diversity of thought – driving business outcomes (presented by saic)
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SAICDiversity of Thought – Driving Business Outcomes
Mr. Tony Moraco, CEO – Speaker
February 10, 2017
2
SAIC Inclusion & Diversity Journey
• Diversity and Inclusion strategy launched (Q4 FY16)
• Diversity Council established (Q1 FY17)– Chaired by Tony Moraco– Comprised of diverse mix of key leaders and high-potentials– Council will identify diversity and inclusion success metrics
• Root cause assessment conducted (Q1 FY17)
• Select Business Resource Groups (BRGs) created or expanded with priorities determined (by Q2 FY17)
– Women’s – Veteran Military – Millennial – Individuals with Disabilities – Multi-Cultural– Priorities aligned with community outreach and philanthropic activities
• Increased external engagement and I&D focused training– Advancing Minorities In Engineering (AMIE)– Career Communications Group (CCG)
• BEYA and Women of Color STEM Conferences – Women in Technology (WIT)
The Journey to Diversity Maturity
Diversity and Inclusion Strategy Aligned to People Strategy
Inclusive CultureEffective Leadership
• Ensure we have consistent leadership commitment to driving diversity and inclusion initiatives
• Design a comprehensive leadership development program to build leaders at all levels and ensure we have a diverse leadership talent pipeline
• Enhance the succession management processes to identify and develop talent for key leadership roles with a diversity and inclusion lens
• Design a comprehensive diversity and inclusion strategy that aligns with the business strategy and leverages the intellectual capital of the enterprise
• Expand our external and internal engagement to enhance our reputation and improve our ability to attract and retain diverse talent
• Develop leadership capabilities to foster a culture of transparency and openness to new ideas that drive innovation
• Design and implement a high-touch engagement strategy that instills a sense of shared purpose and community
• Develop a multi-faceted diversity and inclusion communications strategy aimed at raising education and awareness of our employees
• Provide training and resources to frontline leaders on building and sustaining diverse talent
Employee Engagement Competitive Talent
• Develop a diversity recruiting strategy that addresses key gaps in our talent pipeline
• Optimize talent acquisition execution focusing on sourcing and hiring practices that attract diverse talent
• Make targeted investments to develop and retain the diverse talent needed for competitive differentiation
“MOSAIC” - Inclusion and Diversity at SAIC
Definition: made up of different things that together form a picture or pattern
Best Practices in I&D-- Excerpts from Forbes, Fast Company, Mercer, and Deloitte
•Blind audition practices to mitigate unconscious bias resulting in 58% women hired in tech jobs
•Measure what your clients and customers value
•Recognize and reward behaviors
•Encourages diversity of thought to promote a global mindset
•Develop unconscious bias mitigation tactics•Recognize Unconscious bias
Recognize the Shift in Global Understanding
of D&I
Use Multiple Practices and
Measures
Ensure Leaders Model
Diversity and Inclusion
Recognize the Connection
Between Innovation and
D&I• Promote intersectionality where diverse concepts, disciplines, cultures, and industries collide• Align initiatives and work to expected outcomes
Source: GapJumbers – Fast Company – Deloitte – McKinsey – Sodexo
• Intel CEO’s 300 Million Dollar Investment• Pepsico CEO credits diversity as the source of their strength in the market place• Assess, develop leaders for
cultural agility
80% Top 50 companies for diversity outperform the S&P 500 (total annualized revenue) by 29% in one year and 80% in 10 years.---Diversity, Inc
50% Top 50 companies outperform the Dow Jones Industrial Average by 20% in 1 year and 50% over 10 years.---Diversity, Inc
European-listed companies with the highest proportions of women in senior leadership positions and at least 2 women on their boards outperformed industry averages with 10% higher return on equity, 48% higher EBIT, and 1.7 x the stock price growth.- Catalyst
14%14% gap between high- and low-performing organizations when assessing productivity data to determine inclusion success.- Institute for Corporate Productivity
Top 12 Diversity and Inclusion ranked in the Top 12 areas of global importance by CEO's. - Deloitte
Diversity and Performance Facts
SAIC Citizens in Action
https://player.vimeo.com/video/175266563?autoplay=1
Our employees donated over 100,000 volunteer hours in 2016 in their local communities by giving back to our service members, veterans, and their families; promoting health and wellness; reducing our carbon footprint; and cultivating childhood education.
Meet our Panelists
Q&A
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