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The Road to InclusionAssessing where your organization is at

on the diversity continuum

WebinarFebruary 20, 2013

Noon – 1:00 CT

Nathan D. Ritz – Nritz@desmoinesmetro.com

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About Today’s Speaker

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• Strategy Consultant• Former owner of VisionPoint, producer of

award-winning media-based diversity training resources

• Chair, Education Committee for Greater Des Moines Partnership Diversity Council

Mom. Wife. Learning & Organizational Development Executive. Avid Reader. Student. Change Catalyst.

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Session Objectives

• Understand critical elements of a comprehensive inclusion strategy

• Recognize key indicators for assessing diversity maturity

• Complete a preliminary assessment of where your organization falls on the diversity continuum

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The question

How do we leveragediversity dynamics

to best create an environmentwhere employees can flourish?

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Polling Question

My organization describes diversity…

a. In terms of race, gender, age and other characteristics

b. In terms of inclusive work practicesc. As a key driver of productivity and innovationd. My organization does not talk about diversity

at all

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A Diversity Continuum

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A Diversity Continuum

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Monocultural

Tolerance

Multicultural

Acceptance

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A Diversity Continuum

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Tolerance

Understanding

Celebrate

Respect

Acceptance

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Level 1 – Tolerance & Acceptance

• Differences are endured, not embraced• Managers are somewhat sensitive to employees• English signs/collateral welcome visitors• Limited professional development for diversity• Policies emphasize harassment prevention

procedure• Limited exposure to multiple

cultures• Flexibility only within policy

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Level 2 - Understanding• Differences are acknowledged• Limited awareness regarding importance of

differences• Professional development for managers• Policies emphasize blatant disrespect & procedure• Signage/collateral in primary languages (English &

Spanish)

• Artwork may depict multiculturalimages

• Flexibility upon request2/20/2013

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Level 3 - Respect

• Appreciation and admiration for diversity• Policies with built-in flexibility• Hiring practices and retention efforts include

diversity goals• Global teams are recruited for

cross-functional priorities• Professional development is a

priority for all• It’s safe to talk 1:1 about sensitive issues2/20/2013

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Level 4 – Celebration & Solidarity

• Diversity is a key driver for productivity, innovation & retention of talent

• Inclusive policies and HR structure (comprehensive)

• Professional development is driven 360• Inside-out recognition of diversity• Employees participate in governance and diversity

strategies• Sensitive issues are transparent &

discussed openly• Diversity is fully integrated into

the business infrastructure2/20/2013

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Core Responsibilities

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Executives Managers Employees

Invest in the infrastructure needed to support the role diversity plays in overall strategy & direction of company

Model diversity in action and integrate diversity priorities in business practices, including selection, hiring & service levels

Exhibit the importance diversity plays in specific actions by showing respect to customers, coworkers and suppliers Creating an

environment that promotes healthy

diversity is everyone’s

responsibility

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Assessment Example: Polling Question

My organization…a. Has a standard holiday schedule with specific

days off (all other days are considered PTO)b. Has a standard holiday schedule + a certain

number of flexible days off (in addition to PTO)c. Has a flexible holiday schedule providing a

standard number of days (EES choose holidays)

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Assess HR Policies

• Holidays – sensitivity to religious observances• PTO – sensitivity to generational perspectives• Harassment – practices and professional development

opportunities to avoid bullying, harassment, discrimination & retaliation

• Talent Development – emphasis on total company• Dress Code & Attendance Requirements – sensitivity to

cultural differences• HR infrastructure –evaluating integration of culture,

values & ethical standards; using HRIS strategically

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Assessment Example: Polling Question

My organization…a. Doesn’t put a lot of thought into how we communicate

with each other (but expects everyone to get along)b. Feels it’s important for everyone to respectfully confront

issues but hasn’t thought about how to best do that.c. Feels it’s important for everyone to respectfully confront

issues and has adopted a company-wide communication model ( e.g. the principles of crucial conversations)

d. Feels the only way for everyone to respectfully confront issues is to understand multicultural communication styles and adopt versatile communication methods

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Assess Communication Expectations

• 1:1 conversations• Group / Team meetings• Virtual team dynamics• Response time standards• Customer & vendor interactions (policy-driven?

Customer-centric?)• Documentation requirements (minimum

standards)• Problem-solving techniques / Ideation strategies

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Assessment Example: Polling Question

Situation: You overhear someone sharing not-so-positive casual remarks about a co-worker’s sexual orientation, health issue, work style, religious affiliation, or language barrier

How common is this type of situation in your organization?a. Never happensb. Sometimes happensc. Frequently happens2/20/2013

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Assess Diversity Maturity

• Culture, norms, unwritten rules• Caliber of talent• Importance of results, process, relationships• Responsibilities of employees, managers,

executives• Preponderance of exclusive behaviors

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Exclusive behaviors

• Allowing offensive (unconscious incompetent) language• Having major events on non-majority religious

holidays• Calling impromptu meetings that contradict with flex

time• Not inviting people because of assumptions related to

age, gender, interests• Holding event at exclusive club• Christmas Parties / Decorations• Stereotypical Celebrations 2/20/2013

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Assess current state and next step

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Tolerance

Understanding

Celebrate

Respect

Acceptance

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Planning ahead

• The diversity dynamic or diversity issue that is most important or confusing to me is …

• Next webinar focuses on individual responsibility & commitment to diversity:Diversity is Everyone’s Business: Assessing your role and level of commitment to working in an inclusive work environment

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