Unleashing Innovation and Results Through Diversity ......Innovation requires a mix of people and...

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© Exponential Talent LLC 2017. All rights reserved. A Strategic Framework Unleashing Innovation and Results Through Diversity & Inclusion

Transcript of Unleashing Innovation and Results Through Diversity ......Innovation requires a mix of people and...

Page 1: Unleashing Innovation and Results Through Diversity ......Innovation requires a mix of people and behaviors INNOVATION, BRAND & BUSINESS VALUE Diversity Inclusion Diversity = the mix

© Exponential Talent LLC 2017. All rights reserved.

A Strategic Framework

Unleashing Innovation and Results

Through Diversity & Inclusion

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*Gay, Lesbian, Bisexual and Transgender

Gender Identity Ethnicity Persons with

DisabilitiesGeneration GLBT* National

Identity

Thought

Work Style

Inclusion is getting the mix to work together

Diversity is the mix of talent

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“If people think alike then no matter how smart they are

they most likely will get stuck at the same locally

optimal solutions. Finding new and better solutions,

innovating, requires thinking differently. That’s why

diversity powers innovation.”

- Scott Page, The Difference, 2007

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Innovation requires a mix of people and behaviors

INNOVATION,

BRAND &

BUSINESS

VALUE

InclusionDiversity

Diversity =

the mix of thinkers

Diverse perspectives

outperform IQ on

innovation tasks…

Inclusion =

getting the mix

to collaborate

…when they have

interactions that

encourage and leverage

unique perspectives.

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Three levers can diversify the mix of talent:

RECRUITMENT

ADVANCEMENT

RETENTION

InclusionDiversity

Diversity levers

To improve diversity, it is vital for companies to address all three of these levers that impact a diverse mix of talent:

recruitment, advancement and retention. Some companies, for example, focus primarily on hiring diverse talent, only to

learn that they fail to retain those hires over time. Steady progress in all three of these areas produces sustained change.

INNOVATION,

BRAND &

BUSINESS

VALUE

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Diversity offers opportunity and challenge

Potential for

innovation

Potential for

team conflict

InclusionDiversity…but also…

Because the potential for conflict is greater among people who differ the most from one another, diverse teams need strong

inclusive cultures to enable them to innovate.

INNOVATION,

BRAND &

BUSINESS

VALUE

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Inclusive culture

Key attributes of inclusive culture are:

EQUALIZING

MATTERING

BELONGING

COLLABORATING

SUCCEEDING

InclusionDiversity

Each organization needs to develop its own blueprint for what the attributes of its inclusive culture will be. Exponential

Talent’s research-based model guides companies to define their individual blueprint. Exponential Talent also helps

organizations assess the inclusiveness of their culture, primarily through new or existing employee surveys or through focus

groups and interviews.

INNOVATION,

BRAND &

BUSINESS

VALUE

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Manage

Tension

Tensions need management

InclusionDiversity

Strategies to diversify the mix of talent in an organization often need to focus on specific demographic groups that are

underrepresented such as women, specific racial or ethnic groups or people with disabilities. These strategies often must be

exclusive in their design if they are to be fully effective in increasing underrepresented groups. This reality may create short-

term tensions with inclusion goals. If these dynamics of exclusivity are not actively managed, an unintended consequence

can be backlash toward individuals in underrepresented groups.

INNOVATION,

BRAND &

BUSINESS

VALUE

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Inclusion is a journey

Magnify strengths and continuously reduce gaps1

Achieve industry benchmarks2

Lead the industry3

Sustain leadership4

A company’s diversity and inclusion strategy

needs to be tailored to its current level of

maturity.

By continuously improving over time, companies

are able to achieve greater and greater results.

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INNOVATION,

BRAND &

BUSINESS

VALUE

Change

Sustainability

InclusionDiversity

Sustained results require change management focus

LEADERSHIP &

ACCOUNTABILITY

COMMUNITIES &

PARTNERSHIPS

COMMUNICATION

& EDUCATION

D&I RESOURCES

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Change takes a multi-level approach

Leaders & Board

Managers & Teams

Employees

Customers, Suppliers &

Partners

Comprehensive, sustainable change requires effective

engagement of critical stakeholders. To embed inclusivity in

the culture of the organization, change has to occur at

multiple levels. Top down, bottom up and middle out

strategies should all be considered to develop a portfolio of

effective change.

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Process to develop diversity & inclusion strategy

• Engage key stakeholders

• Listen, understand and

analyze

‒ Analyze HR data

‒ Review equity data

‒ Analyze employee surveys

‒ Benchmark as possible

‒ Conduct D&I focus groups,

interviews or surveys

• Review current D&I efforts

and HR processes

• Create vision and long-

term goals

• Determine priorities for

change

• Design solutions

• Plan actions and timeline

• Define accountability

• Develop change

management plan

• Align leadership

• Implement accountability

and governance

• Launch pilots and/or roll

out solutions

• Lead and inspire change

• Educate and

communicate

• Engage communities

and allies

• Measure results

• Evaluate effectiveness

• Celebrate wins

• Plan and implement

improvements

Assess Plan Act Improve

A robust strategic planning process is a productive way to inclusively engage critical stakeholders and build alignment for a

plan of action. An inclusive approach to strategic planning is one way to model and demonstrate inclusion and engaging

multiple perspectives to create a better, more effective strategy.

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Output of diversity & inclusion strategy process

Key questions Key strategy elements

Why D&I

Vision

Goals

Priorities

Actions

Measures and

accountability

Change plan

What should we change and why?

What’s our vision and goals?

What are our priorities?

Which actions should we invest in?

How do we engage and align stakeholders?

What will make change “stick”?

How will we measure progress?

Who is accountable for change?

The diversity and

inclusion strategy

process helps

organizations ask and

answer key questions.

Some questions address

the long-term such as

vision and goal

questions.

Other questions address

the near-term such as

priorities and actions.

When the process is

complete, the diversity

and inclusion strategy

has the elements shown

at the right.

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Reference

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Change

Sustainability

InclusionDiversity

INNOVATION,

BRAND &

BUSINESS

VALUE

Summary: D&I strategy framework

RECRUITMENT

RETENTION

ADVANCEMENT

EQUALIZING

MATTERING

BELONGING

COLLABORATING

SUCCEEDING

LEADERSHIP &

ACCOUNTABILITY

COMMUNITIES &

PARTNERSHIPS

COMMUNICATION

& EDUCATION

D&I RESOURCES

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For More Information Contact Us:

Molly Anderson

President & Founder

[email protected]

Michelle Angier

Senior Director, Diversity and Inclusion

Strategies

[email protected]

Denise Gammal, PhD

Senior Director, Diversity and Inclusion

Strategies

[email protected]

Rebecca Perrault

Leader, Diversity and Inclusion

Strategies

[email protected]

@ExponentialT facebook.com/ExponentialTalent linkedin.com/company/exponential-talent-llc

Derek Jandu

Senior Manager, Diversity and Inclusion

Strategies

[email protected]