BIAS? HOW MANY FORMS OF BIAS ARE THERE?
- HOW MANY PEOPLE HAVE BIAS FOR OR AGAINST CERTAIN FOODS OR ACTIVITIES? HOW MANY PEOPLE FEEL THEY HAVE BIAS FOR OR AGAINST PEOPLE OR GROUPS? 1. BIAS – WE ALL HAVE IT 2. CONSCIOUS – SURVIVAL BASED BIAS UNCONSCIOUS BIAS IS FAR MORE PREVALENT THAN CONSCIOUS PREJUDICE AND OFTEN INCOMPATIBLE WITH ONE’S CONSCIOUS VALUES. CERTAIN SCENARIOS CAN ACTIVATE UNCONSCIOUS ATTITUDES AND BELIEFS.
- 2. DISCRIMINATION = HOW BIAS SHOWS UP BASED ON THE CIVIL RIGHTS MOVEMENT IN THE 60s, THOSE WHO WERE CONSIDERED MINORITIES IN AMERICA RECEIVED PROTECTIONS UNDER THE LAW Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of SEX, RACE, COLOR, NATIONAL ORIGIN, RELIGION AND NOW SEXUAL ORIENTATION. It generally applies to employers with 15 or more employees, including federal, state, and local governments. EEOC – Equal Employment Opportunity Commission Founded 1965 based on the civil rights act of 1964 To protect Title 7 protected classes in the workplace 3. THEY ALSO SAY THAT THEY DON’T VALUE IT OR “HAVE TIME” 1/3 of the 1,081 - active and passive job seekers surveyed last summer by the career Web site Glassdoor = have no opinion or say that diversity isn’t important when evaluating companies and job offers. WHEN ASKED IF DIVERSITY WAS IMPORTANT TO THEM IN A SUBSEQUENT SURVEY REGARDING HIRING MANAGERS 72% of female managers said diversity was important 62% of male managers said the same 90% of black respondents said diversity was IMPORTANT 84% of Asians 78% of Latinos 64% of white Katherine W. Phillips, professor and senior vice dean at Columbia Business School explained, “We work harder and prepare more thoroughly when we work with people who don’t look like us, because we anticipate receiving difficult questions or being challenged on our beliefs when we face someone with a different background. They have to work harder to make themselves understood. They have to consider alternatives. They might even have to change their mind.”
- Stats courtesy of DiversityInc.com and US Department of Labor. In celebration of the achievements of working women and the work still left to do, here are some facts about ladies and work. 57% of women participate in the labor force 70% of women with children under 18 participate in the labor force Mothers are the sole or primary breadwinner for a record 40% of households today compared with 11% of families in 1960. Women make up 64% of part-time workers and 43% of full time workers. Race and class also play a role in the disparity. White women make about 83 cents for every dollar a white man makes, black women only earn 65 cents and Hispanic women get 58 cents, according to Pew Research. The most common occupations for women are administrative assistants, teachers and nurses. The occupations that have the largest pay differences for women compared to men are financial mangers, educational administrators and accountants. Insights: Do these stats surprise you? Why?
- Insights: Do these stats surprise you? Why?
- Insights: Do these stats surprise you? Why?
- WHY IS DIVERSITY IMPORTANT TO THE SURVIVAL OF A BUSINESS? BENEFITS OF DIVERSITY Diverse and inclusive companies have better competitive edge. Diversity often mean higher financial performance. Diversity and inclusion bridge the talent gap. Diverse and inclusive organizations have increased adaptability. Diversity and inclusion promote creativity and innovation. Millennials seek diversity and inclusion at work. 86% of millennial females and 74% millennial males consider company policies on diversity, equality, and inclusion during their job hunt. This is especially important because millennials are now the largest generation in the US workforce. POTENTIAL CONSEQUENCES OF A LACK OF DIVERSITY AND INCLUSION Less employee satisfaction and productivity. Reduced employee retention. Risk of being left behind. Loss in potential Marketshare & Revenue BAD PRESS.
- STEPS TO WORK TOWARDS INCLUSION INCLUSIVE LEADERS SIX BEHAVIORS: Ensuring that team members speak up and are heard; Making it safe to propose novel ideas; Empowering team members to make decisions; Taking advice and implementing feedback; Giving actionable feedback; Sharing credit for team success AUTHENTICITY Everyone expends energy by repressing parts of their persona in the workplace in some way. 37% of African-Americans and Hispanics 45% of Asians say they “need to compromise their authenticity” to conform to their company’s standards of demeanor or style. Women in the S.T.E.M. industries shows that, regardless of gender, acting “like a man” can provide an advantage in becoming a leader in these fields. NETWORKING AND VISIBILITY For women and people of color, the key to rising above an uneven playing field is sponsorship. A sponsor = senior-level leader who elevates an employees visibility within the corridors of power, advocates for key assignments and promotions for them, and leverages their reputation for the protégé’s advancement. Having a sponsor increases the likelihood of being satisfied with the rate of career advancement. Conversely, lack of sponsorship increases someone’s likelihood of quitting within a year. CLEAR CAREER PATHS For minorities the map to career success is murky. 29% say their career isn’t satisfying 23% feel stalled in their careers. COMPANY POLICY SUPPORT If the company’s mission & values or ethical standards support inclusion, it will grow and sustain. EMPLOYEES WITH INCLUSIVE MANAGERS ARE 1.3 TIMES MORE LIKELY TO FEEL THAT THEIR INNOVATIVE POTENTIAL IS UNLOCKED. Their research found that women are doing it more, LGBT people are doing it more, people of color are doing it more. And the study also shows that white men cover to a degree as well—almost 50% of the men in their study. They have a political affiliation that's unlike their peers, or they have a disability, or they are married to a woman of color.
- WHAT IS THE ACTUAL WORK? ATTRACTING SELECTING DEVELOPING RETAINING DIVERSE EMPLOYEES CHALLENGES IN HIRING AND RETAINING DIVERSE EMPLOYEES UNDERREPRESENTATION – Don’t aspire to what you don’t see CONFIRMATION BIAS – You look to find what you already “know” or feel LACK OF SPONSORSHIP – Women & Minorities need advocates who have a seat to pull out a chair for them CULTURAL NORMATIVE DIFFERENCE – All cultures are different including white culture. Some norms conflict, feed stereo-types and create bias based discrimination INABILITY TO SHOW UP AUTHENTICALLY – You will not live long where you are unable to live. TRULY LIVE the truest expression of yourself LACK OF MENTORING & ADVANCED PREPARATION – Everyone needs a mentor, but women & minorities need people that “get their struggle” to help integrate into the culture LACK OF INTERNAL CONNECTIONS – Feeling like you are a part of the culture is important BIAS BASED DISCRIMINATION (CONSCIOUS & UNCONSCIOUS) – When you are the only one, you stand out and your differences are highlighted and you aren’t able to be “normal” LACK OF TRUE INCLUSION – Many companies don’t foster an environment of inclusion where everyone is able to bring their full selves to work because the culture is so important and many times homogenous. GLASS CEILING – Inability to reach the true heights of your capability.
- EMPLOYEE RESOURCE GROUPS (ALSO KNOWN AS ERGS, AFFINITY GROUPS, OR BUSINESS NETWORK GROUPS) ARE GROUPS OF EMPLOYEES WHO JOIN TOGETHER IN THEIR WORKPLACE BASED ON SHARED CHARACTERISTICS OR LIFE EXPERIENCES. The role of an ERG is to act as a “voice” for an identity group; actively attract, develop, and retain talent; develop new business opportunities; promote the Brand; community outreach. Focus on business challenge. ERGs need to clearly contribute to the business, either through increasing retention and engagement or by working directly on a business problem. Challenges may include issues such as: how to retain more women at senior levels, how to build better relationships with suppliers in India, or how to improve customer service to Latinos. Tangible benefit for the employees. Without a clear benefit to participants, it’s likely the ERG will be little more than an opportunity to socialize. Benefits may range from career development perks, such as an expanded network or exposure to senior executives, to useful, practical advice, such as the name of a reliable babysitter, Presence of senior leaders. Having senior people in the room lends credibility to the ERG and shows the company cares about what’s being done there. It also provides senior leaders with a venue to meet with and hear the concerns of people at different levels of the company. Accountability for results. A well-run ERG will have a charter that includes goals. Your company needs to keep the ERG accountable for achieving those goals and regularly check that the ERG is aligned with company priorities.
- If Discrimination is BIAS IN ACTION, then ADVOCACY is INCLUSION IN ACTION