2013 SHRM Talent Management

Conference & Exposition

Steve LowiszAuthor, Educator, International Speaker

Presented By:

The Journey Toward Cultural Inclusion

Session Title:

Monday – April 15th 2013

• What is the definition of diversity?

• What is the definition of inclusion?

• How do we create a culture of inclusion?

• Where do we find diverse talent?

• How do we engage/recruit diverse talent?

What is it?RSITYDIVE

• Diversity is NOT ‘representation’• Diversity is NOT ‘affirmative action’• Diversity is NOT ‘tolerance’• Diversity is NOT about addressing past historical inequities• Diversity is NOT about making everyone look, think, or act

the same• Diversity is NOT treating all of our differences the same• Diversity is NOT about asking people to change their

personal beliefs and values

What Diversity is NOT?

• Diversity IS understanding we are different

• Diversity IS understanding how we are different

• Diversity comes in multiple flavors:• Identity Diversity – Who we are• Value Diversity – What we believe• Cognitive Diversity – What you

know • Behavioral Diversity – How you act

• Diversity IS the different ingredients

What Diversity IS?

differencethe

What is it?

INCLUSION

Diversity is the nounInclusion is the verb

• Inclusion IS about relationships• Inclusion IS interacting with those that are different from

you• Inclusion IS creating an environment that fully utilizes the

unique contributions/abilities of each person• Inclusion IS accepting differences• Inclusion IS mixing the ingredients in a way that makes the

recipe work

What Inclusion IS?

Diversity is the noun, Inclusion is the verb

Creating a Culture of Inclusion

Inclusion Doesn't Work When…

• Not understanding the real business case for diversity/inclusion

• Afraid of opening Pandora’s box (especially management)

• Mis/Under-representation – we have “color” in our ranks, isn't that enough?

• Focus only on diversity not understanding inclusion – Fear of bringing focus on our differences

• Not understanding inclusion is the responsibility of the company

Create an environment where INDIVIDUALScan achieve their highest potential.

The Goal ofInclusion:

How do we recruit Diverse Talent?

4 Building Blocks:

4. Divide and Conquer – who does what

The Building Blocks to Inclusion

1.Define the Imperative – shift from color to inclusion

2. Walk Before you Run – do your research3. Back to Basics – what have we forgotten

The Building Blocks to Inclusion

• Stop using ‘diversity’ and ‘inclusion’ as a club • Education:

• Diversity is not just about different colors• Diversity is embracing different cultural lenses – why we

think, act and are motivated differently• Talk openly about differences and create an environment

where it’s ok to ask WHY• Embrace and understand others’ differences – does providing

a prayer room create the environment that drives better results?

Walk before you RUN

We do not live in a ‘one size fits all’ world

Understand the ‘cultural’ norms of individual candidates

• Ethnic• Generational• Religious• Gender• Physical• Etc.

Candidate Candidate DimensionsDimensions

Personality

Ethnicity

Gender Age

Race

Candidate DimensionsCandidate Dimensions

Dimension 1 – Personality• Individual likes, dislikes, values, and beliefs• Shaped early in life• Influenced by, and influences the other three dimensions

Dimension 2 – Internal Dimension• Individual has no control of these• Forms the core of most diversity efforts• First thing we see in others and often make assumption as a

result

Dimension 3 – External Dimension• Individual has some control over and might change over time• Usually forms the basis for careers and work styles• Usually forms the basis for who we choose as friends and

decisions we make in hiring and firing

Dimension 4 – Organizational Dimension• Aspects of culture found in work/career settings• Development or promotion are impacted by this layer

Candidate DimensionsCandidate Dimensions

• Are you recruiting based only on ethnic, generational or racial stereotypes?

• Do you really know what motivates your potential candidate pool?

• As the recruiter/HR professional, can you inform your hiring manager of the candidate motivations?

• Global vs. Local/Individual research

Walk before you RUN ?

1. Operation Rolodex

• Recently hired managers and employees of ALL backgrounds were directly solicited to provide names from their professional and personal networks – focus on but NOT limited to individuals of a profile.

• Captured more than 400 names and engaged more than 60%.

BACK TO BASICS

Example – Financial Services Organization 4 key initiatives

BACK TO BASICS

Example – Financial Services Organization 4 key initiatives

2. Network Referral Programs• Partnered with Associated Networks and created a

referral competition• Highest performing Network awarded $20k scholarship in

their name at the college of their choice• Delivered more than 250 referrals – More than 60%

non-white male

BACK TO BASICS

Example – Financial Services Organization 4 key initiatives

3. Boomerang Recruitment• Identified previous 5 years of voluntary terms by location,

function, level, and projected needs• Dedicated resources to research and locate people –

Facebook, LinkedIn, Research, Deep Web Search, etc.• Customized approach to reengage – hiring manager,

executive, recruiter, etc.• Identified more than 400 names and reengaged with

more than 175

BACK TO BASICS

Example – Financial Services Organization 4 key initiatives

4. Private Receptions• Partnered with LOCAL diversity organizations – shifted

from national to local and regional partnerships in key markets only

• Co-sponsored event with business partner to defer costs• Offered executive speaker and networking opportunity• Conducted 13 private receptions – in excess of 1000

attendees• Engaged more than 100 current candidates and created

future pipeline of more than 350

Divide and Conquer

ExecutiveExecutiveTeamTeam

Recruiting/Inclusion Recruiting/Inclusion TeamTeam

OrganizationalOrganizationalTeamTeam

• Leaders to speak at Professional Association meetings

• Leaders to hold seats on LOCAL Chapter Boards

• Leaders to speak at “private receptions’

• On-site Private receptions with an educational offering, guest speaker and/or industry seminar to attract passive candidates.

• Associated Networks invited to attend.

• Focus on specific geographies, not specific demographics

• Provide support for mentorship and volunteer events in local community.

• Videos on website – testimonial from ALL ethnicities, races, genders – not just “minorities”

• Participate in private receptions and Associated Network events.

Build personal, one-on-one relationships with candidates

2013 SHRM Talent Management

Conference & Exposition

Steve LowiszAuthor, Educator, International Speaker

Presented By:

The Journey Toward Cultural Inclusion

Session Title:

Monday – April 15th 2013