the diverse and inclusive workplace: identifying and assessing required competencies and skills
TRANSCRIPT
Aida Hadziomerovic, MA, CHRLSenior Consultant, HRSG
Using competencies to enhance workplace diversity
Competency-based HR Management
An HR management approach that standardizes and
integrates all HR activities based on competencies that support organizational goals.
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Recruitment & Selection
Learning &Assessment
PerformanceManagement
Career Development &Succession Management
HR Planning
Competency-basedHR management
Why Competencies
Observable abilities, skills, knowledge, motivations or traits
defined in terms of the behaviors needed for
successful job performance.
Term that describes a pattern or cluster of actions taken to achieve
a result.
?
Why are competencies powerful?
Translate organizational vision, mission and values into observable, measurable behavioursDefine jobs in terms of behaviours required for successProvide a common language and understandingAre highly reusable and transferable
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Interviewing SkillsCorporate FinanceProject Management
Technical competencies
Creativity and InnovationAnalytical ThinkingAdaptability
Behavioural competencies
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Level 1 Level 2 Level 3 Level 4 Level 5
Recognizes the need to adapt
Adapts to the situation Adapts to widely varied needs
Adapts plans and goals Adapts organizational strategies
Expresses willingness to do things differently.
Changes own behavior or approach to suit the situation.
Adapts to new ideas and initiatives across a wide variety of issues or situations.
Adapts organizational or project plans to meet new demands and priorities.
Adjusts broad/macro organizational strategies, directions, priorities, structures and processes to changing needs in the environment.
Acknowledges the value of other points of view and ways of doing things.
Adjusts rules or procedures, based on the situation, while remaining guided by the organization's values.
Supports major changes that challenge traditional ways of operating.
Revises project goals when circumstances demand it.
Adapts behavior to perform effectively amidst continuous change, ambiguity and, at times, apparent chaos.
Displays a positive attitude in the face of ambiguity and change.
Adapts behavior to perform effectively under changing or unclear conditions.
Adapts interpersonal style to highly diverse individuals and groups in a range of situations.
Responds quickly to shifting opportunities and risks.
Shifts readily between dealing with macro-strategic issues and critical details.
Anticipates change in order to adapt own plans and priorities.
Capitalizes on emerging opportunities and risks.
AdaptabilityAdapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups.
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Why diversity and inclusion matters?Diversity and inclusion is a competitive differentiator.
More likely to outperform
15% 35%
More likely to outperform
Gender-diversecompanies
Ethnically-diversecompanies
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How can you use competencies to increase diversity?
Include diversity competencies as part of your corporate cultureReview existing competencies for biasesHire and promote based on meritBe careful when hiring for “fit”
Diversity Competencies Success
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Interviewing SkillsCorporate FinanceProject Management
Technical competencies
Creativity and InnovationAnalytical ThinkingAdaptability
Behavioural competencies
Embracing Diversity
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Level 1 Level 2 Level 3 Level 4 Level 5
Values individual differences and invites participation while working with others.
Leverages diversity and advocates for inclusion in a team.
Builds relationships with teams across lines of differences.
Integrates diversity and inclusion into the organization’s strategy and culture.
Promotes diversity and inclusion in the community.
Supports fair treatment and equal opportunity for all, regardless of differences.
Actively seeks and integrates diverse thoughts and perspectives in order to develop more robust plans and solutions.
Encourages teams with varied backgrounds to contribute their experiences and views in the organization’s work.
Promotes a culture that provides organization members a sense of belonging.
Culturally educates community members /stakeholders, encouraging cross-cultural interaction, both inside and outside the organization.
Recognizes the uniqueness of individuals and the value they bring to the organization.
Expresses appreciation of the uniqueness of each team member.
Builds consensus in cross-functional collaborations.
Evaluates the organization’s processes and practices to identify systemic barriers to diversity and inclusion.
Gives public recognition for diversity and inclusion achievements.
Respects others’ preferences, opinions, and beliefs, which may be different from one’s own.
Builds consensus when working with diverse individuals in a team.
Promotes collaboration and exchange of ideas between different teams.
Provides programs to foster and enrich cultural understanding and promotes cross-cultural interaction.
Ensures that the organization’s workforce reflects the diversity in the community.
Solicits input from team members that think differently from one self.
Puts diverse individuals in a team to build a sense of community and facilitate new opportunities.
Seeks to understand other teams’ expertise and work style, in order to identify opportunities for synergy.
Fosters a climate of inclusion, where diverse thoughts are freely shared and integrated..
Seeks opportunities to work with other organizations to promote diversity and inclusion in the community/industry.
Reflects on own behaviors to identify personal biases in dealing with individual differences.
Identifies differences in how team members work and learn, incorporating such considerations in managing and developing them.
Builds ideas, products, and solutions based on a range of perspectives.
Incorporates consideration of all classes, races, nationalities, cultures, disabilities, and genders into organizational policy and promotional processes
Serves on committees/workforces to address diversity and inclusion issues in the community/industry.
Adjusts own behaviors to adapt to diverse work teams and client groups.
Encourages team members to challenge status quo that undermines diversity and inclusion at work
Leads cross-functional initiatives/programs to address diversity and inclusion issues.
Implements processes to resolve complaints as a result of unfair or discriminatory practices.
Explains the dynamics of cross-cultural and inclusion-related conflicts, tensions, misunderstandings, or opportunities in a community.
Embracing DiversityRecognizing, valuing, and leveraging the unique perspectives, experiences, and talents of every individual; promoting cross-cultural understanding, fairness and inclusion throughout the organization.
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TORONTO
3250 Bloor StreetWest, Suite 600Toronto, Canada
AIDA HADZIOMEROVC [email protected]
PHONE
(613) 745-6605 (647) 775-1641
OFFICES
6 Antares Dr, Nepean, ON K2E 8A9 Ottawa, Canada
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ABOUT HRSG
For 25+ years, we have helped our clients use competencies to:
• define their talent needs, • address skill deficiencies, and • improve individual and organizational performance.