jacob courtney westen schweder...“diversity and inclusion: 8 best practices for changing your...
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Ashley Wilson
Department of Social Services
Dawn Sweazea
Office of Administration
Courtney Schweder Department of
Corrections
Christopher Kennedy Department of Conservation
Jacob Westen
Department of Natural Resources
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Inclusion and diversity matter• What is inclusion?
Respected and appreciated as valuable members of their team.
• What is diversity?Each person is unique, and recognize their individual differences.
• Why do they matter?• Our society demands it• It’s the right thing to do• Better business performance
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Video – “A Balanced Ecosystem”
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• No silver bullet solution• Iceberg model: to get to root
cause of mindsets• Subject matter experts• Internal & external state
data• Best in government• Industry research & analyses• Industry best practices
We took a broad approach
What’s been happening?
What are the common forces?
How do processes and organizations
impact I&D?
How does our thinking allow lack of I&D to persist?
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The world as we see it, is only the world as we see it. Others may see it differently. –Albert Einstein
Thomas Hart Benton mural
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A Social History of the State of Missouri
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MO population & state government gender demographics are close
44% 51%
56% 49%
State Gender Demographics State Government GenderDemographics
Population Gender Demographic vs. State Gov. Gender Demographic
Female
Male
Source: Missouri Census Data and SAMII 2020 7
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Overall, State Government & MO ethnicity population aren't far off from each other
Source: Missouri Census Data and SAMII 2020 8
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
White Black or AfricanAmerican
Two or more races Asian Hispanic Native American Native Hawaiian orPacific Islander
State of Missouri Ethnicity Population vs. State Government
State Population State Government
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0%10%20%30%40%50%60%70%80%90%
Female Demographics: MO Population vs. State Government Goal 56%
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However, demographic perspectives shift at the department level
Source: Missouri Census Data and SAMII 2020
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0%
5%
10%
15%
20%
25%
30%
35%
African-American Demographics: MO Population vs. State Government
Goal 12%
10Source: Missouri Census Data and SAMII 2020
Demographic gaps are even more pronounced when we look at race
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0%10%20%30%40%50%60%70%80%90%
100%MO State Agency Supervisor Position Gender Diversity
Male Female
Source: Missouri Census Data and SAMII 2020
Significant gap among supervisors, by gender
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Source: Missouri Census Data and SAMII 2020
And even more significant gap for supervisors, by ethnicity
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0%10%20%30%40%50%60%70%80%90%
100%
Ethnicity Diversity: MO's State Agency Supervisors
BLACK OR AFRICAN AMERICAN HISPANIC OR LATINO ASIANAMERICAN INDIAN/NATIVE ALASKAN TWO OR MORE RACES WHITE
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Source Missouri Census Data and SAMII 2020
There is a large gender gap among division leadership
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Gender Diversity: MO State Agency Leadership
Female Male13
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Source Missouri Census Data and SAMII 2020
It is even larger when we consider race & ethnicity
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Ethnicity Diversity: MO State Agency Leadership
BLACK OR AFRICAN AMERICAN ASIAN HISPANIC OR LATINO WHITE
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What would a MO State Government mural look like today?
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“The arc of the moral universe is long, but it bends toward justice.”
1871 Unitarian Minister Theodore Parker 1958 Dr. Martin Luther King Jr.16
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24.56%
52.35%
22.73%
0%
10%
20%
30%
40%
50%
60%
Male Female Not Specified
Applicant Pool by Gender for MO State Agency Positions
59.30%
11.04%
2.24% 0.43% 1.53% 1.53% 0.09%
23.12%
0%
10%
20%
30%
40%
50%
60%
70%
Applicant Pool by Race that applied for State Agency Positions
Source: MoCareers, applicants since January 2020
We have a diverse applicant pool
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MO’s higher education institutions are graduating diverse students
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
WHITE AFRICANAMERICAN
AMERICAN INDIAN ASIAN HISPANIC HAWAIIAN ORPACIFIC ISLANDER
UNKNOWN
MO Demographics vs. Total Degrees Conferred by Private & Public Institutions by Ethnicity
MO Demographic MO Degrees Conferred
Source: Department of Higher Education and Workforce Development 18
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Why is inclusion and diversity important?
Adapted from: “Top 10 Benefits of Diversity in the Workplace,” TalentLyft (Dec 2018).
Organizations who have greater workplace diversity deliver better results!
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We must always remember we are a public institution
• We serve the public.
• Our workforce should reflect the public we serve.
• Superior public service cannot be delivered without inclusion and diversity.
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How can we start helping?
Admitting that we can and must do better is not a weakness, it is a strength.
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Best practices to follow with your I&D practices
“Delivering through Diversity” McKinsey & Company (Jan 2018).“Defining Success in Diversity and Inclusion Initiatives” American Management Association (Dec 2019)“Three Reasons Why Your Diversity And Inclusion Programs Are Not Working” Forbes.com (Jul 2018) “5 Reasons Why Diversity and Inclusion Fails” Forbes.com (Jan 2017)“Diversity and inclusion: 8 best practices for changing your culture” CIO (Feb 2019)
Refine your I&D for Max Impact
Use Metrics to Improve
Marry I&D Vision and
Org Priorities
Driving Leadership
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What our State Government can do
• Communicate I&D importance to business performance to all state government leaders; incorporate into fundamental business operations
• Publish standard I&D measures at the state government and department levels – what you measure, gets managed!
• Review I&D progress at Cabinet Meeting standing agenda item every 6 months
• Formalize a mentorship program, focusing on I&Do Next Leadership Academy capstone project?
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What your Organization can do
• Integrate I&D in regular business operations• Talent Management
• Recruiting (e.g., HBCU partnerships)• Onboarding (e.g., create sense of belonging)• Succession planning (e.g., professional development programs)• Leadership development (e.g., MoLearning path developed)
• Program design (e.g., new projects, committees, etc.)• Department dashboards – and share publically • Strategic placemat initiatives
• Establish I&D council or employee resource group
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What you can do
• Make a public statement as to why it matters to your team and highlight where I&D makes a difference – talk about it every day
• Role model a commitment to I&D• Language matters: troopers vs. patrolmen• Mentor someone that looks different than you
• Celebrate I&D often• e.g., Black History month collaboration with OA & DOR
• Follow checklist and other resources in provided supplemental materials 25
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Roxy Antonio (DOR)Seth Bauman (DSS)Corey Bolton (OA)Rose Bryan (OA)Cameron Dinwiddie (OA)Rong He (OA)Tracy Hinds (DESE)Edith Kamara (OA)Sandy Karsten (DPS)
Couldn’t have done it without you
Liz McDermit (OA)Zora Mulligan (DHEWD)Sarah Steelman (OA)Carmela Thornton (OA)Margie Vandeven (DESE)Mark Waight (OA)Ken Zellers (DOR)LA Class 4MDC Video Team
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Meet the newest team member Audrey Westen