Diversity inclusion part1
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Transcript of Diversity inclusion part1
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Achieve True DIVERSITYin Today’s Culturally
Blended Society
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What Is It?
Diversity?
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According to the U.S. Census Bureau, the majority of people in the U.S will identify as people of color within the
next 40 years. Statistics from the U.S. Dept. of Commerce show the minority
business community is growing at twice the rate of the general business
population.
forbes.com/sites/entrepreneursorganization/2013/12/04/3-diversity-strategies-to-help-companies-thrive/
Why We Care
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Top 5 WORST Paying States for LatinasNJ - .42 cents
• CA - .42.9 cents• TX – 44.2 cents• WA – .46.5 cents• UT – .47 cents
Talent Mgt. JAN/FEB 2016. P.42.
According to U.S. Census Bureau, black & Latino women working full time experience the most
significant wage gap, earning a respective $.60 & $.55 on every $1 men earned in 2014.
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5 U.S. Segments:What Makes ‘Em
“TICK?”
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1. Matures• Born before 1945. • 10% of workforce.• Influenced by the
Military.• 30 million people.• Most affluent group.• The 1st Generation.• Delayed Gratification -
work first, pleasure later!
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2. Baby Boomers• Born 1945-1964.• Most influential group.• 80 million people.• Workaholics!• Work ethic defined by time.• Important to be a team
member.• Contributors to the team
are cherished.• Honor trust, loyalty, and
responsibility, but distrust authority.
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3. Gen Xers• Born 1964-1980.• Prove it to me.• 45 million people.• Loyal to people, NOT
companies.• Move from job-to-job more
frequently.• Carpe Diem – Seize the
day!• Grew up with AIDS &
MTV. Value flexibility, life options, and achieving job satisfaction.
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4. Millennials/GenY• Born after 1980.• 75 million people.• Instant gratification.• Quick feedback.• Busy outside of work.• Reward with time.• Optimistic.• Grew up in prosperous times. High
expectations, seek meaning in their work. Career goals aligned with becoming rich (81%) and famous (51%.)
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5. iGen/GenZ• Post-Millenials.• Comfortable with
tech/social media savvy.• Came of age 9/11 &
Great Recession.• Insecure/unsettled.• “Innovative,
entrepreneurial, highly conscious of their futures and the challenges they face.“
- Patrick Cooper
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“Organizations which excel at leveraging diversity (including the hiring and advancement of women and non-white men into senior management jobs, and providing a climate conducive to contributions
from people of diverse backgrounds) will experience better financial performance in the long run than organizations which are not effective in managing
diversity.”Equalitymagazine.com
Benefits
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• The benefits your organization derives from achieving true diversity & inclusion extend far beyond legal compliance to include:– More effectively connecting with customers;– Motivating your employees;– Fostering greater innovation and creativity, as people
from different backgrounds challenge each other and having people from different backgrounds fosters a constantly evolving culture;
– Become a preferred employer, which makes YOUR job easier;
– A MUCH larger recruiting pool;
Benefits
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• The benefits your organization derives from achieving true diversity:– Ability to conduct business in more markets across
cultural boundaries;– Facilitates more agile learning culture;– IT’S NOT PUNISHMENT; IT’S A
TRUE, LASTING COMPETITIVE ADVANTAGE!
Benefits
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Challenges Persist
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• More equitable pay and gender-balanced employment.
• Huge influx of non-White professionals in the workforce.
• White males still dominate management.• Aging workforce.• Surface-level versus deep-level diversity. • Infusion of veterans.
Challenges
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“A study of 700+ US companies found that implementing
diversity training programs has little positive effect and may even decrease representation of black women. Most people
assume that diversity policies make companies fairer for women and minorities, though the data suggest otherwise.
Even when there is clear evidence of discrimination at a company, the presence of a diversity policy leads people
to discount claims of unfair treatment. In previous research, we’ve found that this is especially true for members of
dominant groups and those who tend to believe that the system is generally fair. In another set of experiments, we
found that diversity initiatives also seem to do little to convince minorities that companies will treat them more fairly.”
Tessa Dover, Cheryl Kaiser, Brenda Major
https://hbr.org/2016/01/diversity-policies-dont-help-women-or-minorities-and-they-make-white-men-feel-threatened
Diversity Can Backfire
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Leveraging Employee Differences for
Optimal Performance
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• Target your recruiting efforts to specific groups.
• Women and minorities show greater interest in employers that customize their recruiting efforts to them.
• Place an emphasis on fairness and objectivity in employee selection.
• Similarities in personality traits with co-workers critical for career success.
Ensuring Diversity
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Strong Partnerships
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“What do all high performers in our
company - across all positions – have in
common?”
www.workforce.com/articles/21787-the-big-lie-of-hiring-for-cultural-fit
Ask Your Managers
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• Risk-takers.• Thrive in chaos.• Work independently.• Self-motivated.• Respond well to change.• Leaders.• Strong relationship-builders.• Great teammates.• Problem-solvers/Critical thinkers.• What do YOU look for?
Seek Specific Attributes