Post on 19-Dec-2015
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Global Leaders Embracing Inclusion for Success
Doug Harris The Kaleidoscope Group, LLC
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Kaleidoscope Group History• Full service diversity consulting firm headquartered in Chicago
• Founded by Bea Young, a recognized pioneer and leader in diversity
• Led by Doug Harris, CEO, an internationally recognized presenter and diversity & inclusion consultant
• U.S. Certified minority-owned business enterprise (MBE)
• Has assisted organizations with successfully managing culture change and creating inclusion for over 30 years
• Comprised of 21 staff and 55 associates located across the globe
• Strategic alliance partners for specialized diversity needs
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The Kaleidoscope Team
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Celebrations!
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Are you happy to be here?
A. YesB. No
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Today’s Objectives
• Broaden understanding of Diversity & Inclusion
• Explore the global trends and business impacts
• Understand the role of leadership in achieving global D&I success
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Today’s Agenda
• Understanding Diversity and Inclusion• Changing Demographics• Global Inclusive Leadership– Authentic– Agile– Aligning
• Global Inclusive Leadership Indicators
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UNDERSTANDING DIVERSITY AND INCLUSION
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How well do you know your story?
1. Not well2. Somewhat well3. Well4. Very well
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What comes to mind when you hearthe words Diversity and Inclusion?
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Definitions of Diversity & Inclusion
DiversityVariety of abilities, skills, experiences and cultural backgrounds, in all stakeholders.
InclusionTo value and leverage differences to achieve superior results.
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Dimensions Of Diversity
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Evolution of Diversity and Inclusion
GLOBAL INCLUSION
Compliance
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Inclusion ModelD
iver
se
Repr
esen
tatio
n
Engagement
“Temporary Employment”
“Inclusion”
“Archaic” “Traditional Network”
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Where do you see your organization on the Inclusion Model (real vote)?
1. Archaic2. Temporary
Employment3. Traditional Network4. Inclusion
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Impacts of Inclusion
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CHANGING DEMOGRAPHICS
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US Census Bureau Global Talent Availability - 2020
18
China – 10m
Russia – 6mUSA – 17m
Japan – 9m
Germany – 3m
France – 3m
UK – 2m
Italy – 2m
Spain – 3m
Australia – 0.5m
India + 47m
Brazil + 3m
Mexico + 5m Egypt + 4m
Malaysia + 1m
Indonesia + 5m
Philippines + 5m
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In the U.S., what is the ratio of Whites to People of Color over the age of 70?
1. 1:12. 3:13. 6:14. 9:1
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In the U.S., what is the ratio of Whites to People of Color under the age of 10?
1. 1:12. 2:13. 3:14. 4:1
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What percentage of Companies with more gender-diverse boards outperform companies with non-diverse boards ?
1. 61%2. 53 % 3. 45 %4. 37%
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What group makes up the largest percentage of today’s workforce?
1. Mature before 45
2. Boomers 46-643. Gen X 65-824. Gen Y (Millennials) 83-2002
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4 Generations in the Workforce
Mature (Veterans, Silent Generation)
Born 1909-194516%
Baby BoomersBorn 1946-1964
26%
Generation X (Xers)
Born 1965-197622%
Generation Y (Millennials, Echo Boomers)
Born 1977-1995
36%
The age range of the U.S. workforce spans approximately 60 years and is usually broken out into the following categories:
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What fraction of the world’s college students are from developing nations?
1. 2/32. 3/53. 1/24. 1/4
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Global Inclusive Leadership
HONORING
Authentic
AgileAligning
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Do you consider yourself aGlobal Inclusive Leader?
1. No2. Somewhat3. Yes
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AUTHENTIC
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Authentic
Preserving a core identity while leading in different contexts.
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7 years old
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Junior High School Picture
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High School Graduation Picture
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Omega Psi Phi in college 1980
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Tufts University Basketball Team
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Procter & Gamble
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Enlisted Army Soldier
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Me and My Wife in the 80’s
Christel Harris
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My Kids
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Me and My wife Today
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Deacon Harris
Rock of Ages Baptist Church
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My Values• Appreciation• Satisfaction• Forgiveness• “Clutch” Performer• Recovery• Respect
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What are the results of being Authentic?
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AGILE
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Cultural Competence
It is how you think, believe and demonstrate inclusive behaviors.
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Cultural Competence Journey
Think(Listen and Expand thoughts)
Internalize(Assess, Understand and Challenge Biases)
Demonstrate(Adapt, Modify or Change Behavior)
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Key to Agility
• Understanding• Identifying• Managing perspective / bias
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SIZING ACTIVITY
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Definition of Sizing
• The level of importance we give to an action, behavior, event and/or occurrence based on our view of the world.
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Polling Process
• You will be given several topics
• You are to size the importance of that topic
• The sizing options are extra large, large, medium and small
• You may define those words however you like
• You will be given 5 seconds to respond to each topic
• The polling will be discussed at tables
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POLLING SAMPLE
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Happiness at work
1. Extra Large2. Large3. Medium4. Small
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Sizing Poll HandoutTOPIC Extra Large Large Medium Small
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POLLING QUIZ
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Poll #1: Threat of North Korea
1. Extra Large2. Large3. Medium4. Small
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Poll #2: Same Sex Marriage
1. Extra Large2. Large3. Medium4. Small
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Poll #3: Working for a Manager You Don’t Like
1. Extra Large2. Large3. Medium4. Small
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Poll #4: ObamaCare
1. Extra Large2. Large3. Medium4. Small
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Poll #5: Gang Violence
1. Extra Large2. Large3. Medium4. Small
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Poll #6: Homelessness
1. Extra Large2. Large3. Medium4. Small
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Poll #7: Women in Leadership
1. Extra Large2. Large3. Medium4. Small
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Poll #8: Religious Beliefs
1. Extra Large2. Large3. Medium4. Small
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Poll #9: First Black President
1. Extra Large2. Large3. Medium4. Small
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Poll #10: Your Opinion Not Being Heard
1. Extra Large2. Large3. Medium4. Small
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Polling ResultsTOPIC Extra Large Large Medium Small
1. Threat of North Korea
2. Same Sex Marriage
3. Disliked Manager
4. ObamaCare
5. Gang Violence
6. Homelessness
7. Women in Leadership
8. Religions Beliefs
9. 1st Black President
10. Your Opinion Heard
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Table Discussion
• Reactions• What stands out?• Any surprises?
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Key Learning Points
• How we size things is based on our life experiences
• You’re not wrong for sizing it the way you do; you are wrong if you think that’s the right or only size
• We ought to value others’ size• It’s important to consider “weighted input”• We learn the most from those who “size” things
differently from us
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Strength of Perspectives • Thought – Has something on their mind, has not committed to a
point of view
• Opinion - Has a point of view but still open to question
• Conviction – Has an opinion no longer open to be changed
• Judgment - Believes any other opinion is wrong or less valuable than own
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Perspectives ApplicationPersonal Decisions Relationships
TalentBusiness Decisions
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Managing Biases
• Recognize the bias
• Understand the impact of the bias
• Consider best option to address the impact
• Possibly change the bias
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How well do you manage your biases?
1. Not well2. Somewhat well3. Well4. Very well
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What are the results of being Agile?
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ALIGNING
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Aligning
Connecting all constituents in ameaningful and impactful way to drive
outcomes.
Oxford dictionary: Put into correct or appropriate relative positions
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Aligning Expectations
Individually complete the following statements from your perspective.• I feel valued when…• If someone wanted to motivate me, I would prefer…• I work well when. . .• A good working relationship for me consists of. . .
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Pair Exercise• Pair with someone you do not know well. • Share how you finished each of the four
statements.• Where are there similarities? Where are
there differences?• Agree on what you can do to effectively work
together given your differing expectations.
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What stood out about the exercise?
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1 “Like me” Agreement
Homogeneous Inconsistent
1 ½ Different but “Like me”
Fitting in Assimilation Average
2 Tolerate Differences
Superficial “Nice” Good
3 Desire Differences
Healthy Dialogue
Inclusive Exceptional
“True Inclusion”
1+1 Belief Behavior Culture Performance
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Which stage best representsyour organization?
1. 12. 1 ½3. 24. 3
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What are the results of Alignment?
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Individual Growth
80
• 7 black guys, 7 white guys• 4 extremely wealthy, 4 extremely poor, and everywhere in
between• 6 republicans, 8 democrats – wasn’t split across racial
lines• 8 inner city, 4 suburban, 2 farmers• 1 gay guy – found that out 10 years later• 1 Lou Gehrig’s disease has been in a wheelchair for 15
years – last time we all saw each other• First one passed away in March 2012• Second one passed away in early 2013• 1 billionaire today• 2 have done jail time
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Thank You!
Thanks
Xie xie
DANKE
Arigato Khop Khun Mak Gracias Dankie
Nuhun
Dhanyavaad
merci
Shukran Gazillan Wado
Sukran
Dekuji
Efharisto Toda
Ahsante