pwshrm legal summit diversity & inclusion today best practices tomorrow for: prince william shrm...
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PWSHRM Legal Summit
Diversity & Inclusion TodayBest Practices
TomorrowFor:
Prince William SHRMLegal Summit
By:
Mauricio Velásquez, MBA
Diversity Training Group, LLC
692 Pine Street
Herndon, VA, 20170
PWSHRM Legal Summit
Meet Mauricio VelásquezMauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness.DTG’s clients include small and large organizations, public and private, for and not-for-profit. New Horizon Security Services, US Foods, Lane Construction, US Navy, Metropolitan Washington Airport Authority, NIST and just a few. Our work is as diverse as our clients. Past clients include HP, Visa USA, Black & Decker and even the White House. In his 25 year career, Mauricio has trained in every state but North Dakota and with a recent trip to Guantanamo Bay, Cuba, work and life have taken Mauricio to over 75 countries.
PWSHRM Legal Summit
Don’t like “Diversity”
A session on:
Respect, Dignity, Professionalism in the Workplace
Trust, EngagementInclusionCurrent EventsParents
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Mauricio’s Mission Today
Provoke ThoughtFacilitate Discussion & LearningSurprise YouEntertain YouAdd ValueProvide Subject Matter Expertise
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Opening Remark
What You Don’t Know You Don’t
Know
(DKDK)
What You Don’t Know
(DK)
What You Know
(K)
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Intent vs. Impact
Intent(what you meant)
vs.
Impact(what you actually said)
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Over Your Entire Career
What have you noticed about the workforce?
What changes have you seen?
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Over my 25 plus year career…What have I noticed?An increasingly diverse and complex workforceAge diversity issues are way up, more women, more
minorities in workplaceGeneral diversity in population – 2010 Census Data
is confirming dramatic changes and shiftsProactive firms – anticipating change, planning for
it, living in the now and forwardReactive organizations – surprised by change,
living in the present and past
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What I have seen…. Little or no training for managers & supervisors
You are promoted because you are the smartestDo you have the interpersonal / human relations skills?The “Reluctant Manager”
Too many supervisors, managers, and leaders “sticking to status quo” – managing the same way they have always managed yet the workplace and the workforce has changed – Organizational Suicide!
Rise of the Toxic Employee Issues of favoritism, privilege are all about trust No organization-wide Diversity & Inclusion Strategy
and Plan
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What has worked for you?What approach?What methodology?
Workplace is changing (getting more diverse) Marketplace is changing. Status Quo is not working. What are you doing differently? How are you winning the “War for Talent?” Do you want to create a “Best Place to Work?”
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DTG Clients are doing “Diversity Work” because..
Workplace demands it – Status Quo not working Workplace is changing (more diverse) – emerging
diversity issues First, you have to acknowledge these issues exist, on the
riseThen you have to address them (D & I Strategy/Plan)
Diversity and Inclusion Strategy and Plan is a “Risk Management Strategy”Price to pay for doing nothingYour D & I Strategy and Plan is about “Rank & File
Trusting the Employer”
Much more cost/risk effective to be Proactive vs. Reactive
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At the Center of my work….
TRUST – means confidence
LEADERSHIP – getting results in a way that inspires trust
What is DIVERSITY?
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Diversity
What pops into your head?
What comes to mind?
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Dimensions of Diversity
Individual
Group
OrganizationalAffiliation
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
PWSHRM Legal Summit
Dimensions of Diversity
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
PWSHRM Legal Summit
Dimensions of Diversity
Individual
Organizational Affiliation
Group
Individual
PWSHRM Legal Summit
17
To include To welcome To make comfortable
To acknowledge,
value, and include others
from all backgrounds
INCLUSIVE
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D & I is not EEO/AA EEO/AA is government-initiated while Diversity &
Inclusion (D&I) is voluntary and company-driven. EEO/AA is also legally-driven while D&I is productivity-
driven. EEO/AA is quantitative and D&I is qualitative. EEO/AA is problem focused whereas D&I focuses on
opportunities. EEO/AA assumes assimilation among its participants but
D&I assumes integration. EEO/AA has a strictly internal focus where D&I focuses
on internal and external issues. EEO/AA is reactive but D&I is proactive.
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Nationwide Best Practices
Sources:
American Express Benchmark Study
Business Week Special Sessions
The Conference Board Best Practices Publications
Fortune’s Best Practices Lists/Articles
Towers-Perrin North-American Diversity Best Practices Study
US Department of Labor and other US Government Studies
PWSHRM Legal Summit
What is working – critical success factors
STRATEGICI. Visible, supportive and fully-committed senior
leadershipII. Diversity strategy/plan developed & aligned with
organization’s strategic plan III. Internal and external communications improvedIV. Employee involvement and assessmentV. Recruitment and retention activities improvedVI. Measurement, metrics and follow through emphasizedVII.Constant benchmarking and continuous improvement
of diversity strategy and plan
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Diversity Strategy/Plan IncludesAt minimum….. Diversity and Inclusion Training Executive Coaching On-Boarding- Ensure “Culture of Firm is Inclusive” Supervisory/Management Training with D&I
Component Upward Mobility – Retention, Mentoring Mission, Vision, Core Values Tied to D&I Sourcing, Selecting and Hiring – Wider Net (no more
“Friends and Family Plan” Respectful Workplace Fundamentals are already in place
– Sexual Harassment Prevention Training
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Action Plan
How can I create an inclusive work environment?
How can I use what I have learned in this class in my organization and beyond?
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The Lunch Date
Adam DavidsonScreen Writer/DirectorThis was his thesis to get his degree in
film from AFI – American Film Institute, New York City
Won many awardsFilmed in 1990
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In Closing….
Thank you for your time, consideration and participation today!
If you enjoyed the session, learned something – tell everybody about it, if you hated it, please keep it to yourself (but put your comments in the evaluation)
Comments, feedback, input are welcome!
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For more information…
CONTACT:
The Diversity Training Group
692 Pine Street
Herndon, VA 20170
Tel. 703.478.9191
Fax 703.709.0591
Mauricio Velásquez, MBA - President