Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
3. Intro - London HR and Training
• London HR and Training is a specialist human
resources and training consultancy headed by Timothy
Holden
• 10 years in banking
• 20 years in training and human resources
• Business owner since 2007
• The core services provided by London HR and Training
are:
- Reducing costs and saving time through bespoke HR
initiatives and projects
- Training course design and delivery
- Services for job seekers
Page 3
4. Contents
5-6 Definitions
7-8 Continuum of diversity and inclusion from employers
9-11 Rating questions around diversity climate
12-14 The business case for trans inclusion
15-16 What an action plan for trans inclusion should include
17-18 Messaging and the trans community
19-20 Example of good practice around trans inclusion
21-22 Knocking down barriers to diversity and inclusion
23-27 Areas to focus on around diversity and inclusion
28-30 Effective leadership approaches in harnessing diversity
31-32 Board level strategies to improve diversity
33-35 Example equality, diversity and inclusion strategy
36-37 Career self-efficacy linked to diversity and inclusion
38-39 Intentionality linked to diversity and inclusion
40-41 Gender diversity and the IT industry
42-43 Diversity and environmental organisations in the US
44 Example from Brooklyn, New York
45-46 The business case for diversity
47-48 Exercise
49-50 To sum up…
10. Rating questions around
diversity climate 1 of 2
• My co-workers help me feel like an
important part of the team
• My co-workers appreciate my
background and perspective
• My manager always treats me like a
valued member of my team
• My manager ensures that I always feel
included at work
Page 10
11. Rating questions around
diversity climate 2 of 2
• I receive many opportunities to work with
diverse and multicultural teams
• I have the same opportunities for career
growth as my co-workers
• This organisation’s actions demonstrate
complete commitment to diversity with
inclusion
• Capable people succeed at all levels in this
organisation, regardless of the group that
they belong to
Page 11
13. The business case for trans
inclusion 1 of 2
Business performance
• Talent attraction and retention
• Innovation and collaboration
• Brand strength
Page 13
14. The business case for trans
inclusion 2 of 2
Individual performance
• Greater job commitment
• Higher levels of satisfaction and
motivation
• Improved workplace relationships
Page 14
16. What an action plan for trans
inclusion should include
• Organisational commitment
• Policy
• Physical spaces and facilities
• All-employee engagement
• Service delivery and customer
service
Page 16
18. Messaging and the trans
community
• The LGBT acronym
• Consider how the message reflects
upon the trans community
• Use the correct terminology and
definitions
• Be clear in your call to action
• Use trans voices
Page 18
24. Areas to focus on around
diversity and inclusion 1 of 4
Recruitment
• Revisit the job postings
• Think about where you are recruiting
• Demonstrate commitment to a
diverse and inclusive workplace
Page 24
25. Areas to focus on around
diversity and inclusion 2 of 4
Training and development
• Rethink the induction process
• Look at the relevance of cultural
competency training
• Make new employees feel welcome
Page 25
26. Areas to focus on around
diversity and inclusion 3 of 4
Performance management and
recognition
• Tie it to performance
• Find your champions and recognize
them
Page 26
27. Areas to focus on around
diversity and inclusion 4 of 4
Compensation and benefits
• Do the benefits reflect the needs of
a diverse workforce?
• Recognise culturally significant
events
• Consider providing flexible schedules
Page 27
29. Effective leadership approaches
in harnessing diversity 1 of 2
• Measure diversity and inclusion
• Hold managers accountable
• Support flexible working
arrangements
• Recruit and promote from diverse
pools of candidates
• Provide leadership education
Page 29
30. Effective leadership approaches
in harnessing diversity 2 of 2
• Sponsor employee resource groups
and mentoring programmes
• Offer quality role models
• Make the chief diversity officer
model count
Page 30
32. Board level strategies to improve
diversity
• Transform the skills-based selection
approach
• Sharply define board culture and expected
behaviours to encompass inclusive thinking
• Think across borders, and make the
logistics work
• Commit-measure-publicize-respect
Page 32
34. Example equality, diversion and
inclusion strategy 1 of 2
Victim Support
• We will demonstrate that our services
meet the diverse needs of individuals and
communities
• We will ensure equality, diversity and
inclusion is embedded throughout Victim
Support
• We will give a strong voice to victims from
under-represented communities
Page 34
35. Example equality, diversion and
inclusion strategy 2 of 2
Victim Support(cont.)
• We will develop specialist services to
engage and meet the need of under-
represented communities
• We will continue to develop our national
and local partnerships so the service we
provide meets a wider range of needs
• We will support, recruit and retain a
diverse workforce
Page 35
37. Career self-efficacy linked to
diversity and inclusion
• Self-appraisal
• Occupation information gathering
• Planning
• Goal setting
• Problem solving
Page 37
41. Gender diversity and the IT
industry
• Improvement on financial
performance
• Gender-diverse teams and the
bottom line, team dynamics and
productivity
• Opportunity costs and attrition
• The need for a supportive
infrastructure
Page 41
46. The business case for diversity
• Shareholder value
• Stakeholder value
• Regulatory context
• The global value chain
Recommendations moving forward
Page 46
