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Diversity inclusion part1

Diversity inclusion best practices to achieve true, lasting competitive advantage through workplace diversity and inclusion

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Diversity inclusion part1

  1. 1. Achieve True DIVERSITY in Today’s Culturally Blended Society
  2. 2. What Is It? Diversity?
  3. 3. According to the U.S. Census Bureau, the majority of people in the U.S will identify as people of color within the next 40 years. Statistics from the U.S. Dept. of Commerce show the minority business community is growing at twice the rate of the general business population. forbes.com/sites/entrepreneursorganization/2013/12/04/3-diversity-strategies-to-help- companies-thrive/ Why We Care
  4. 4. Top 5 WORST Paying States for Latinas NJ - .42 cents • CA - .42.9 cents • TX – 44.2 cents • WA – .46.5 cents • UT – .47 cents Talent Mgt. JAN/FEB 2016. P.42. According to U.S. Census Bureau, black & Latino women working full time experience the most significant wage gap, earning a respective $.60 & $.55 on every $1 men earned in 2014.
  5. 5. 5 U.S. Segments: What Makes ‘Em “TICK?”
  6. 6. 1. Matures • Born before 1945. • 10% of workforce. • Influenced by the Military. • 30 million people. • Most affluent group. • The 1st Generation. • Delayed Gratification -work first, pleasure later!
  7. 7. 2. Baby Boomers • Born 1945-1964. • Most influential group. • 80 million people. • Workaholics! • Work ethic defined by time. • Important to be a team member. • Contributors to the team are cherished. • Honor trust, loyalty, and responsibility, but distrust authority.
  8. 8. 3. Gen Xers • Born 1964-1980. • Prove it to me. • 45 million people. • Loyal to people, NOT companies. • Move from job-to-job more frequently. • Carpe Diem – Seize the day! • Grew up with AIDS & MTV. Value flexibility, life options, and achieving job satisfaction. satisfaction.
  9. 9. 4. Millennials/GenY • Born after 1980. • 75 million people. • Instant gratification. • Quick feedback. • Busy outside of work. • Reward with time. • Optimistic. • Grew up in prosperous times. High expectations, seek meaning in their work. Career goals aligned with becoming rich (81%) and famous (51%.)
  10. 10. 5. iGen/GenZ • Post-Millenials. • Comfortable with tech/social media savvy. • Came of age 9/11 & Great Recession. • Insecure/unsettled. • “Innovative, entrepreneurial, highly conscious of their futures and the challenges they face.“ - Patrick Cooper
  11. 11. “Organizations which excel at leveraging diversity (including the hiring and advancement of women and non-white men into senior management jobs, and providing a climate conducive to contributions from people of diverse backgrounds) will experience better financial performance in the long run than organizations which are not effective in managing diversity.” Equalitymagazine.com Benefits
  12. 12. 15 • The benefits your organization derives from achieving true diversity & inclusion extend far beyond legal compliance to include: – More effectively connecting with customers; – Motivating your employees; – Fostering greater innovation and creativity, as people from different backgrounds challenge each other and having people from different backgrounds fosters a constantly evolving culture; – Become a preferred employer, which makes YOUR job easier; – A MUCH larger recruiting pool; Benefits
  13. 13. 16 • The benefits your organization derives from achieving true diversity: – Ability to conduct business in more markets across cultural boundaries; – Facilitates more agile learning culture; –IT’S NOT PUNISHMENT; IT’S A TRUE, LASTING COMPETITIVE ADVANTAGE! Benefits
  14. 14. Challenges Persist
  15. 15. 18 • More equitable pay and gender-balanced employment. • Huge influx of non-White professionals in the workforce. • White males still dominate management. • Aging workforce. • Surface-level versus deep-level diversity. • Infusion of veterans. Challenges
  16. 16. “A study of 700+ US companies found that implementing diversity training programs has little positive effect and may even decrease representation of black women. Most people assume that diversity policies make companies fairer for women and minorities, though the data suggest otherwise. Even when there is clear evidence of discrimination at a company, the presence of a diversity policy leads people to discount claims of unfair treatment. In previous research, we’ve found that this is especially true for members of dominant groups and those who tend to believe that the system is generally fair. In another set of experiments, we found that diversity initiatives also seem to do little to convince minorities that companies will treat them more fairly.” Tessa Dover, Cheryl Kaiser, Brenda Major https://hbr.org/2016/01/diversity-policies-dont-help-women-or-minorities-and-they-make-white- men-feel-threatened Diversity Can Backfire
  17. 17. Leveraging Employee Differences for Optimal Performance
  18. 18. 22 • Target your recruiting efforts to specific groups. • Women and minorities show greater interest in employers that customize their recruiting efforts to them. • Place an emphasis on fairness and objectivity in employee selection. • Similarities in personality traits with co- workers critical for career success. Ensuring Diversity
  19. 19. Strong Partnerships
  20. 20. “What do all high performers in our company - across all positions – have in common?” www.workforce.com/articles/21787-the-big-lie-of-hiring-for-cultural-fit Ask Your Managers
  21. 21. 25 • Risk-takers. • Thrive in chaos. • Work independently. • Self-motivated. • Respond well to change. • Leaders. • Strong relationship-builders. • Great teammates. • Problem-solvers/Critical thinkers. • What do YOU look for? Seek Specific Attributes

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