Diversity – Moving From Color To Cultural Inclusion

Presented By: Stephen Lowisz

2012 Talent Management Conference & Exposition

• What is the definition of diversity?

• What is the definition of inclusion?

culture

Why?The Impact of Diversity on

Business Performance.

RSITYDIVE

Reason #1:Inclusion Directly Influences Increased Revenues/Profits

Asians, African Americans and Hispanics representnearly $1.4 trillion annually in consumer spending (13.8% of nation’s total buying power)

One general advertisement, product, or service gearedfor all consumers will miss many potential consumers

Companies gain extensive insight from its diverse workforce to understand cultural effects of buyingdecisions in the marketplace

Companies with a diverse workforce have shown reduced costs associated with turnover, absenteeism and low productivity

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 experienceto 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 increasecreativity and innovation that generates revenues

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

Why?Do diversity

initiative fail?

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.

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 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

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?

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)

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

according to the archetype for the group.

What is the impact on recruiting?

stereotype

ObservationsWhat 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

ObservationsWhat 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

Common Differences:•Sign for ‘OK’

o Japan – Now may we talk about moneyo Southern France – It has no valueo 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!

Diversity – Moving From Color To Cultural Inclusion

Presented By: Stephen Lowisz

2012 Talent Management Conference & Exposition