Diversity – Moving From Color
To Cultural Inclusion
Presented By: Stephen Lowisz
2012 Talent Management Conference & Expos...
• What is the definition of diversity?
• What is the definition of inclusion?
Why?
The Impact of
Diversity on
Business
Performance.
RSITY
DIVE
Reason #1:
Inclusion Directly Influences
Increased Revenues/Profits
Asians, African Americans and Hispanics represent
near...
Practical Example:
When we forget about
diversity.
NO VA =It Doesn’t Go!
(Matador/Hospital)
Reason #2:
A Diverse
Workforce Can
Improve
Problem Solving
Diverse work teams have a
broader base of experience
to draw fr...
Reason #3:
The Labor Pool is Becoming More Diverse
Minorities are the fastest growing part of the labor force
• Hispanic l...
Why?
Do diversity
initiative fail?
Recruiting Initiatives
Fail Because…
• Not understanding the real business case for
diversity
• Lack of honest criticism o...
It’s all a
PT Barnum General Tom Thumb
Diversity
The world is filled with
absolutely unique people
We have a tendency to
think WE are the norm
Our tendency is to look
arou...
The Problem
• Each person is doing the same thing
• We are looking at them saying we are
normal and they are weird
• They ...
Bottom Line:
•We don’t see each other, the
world, or ourselves objectively –
we see things subjectively.
•We don’t see oth...
Confronting a Problem
Sense of Self
Status of Leader
Archetypes
• Tendency of a group to behave a certain way.
Stereotypes
• Belief that all members of a cultural group behave...
Observations
What does real inclusion
look like?
Diversity is the mix, inclusion is making the mix work.
Relationship chal...
Observations
What does real inclusion
look like?
The three basic stages to cultural inclusion:
•Me – What do I believe? Wh...
Common Differences:
•Sign for ‘OK’
o Japan – Now may we talk about money
o Southern France – It has no value
o Spain, EU –...
Diversity – Moving From Color
To Cultural Inclusion
Presented By: Stephen Lowisz
2012 Talent Management Conference & Expos...
2012 Talent Management Conference - From Color to Cultural Inclusion
2012 Talent Management Conference - From Color to Cultural Inclusion
2012 Talent Management Conference - From Color to Cultural Inclusion
2012 Talent Management Conference - From Color to Cultural Inclusion
Upcoming SlideShare
Loading in …5
×

2012 Talent Management Conference - From Color to Cultural Inclusion

432 views

Published on

Diversity is more than skin deep. The color of our skin may make us look different, but do we really understand the try meaning of diversity?

Published in: Business, Career
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
432
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
4
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

2012 Talent Management Conference - From Color to Cultural Inclusion

  1. 1. Diversity – Moving From Color To Cultural Inclusion Presented By: Stephen Lowisz 2012 Talent Management Conference & Exposition
  2. 2. • What is the definition of diversity? • What is the definition of inclusion?
  3. 3. Why? The Impact of Diversity on Business Performance. RSITY DIVE
  4. 4. Reason #1: Inclusion Directly Influences Increased Revenues/Profits Asians, African Americans and Hispanics represent nearly $1.4 trillion annually in consumer spending (13.8% of nation’s total buying power) One general advertisement, product, or service geared for all consumers will miss many potential consumers Companies gain extensive insight from its diverse workforce to understand cultural effects of buying decisions in the marketplace Companies with a diverse workforce have shown reduced costs associated with turnover, absenteeism and low productivity
  5. 5. Practical Example: When we forget about diversity. NO VA =It Doesn’t Go! (Matador/Hospital)
  6. 6. Reason #2: A Diverse Workforce Can Improve Problem Solving Diverse work teams have a broader base of experience to draw from when problem solving The presence of minority views creates a higher level of critical analysis Study proved that properly managed diverse teams produced scores that were 6 times higher than non- diverse teams Diverse work teams have been found to increase creativity and innovation that generates revenues
  7. 7. Reason #3: The Labor Pool is Becoming More Diverse Minorities are the fastest growing part of the labor force • Hispanic labor force is projected to grow by 34% by 2014 • Asian labor force is projected to grow by 32% by 2014 • African American labor force is projected to grow by 17% by 2014 • White male labor force is projected to grow by 7% for 2014 • By 2014 white men will only be 43% of the labor force with woman and minorities making up 57% Workforce is becoming more global • North America and Europe is only expected to produce 3% of the world’s new labor over the next 10 years • Asia is expected to produce more then 75% of world’s new labor force over the next 10 years
  8. 8. Why? Do diversity initiative fail?
  9. 9. Recruiting Initiatives Fail Because… • Not understanding the real business case for diversity • Lack of honest criticism of diversity programs – doing the same thing everyone else is. • Lack of complete buy-in from the entire organization (especially middle management) • Under representation – we show diversity in our ads, isn’t that enough? • Focus only on diversity not understanding inclusion -Fear of focusing on our differences.
  10. 10. It’s all a
  11. 11. PT Barnum General Tom Thumb
  12. 12. Diversity
  13. 13. The world is filled with absolutely unique people We have a tendency to think WE are the norm Our tendency is to look around and look at others as weird When we think something is “right”, that’s the way we think It should be. Others are wrong Reality
  14. 14. The Problem • Each person is doing the same thing • We are looking at them saying we are normal and they are weird • They are saying they are normal and we are weird! Why are business relationships often so difficult?
  15. 15. Bottom Line: •We don’t see each other, the world, or ourselves objectively – we see things subjectively. •We don’t see others as they are, we see them through the lens of who we are (the lens of subjectivity). •We can look at the same situation, act differently, and both be right! (Ticket & Time)
  16. 16. Confronting a Problem
  17. 17. Sense of Self
  18. 18. Status of Leader
  19. 19. Archetypes • Tendency of a group to behave a certain way. Stereotypes • Belief that all members of a cultural group behave according to the archetype for the group. What is the impact on recruiting? stereotype
  20. 20. Observations What does real inclusion look like? Diversity is the mix, inclusion is making the mix work. Relationship challenges stem from messed up thinking. Strong relationships stem from right thinking. Inclusion starts by calling out our differences, not minimizing them. •Diversity is not about different colors, its different cultural lenses. •Others are not supposed to think like you or act like – they have different experiences unlike you! •From pharmaceuticals to shoes
  21. 21. Observations What does real inclusion look like? The three basic stages to cultural inclusion: •Me – What do I believe? Why do I believe that? •Them – What do others believe? Why do they believe that? (Perspective) •Us – Understand the gap. Is the difference personal or cultural? o Trust – Aggressive vs hiding o Respect – Yes mam, yes sir
  22. 22. Common Differences: •Sign for ‘OK’ o Japan – Now may we talk about money o Southern France – It has no value o Spain, EU – Indecent sexual sign •You’ve put on weight! o Africa – you look physically healthier or had a nice holiday •Sign for ‘2’ o Greece – Go to hell!
  23. 23. Diversity – Moving From Color To Cultural Inclusion Presented By: Stephen Lowisz 2012 Talent Management Conference & Exposition

×