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TRANSCRIPT
©2019 The Forum on Workplace Inclusion® | ForumWorkplaceInclusion.org
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Catch the VIBEIntegrating Inclusive Behaviors into Everyday ActionsMonica Davy & Marty Raines, National Credit Union Administration
Our Organization
First examine your setting…
National Credit Union Administration
• Independent, non-appropriated federal agency
• Approximately 1,100 employees• 85% of staff is in the field• Regulate credit unions and insure
credit union deposits
Our Challenges
Identify barriers to inclusion…
Challenges to Inclusion• Organizational culture
• 85% of staff geographically dispersed• Very mission focused• Most employees only look at emails from direct supervisor
• Office established in 2011 pursuant to Dodd Frank legislation• Title of office is not inclusive• No diversity & inclusion function prior to 2011, only EEO• Program was limited to SEP, food, and speakers• Previously focused on increasing numbers of minorities and women
• Reorganization • Announced mid-2017• Ongoing through early 2019
Table exercise
Our Concept
Why we chose to do it this way….
Culture must support inclusive behaviors
Culture
• Shaped by habits/behaviors that are rewarded and valued
• Organizational culture has been in place for a long time
• Culture can inhibit strategy
Creating an inclusive culture
• Beyond a policy statement• Focus on inclusive behaviors/habits• Build habits to create lasting change• Stay away from abstract and focus on
behaviors• Only focus on a few behaviors
How hard is it to change learned habits?
Culture change is difficult
• New behaviors require conscious, deliberate effort
• Habits are formed through repetition
Training vs. lasting learning
• Has to be more than training - campaign• Our brains are lazy• Need cognitive access to be quick• Make it clear, sticky and easy to think about• Have to make the message cognitively sticky• Objective is to train toward behavior and not
just awareness
Incentive to change
• Brain must be receptive to change• Must find personal value in the change• Value proposition for inclusion
Our Implementation
What we did….
NCUA Strategic Goal: Attract, engage, and retain a highly-skilled, diverse workforce and cultivate an inclusive environment
We can cultivate inclusion by:
NCUA Strategic Goal: Attract, engage, and retain a highly-skilled, diverse workforce and
cultivate an inclusive environment
• Improving our culture through changing behaviors. • Focusing on a few of our habits collectively. • Conscious, deliberate effort. • Building inclusive habits.
Vibe/vīb/Noun
1. A person's emotional state or the atmosphere of a place as communicated to and felt by others.
What’s your NCUA VIBE?Share [email protected]
An inclusive environment where every employee is valued and able to contribute to the agency’s mission by:
Valuing differencesIntentionally includingBreaking biases
Embracing change
Value differences
What’s your NCUA VIBE?Share [email protected]
• Seek out a different perspective• Surround yourself with people who are different than you• Try to find value in a different opinion• Take someone else’s position in a disagreement• Learn about another culture• Put yourself in someone else’s shoes
Intentionally include
What’s your NCUA VIBE?Share [email protected]
• Use inclusive language • Consider special needs – dietary, scheduling, etc.• Ask someone’s opinion who has not contributed during a meeting• Ask virtual meeting participants for contributions before in person attendees• Seek input and listen to others• Allow for different communication and work styles• Invite someone different to lunch, coffee, or dinner
Break biases
What’s your NCUA VIBE?Share [email protected]
• Slow down when making decisions• When you identify your bias, label it• Examine your initial reaction to a person or situation• Remove identifying information from something you are evaluating• Create an incentive to slow down a decision making process• Get someone else’s opinion who thinks differently than you before making a
decision
Embrace change
What’s your NCUA VIBE?Share [email protected]
• Ask for feedback • Be flexible• Take small steps• Be open to new ideas and doing something different • Create your own personal motivation for imposed change• Try something new• Imagine the positive outcomes of the change• Imagine what will happen without the change• Create a small change for yourself and practice your own flexibility
• Features on each behavior in the OMWI monthly newsletter.• On-demand trainings on each of the behaviors.• VIBE of the Month • VIBE Celebrates• VIBE Leadership Panel series• VIBE Speaker Series
What’s your VIBE? Buena Vibra Feel the VIBE!This is how I VIBE… This is how we VIBE (office/region) VIBE of the week/monthDon’t kill my VIBE! Got Good Vibes? Catch the VIBE!
What’s your NCUA VIBE?Share [email protected]
What does VIBE include?
Measuring success
What’s your NCUA VIBE?Share [email protected]
• OPM’s Inclusion Quotient (the New IQ) index measures employees’ view of how
inclusive their agencies are.
• The Inclusion Quotient index is based on 20 questions within the Federal
Employee Viewpoint Survey.
• Previous NCUA scores for 2015 and 2016 were 67%.
• The score dropped to 65% in 2017 and 63% in 2018.
• The annual performance plan performance indicator is to “Improve NCUA’s score
for the OPM Inclusion Quotient by one percentage point.”
• Target score for 2019 is 67%.
Experience VIBE!