webinar wednesday presents: advancing social justice through … · social justice through...

Webinar Wednesday Presents: Advancing Social Justice through Strategic Planning and Action Co-Hosted by ASP Board and Government Community of Practice, with the Centre for Global Inclusion Presented by Sidalia (Sid) G. Reel, Palma Buttles-Valdez and Linda Parker Gates

We are likely at a tipping-point in the United States and across the globe. People are calling for action to address racism and social injustice. ASP is taking action by doing what we do best, harnessing strategic planning to drive system-wide change in organizations across the globe. Imagine a world where every organization is committed to advancing social justice, equity and inclusion in everything they do, and manifests this commitment in their plans and actions, and then measures their progress and success. ASP is convening a panel of experts with significant experience in advancing social justice and inclusion through their strategic planning/management process.

In this session we will hear different panelists share a holistic systems approach to performance excellence and strong DEI results, as well as examples from plans, and discussion on what worked/hasn’t worked in their efforts to advance and implement Diversity, Equity & Inclusion (DEI) initiatives and outcomes. We also will have time to entertain questions and gain insights from participants.

Panelists include:

Sidalia (Sid) G. Reel, EdD, is an Expert Panelist for the Centre for Global Inclusion. She has over 25 years of experience in developing, leading and implementing diversity, equity and inclusion policies, practices and programs in academic and corporate environment.

Palma Buttles-Valdez, PhD, an anthropologist, leads the Carnegie Mellon University, Software Engineering Institute, Office of Diversity, Equity and Inclusion. Palma works at the intersection of culture, process, and DEI

Linda Parker Gates leads the Software Acquisition Pathways initiative at the Software Engineering Institute. Linda has over 25 years of broad experience in strategic planning, change management, process improvement, technology transition, consulting, and training

Please click here to view the recording.

* To download the MP4, please click the arrow pointing down at the bottom right hand of the screen. *

Please note – the slides from the webinar are below, the recording begins at Sidalia’s presentation. If you

have any follow-up questions or concerns please reach out to Jennie Benjamins.

Please note

http://centreforglobalinclusion.org/

https://associationforstrategicplanning.s3.amazonaws.com/Webinar+Wednesday/GMT20200715-165834_ASP-Webina_1686x768.mp4

mailto:[email protected]

Advancing Social Justice through Strategic Planning

ASP Webinar Wednesdays Series

July 15, 2020

Association for Strategic Planning

The Association for Strategic Planning is a non-profit professional society whose mission is to

help people and organizations succeed through improved strategic Thinking, Planning and Action.

www.strategyassociation.org

Our Membership

Our membership reflects a broad range of industries:

• Organizational Leaders: Business, Government & Non-Profit leaders responsible for strategy design and execution.

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cutting-edge thought leadership pieces.

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• Access to the Strategic Planning Body of Knowledge at no charge.

ASP Certification Program

The only Certification Program offering credentials for Strategic Planning and Strategic Management

Professionals!

ASP – The Thought Leader in Strategy –Get Involved!

Contribute and Participate:

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Virtual Conference Series Slide


ASP Webinar Wednesdays Series

July 15, 2020

Intention for this event Help leaders identify meaningful action they can generate through

“Strategy Management*” to advance DEI in their organizations and beyond.

*Defined as the full cycle of strategy activities:• Strategy Formulation

• Strategy Implementation/Organizational Transformation/Alignment

• Strategy Execution

• Strategy Engagement

• Strategy Governance

Introducing Webinar Panelists:

Sidalia Reel, EdD Palma Buttles-Valdez, PhD Linda Parker Gates

Sidalia Garrett Reel, EdDSince its inception, Dr. Sidalia (Sid) G. Reel has served as an Expert Panelist for the creation and dissemination of The Centre for Global Inclusion’s GDIB (Global Diversity & Inclusion Benchmarks.)

Her background includes leadership, management, program development and consulting in diversity and inclusion, leadership, management, program development, and consulting in diversity and inclusion. Currently, Sid’s consulting practice, Reel Consulting, serves clients in the areas of leadership development, coaching and mentoring on diversity, equity, inclusion topics, as well as facilitation and human resources.

From 2008-2019, Sid served as the Director of Staff Diversity Initiatives in UC Berkeley’s Equity & Inclusion Division, the first staff-focused D&I role in higher education. She led campus diversity and inclusion programs and practices for the over 9,000 staff members on campus.

Prior to her higher education experience at UC Berkeley, Sid spent over 20 years in leadership and management positions in corporate global diversity & inclusion organizations at Hewlett-Packard, AT&T-Pacific Bell, and she served as a federal contract consultant for various federal government agencies in Washington, D.C. Sid also worked in state and local school systems in California, Massachusetts, New Jersey and Maryland.

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www.centreforglobalinclusion.org

© The Centre for Global Inclusion 2020.

http://www.centreforglobalinclusion.org/

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The GDIB Model


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14 Categories in Four Groups

1: D&I Vision, Strategy, and Business Case

2: Leadership and Accountability

3: D&I Structure and Implementation

FoundationDrive the Strategy

8: Assessment, Measure, and Research

9: D&I Communications

10: Connecting D&I and Sustainability

BridgingAlign & Connect

InternalAttract and Retain People

4: Recruitment, Retention, Development, and

Advancement

5: Benefits, Work-Life Integration, and Flexibility

6: Job Design, Classification, and Compensation

7: D&I Learning and Education

11: Community, Government Relations, and

Social Responsibility

12: Products and Services Development

13: Marketing and Customer Service

14: Supplier Diversity

ExternalListen to & Serve Society


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5 BEST PRACTICEDemonstrating current best practices in D&I; exemplary for other organizations globally.

4 PROGRESSIVEImplementing D&I systemically; showing improved results and outcomes.

3 PROACTIVEA clear awareness of the value of D&I; starting to implement D&I systemically.

2 REACTIVEA compliance mindset; actions are only taken in compliance with relevant laws and social pressures.

1 INACTIVENo D&I work has begun; diversity and a culture of inclusion are not part of organizational goals.

Five Levels of Progress


Approaches to Diversity & Inclusion

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Competence

Improving Skill Knowledge, and Ability

ComplianceComplying with Laws

and Regulations

Social JusticeTreating People Equitably

and Ethically

DignityAffirming the Value

and Interconnectedness of Every Person

Organization DevelopmentImproving Organizational

Performance


For Use and Permissionsand

More InformationVisit www.centreforglobalinclusion.org

Navigate to Global D&I Benchmarks

18© The Centre for Global Inclusion 2020.

http://centreforglobalinclusion.org/

EXAMPLE: Strategic Plan for D&I

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University of California, Berkeley“Pathway to Excellence:Strategic Plan for Equity, Diversity & Inclusion”

• 10-year campus-wide D&I plan• Chancellor-initiated and focused on UCB Mission• Inaugural D&I division headed by Vice Chancellor• Used first GDIB benchmarks; a social justice approach• Strategic and symbolic desired outcomes and metrics


EXAMPLE: UC Berkeley –https://diversity.berkeley.edu/sites/default/files/executivesummary_webversion.pdf

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Social justice approach Limited accountability for results

Focus on campus mission Lack of resources (staff, budget)

Data gathering Logic models

Intermediate goals Economy – budget cuts, low wages

Plan content example: Multicultural Education Program (MEP)


https://diversity.berkeley.edu/sites/default/files/executivesummary_webversion.pdf

ASP Holistic Systems Approach DEI© 2020 Carnegie Mellon University

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Software Engineering Institute

Carnegie Mellon University

Pittsburgh, PA 15213

Distribution: SEI Internal Only

Holistic Systems Approach to Performance Excellence and Strong DEI Results

Linda Parker Gates

Palma Buttles-Valdez, PhD


Palma Buttles-Valdez is the Director of the Office of Diversity, Equity and Inclusion at the Software Engineering Institute at Carnegie Mellon University. Palma holds, a PhD in Anthropology from the University of Texas at Austin. At CMU SEI, she leads the development and execution of DEI and cultural related programs and initiatives. For over 20 years, Palma has been conducting research and applying anthropological concepts to the fields of process improvement, organizational effectiveness and organizational culture. She still maintains an affiliation at the University of Texas at Austin where she serves on doctoral committees and conducts research in the field of anthropological archaeology with a focus on Mesoamerica.

Linda Parker Gates Linda Parker Gates leads the Software Acquisition Pathways Initiative at the Software Engineering Institute at Carnegie Mellon University, where she assists numerous government agencies in developing and adopting improvement strategies. She specializes in strategic planning, performance excellence, and change management. She is the author of the SEI technical report Strategic Planning with Critical Success Factors and Future Scenarios: An Integrated Strategic Planning Framework and a multi-part SEI blog series on agile strategic planning. Linda is also a Senior Examiner for the Malcolm Baldrige National Quality Award. She has served on the Baldrige Board of Examiners other performance excellence programs since 2011. Linda is an ASP member, on the leadership committee for the Government Community of Practice.


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Software Engineering Institute

Carnegie Mellon University

Pittsburgh, PA 15213

Distribution: SEI Internal Only

Holistic Systems Approach to Performance Excellence and Strong DEI Results

Linda Parker Gates



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Document Markings

UPDATE MARKINGS Copyright 2020 Carnegie Mellon University.

This material is based upon work funded and supported by the Department of Defense under Contract No. FA8702-15-D-0002 with Carnegie Mellon University for the operation of the Software Engineering Institute, a federally funded research and development center.

The view, opinions, and/or findings contained in this material are those of the author(s) and should not be construed as an official Government position, policy, or decision, unless designated by other documentation.

NO WARRANTY. THIS CARNEGIE MELLON UNIVERSITY AND SOFTWARE ENGINEERING INSTITUTE MATERIAL IS FURNISHED ON AN "AS-IS" BASIS. CARNEGIE MELLON UNIVERSITY MAKES NO WARRANTIES OF ANY KIND, EITHER EXPRESSED OR IMPLIED, AS TO ANY MATTER INCLUDING, BUT NOT LIMITED TO, WARRANTY OF FITNESS FOR PURPOSE OR MERCHANTABILITY, EXCLUSIVITY, OR RESULTS OBTAINED FROM USE OF THE MATERIAL. CARNEGIE MELLON UNIVERSITY DOES NOT MAKE ANY WARRANTY OF ANY KIND WITH RESPECT TO FREEDOM FROM PATENT, TRADEMARK, OR COPYRIGHT INFRINGEMENT.

[DISTRIBUTION STATEMENT A] This material has been approved for public release and unlimited distribution. Please see Copyright notice for non-US Government use and distribution.

This material may be reproduced in its entirety, without modification, and freely distributed in written or electronic form without requesting formal permission. Permission is required for any other use. Requests for permission should be directed to the Software Engineering Institute at [email protected].

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Diversity, Equity and Inclusion (DEI) InitiativesHolistic Systems Approach

Mission

Vision

Values

Strategy

Culture

Structures

Systems


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Culture

Culture is a complex system of

socially transmitted

• Values

• Behaviors

• Norms

• Symbols

• Ideas

that human beings acquire to

become members of a society.

Is your culture a partner in your DEI initiative?


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Values and DEI

Shared understanding (principal or quality) of how people

should behave.

• Stated Values

• Unstated Values

Tip: Provide examples of behaviors in action.


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Behavior and DEI

IDEALBELIEVED

ACTUAL

Tip: Storytelling to support behavioral expectations


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Ideal Culture vs. Real CultureDesigning DEI programs

Idealized Observable

• Stated Values

• Ideal Behavior

• Unstated Values

• Real Behavior

What happens when you design and deploy a DEI program for

an ideal culture?


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DEI Planning Guiding Principles

• Focus on a holistic systems approach

• Focus on institutionalization

• Consider the context and systems in

which your organization operates and

interacts

• Consider what works, for whom and

under what set of conditions

• Consider and monitor for second and

third order consequences

• Consider the voice of all employees by

seeking their input


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DEI Value to the Organization

How can you be a better and more inclusive organization for all

of your staff and customers?

• How can your organization benefit from a diverse workforce?

• How can a diverse workforce give you better solutions

(strategy, product development, service provision)?


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The Baldrige Criteria for Performance Excellence: A Systems Perspective


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Strategy and DEI

Mission, Vision, Values

• How inclusive is your mission, your vision, and your values?

Strategy

• What are your DEI goals?

• How do your DEI goals support your workforce? Your customers? Your stakeholders?

• How do your technical/product/service/curriculum/healthcare goals reflect your DEI MVV?

• How is DEI reflected in your key performance areas?

Results in Key Performance Areas

• How do your results show progress in your KPIs?

• How are your results reflective of your diverse employees, stakeholders, patients, students?


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Results

Results are the outputs and outcomes your organization achieves. Results are

based on a holistic assessment of your overall performance.

Integration is the extent to which results (often through segmentation)

address important performance requirements relating to:

• Patients

• Customers

• Services

• Markets

• Processes

• Action plans

• Organization-wide goals

https://www.nist.gov/baldrige/publications/baldrige-excellence-framework



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Segments

Segments are parts of your organization’s customer, market, service offering, or workforce

base that have common characteristics that allow logical groupings.

Segmentation for results refers to disaggregating results data in a way that allows for

meaningful analysis of your organization’s performance.

Understanding segments is critical to identifying the distinct needs and expectations of different

stakeholder, customer, market, and workforce groups and to tailoring internal processes and

service offerings to meet their needs and expectations.




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Holistic Systems ApproachWho needs a seat at the strategic table?

Technology

Leadership People

Process Culture

Strategy


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Holistic Process Team (HPC)Creating actions for change

• Process owners

• Subject matter experts

• Process intersection contributors

• Legal

• Systems and tools owners

• Measurement experts

• DEI team

• Leadership


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Holistic Systems Approach to DEIElevated through Strategic Planning

Holistic Systems Approach Strategic Planning

Focus on institutionalization (policy, ability, M&A, verification)

Results through measures and KPIs

Consider the context and systems in which an organization operates and interacts

Organizational profile, customers communities, comparisons

Consider what works, for whom and under what set of conditions

Trends and segments

Consider and monitor for second and third order consequences

Contextualized monitoring of results

Consider the voices of employees Workforce


Q & A

Thank you for joining today!

Contact Information:

Sidalia “Sid” Garrett Reel, EdD

[email protected]

LinkedIn: www.linkedin.com/in/sidreel

Palma Buttles-Valdez, PhDDirector, Office of Diversity, Equity, and Inclusion Telephone: +1 512.751.3676Email: [email protected]

Linda Parker GatesSoftware Acquisition PathwaysTelephone: +1 703 247 1379Email: [email protected]


http://www.linkedin.com/in/sidreel



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