Beyond Lip Service: Turning Culture into a Business Driver

1. Beyond Lip Service:
Turning Culture Into a Business Driver
Audra Jenkins, SPHR,SHRM-SCP, CDP
audra.jenkins@randstadusa.com
@theaudrajenkins

2. learning objectives.
impact of diversity & inclusion
on business
the future of work and barriers
to women and diverse groups
in STEM
best practices for building a
culture that embraces diversity

3. what is lip service?
insincere
duplicity
hypocrisy
sham
tokenism

4. why conscious
inclusion matters.
|

5. financial impact.
improved
financials
Source: McKinsey & Company

6. branding impact.

7. diverse
perspectives.
● celebrate & leverage differences
● positively impacts
○ talent attraction
○ customer attraction & retention
○ employee engagement
● sparks innovation
● improves financial performance
© Randstad North America, 2019 7

8. audience
activity.
|

9. 5 minute activity.
• break up into groups of 3-5
• take a piece of paper and divide it in
the center
• write down things you have in
common on the left side
• write down things that are different
amongst the group on the right side
9|

10. results.
• How many people had at least 3 things in
common?
• How many people had at least 5 things in
common?
• How many people had at least 7 things in
common?
When we take time to connect, we discover we have
more in common than different.
|

11. future of work
impact on women
& diverse groups.
|

12. diversity trends.
of employers say they have a
diversity and inclusion strategy
in place.
76%
use AI, big data, and machine
learning to help source and
attract diverse candidates.
34%
of organizations say they
conduct diversity training to
minimize unconscious bias.
45%
use AI, big data, and machine
learning to reduce bias.
37%
believe their employers could
do more to promote gender
equality in general.
51%
are unsure of what they can
personally do to improve
gender equality at their
workplace.
53%
Source of stats 1-4: Randstad Sourceright 2019 Talent Trends Survey
Source of stats 5-6: Randstad US study

13. |
up to 60%
jobs worldwide
can be fully
automated by 2030.
Source: McKinsey Global Institute

14. robots vs. humans
we are good at different things.
data analysis
repetitive
agility
judging emotion

15. barriers
to overcome
|

16. 50%
16|
gender
discrimination.
Source: Pew Research Center

17. 45% of women believe
their diversity status
can be a barrier to
career progression.
Source: PWC Time to Talk

18. 22%
18|
sexual
harassment.
Source: Pew Research Center

19. 62%
19|
racial
discrimination.
Source: Pew Research Center

20. have you ever been?
• uncomfortable talking about your significant
other at work
• ignored in meetings or dismissed
• the “only one” or “the first” one
• overlooked for promotion because of your
gender, ethnicity, sexual orientation, body size,
or age
• asked if your children are your children
• told that you are “passionate” or “aggressive”
when you speak up for what is right
• a victim of unwanted sexual harassment
20|

21. best
practices.
|

22. understand demographic shifts.
• millennials
• most diverse generation in history
• 75% by 2025
• influence how we define diversity
• women 50% of workforce / 24% in STEM
• multi-racial populations to grow 93%
• 10,000 baby boomers reach retirement age per day

23. executive diversity
council.
• cross-functional group of leaders across Randstad
North America,
• responsible for aligning diversity with overall
business strategy.
• priority is to ensure diverse representation within the
company’s current workforce while promoting
inclusion
• propel change with the following drivers:
• recruitment
• inclusion in action/belonging
• outreach

24. |
• publicly supportive
• amplify the message of diversity &
inclusion
• intentional and positive
• act on diversity, not just talk about it
• reflect how their own behavior helps or
hinders diversity & inclusion
• advocate for & stand with marginalized
people
24242424|
diversity allies are
critical.

25. check your
bias.
|

26. what are the masks you wear?
|
work
• Superhero
• Can manage 1,000 things at once
• Always smiling
• Can do it all
home
• Vulnerable
• Caretaker
• Single parent
• Struggling to balance
• Grief /Depression

27. • brief everyday slights and insults
• hidden messages meant to
denigrate
• often comments made by “well-
intentioned” people that sound
like a compliment but really is a
prejudice statement
|© Randstad Sourceright
address
microaggressions

28. final thoughts.
● diversity & inclusion works when
everyone does their part
● allies don’t have to be perfect; you may
struggle at first
● mutual respect and understanding is the
starting point
● we perform better together than apart
towards more inclusion
© Randstad Sourceright | 28282828|

29. Don’t allow other people…to limit you or determine
your value. We are not built for glass cages and
boxes. We are life givers, dream chasers, and bad-
a** world changers. Let’s break some glass!
Audra Jenkins

30. |
Q&A.

31. thank you
twitter: @theaudrajenkins
linkedin: audra jenkins