:
Engaging Leadership
Diversity and Inclusion
July 2014
North Carolina
Coastal SHRM
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“It is not our differences that divide us. It is
our inability to recognize, accept, and
celebrate those differences.”
- Audre Lorde, author, poet, activist
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A Changing World
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5 Year Plan
2 Generations at Work
Respect for Experience
Respect for Authority
Single Location Teams
Workforce: White Male
Technology Change
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6 Month Plan
4 Generations at Work
Respect for Results
Challenge Authority
Global Virtual Teams
Diverse/Multi-Cultural
Constant Technology
Change
Automotive Changes
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Technology Changes
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The Velocity of Change
• Over 300 of 3100+ counties in the U.S. have
“minority majorities”
• Over 57 % of college graduates in the U.S. are
women
• 40 % of the retiring Baby-Boomers will be
replaced by minority managers
• India has twice as many college graduates as the
U.S. and they all speak English
• China has three times more college graduates than
the U.S.
New Realities*
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Population over 65 increased - 31.2 to 35 million
60% of Baby Boomers work past retirement age
Females increased from 127 to 143.5 million
28.9% of 72.3 million families - one disability
By 2020, 5 Generations; Gen Y 50% of workforce
Nearly one in three of population – Hispanic
Fast growing ethic group - Asian
By 2050, 54% of the U.S. Population will be nonwhite
*Comparison: 1990 to 2000/2010 U.S. Census
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Diversity Isn’t...
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Affirmative action or quotas
A legal requirement
Having “good” minority representation
Placing/promoting unqualified candidates
An effort to exclude white males
Simply “valuing” Diversity
An attempt to change minds
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Diversity Is…
…a process that can influence workplace behavior.
Any dimension that can be used to differentiate
groups and individuals from one another.
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Inclusion is ……
…. the achievement of a work environment in
which all individuals are treated fairly and
respectfully; have equal access to opportunities
and resources; and can contribute fully toward
an organization’s success.
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Diversity and Inclusion
• Diverse organizations aren’t necessarily inclusive
• Inclusive organizations aren’t necessarily diverse
• Diverse organizations do not necessarily
outperform non-diverse organizations
• Well-managed and inclusive firms that are
diverse often outperform non-diverse and poorly
managed diverse firms
Dimensions of Diversity Model
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My View of the World
• Product of our life experiences
• We are all “wired” differently
• We categorize things, ideas and
people viewed through our
“lenses or filters”
• Self-Awareness helps us to be
more open-minded, entertain
new ideas, and work more
effectively with others
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“We don’t see the world as
it is, we see it as we are.”
- Anais Nin
My View of the World
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*The Power of ‘7-11’
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7 Seconds
11 Assumptions
Become aware of your views and how they
impact your relationships and decisionmaking
*”Blink: The Power of Thinking Without Thinking”, by Malcolm Gladwell
Discrimination…
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• Treatment or consideration of, or making a
distinction in favor of or against, a person or
thing based on the group, class, or category to
which that person or thing belongs rather than
on individual merit
• The power of making fine distinctions;
discriminating judgment
Segregation…
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• Segregation of groups that arises as a result of
economic, social, or other factors rather than by
operation or enforcement of laws or other
official state action
• Separation based on discriminations
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However, If Aliens Attacked Earth…
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The “Business Imperatives” for Diversity
Employee
Satisfaction &
Commitment
Fair and Inclusive
Work
Environment
Increased
Revenue &
Profitability
Organizational
Sustainability
Employee Retention
Productivity & Quality
Products /Services
Customer/
Member
Satisfaction
Customer/Member
Loyalty
1. Retention
2. Repeat Sales
3. Referrals
©SHRM
The Business Imperatives
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• Valuing Diversity creates a higher quality
workforce and better business results
• Greater adaptability/flexibility in a rapidly
changing marketplace
• HR – war on talent – retention: attract the best
and brightest; improved employee engagement;
succession planning
• Reducing costs associated with turnover,
absenteeism and low productivity
• Mitigate and minimize legal risks
The Business Imperatives
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• Positions your organization to achieve and
sustain a competitive advantage in a culturally
diverse market and workplace
• Diversity of thought promotes inclusion,
innovation and creativity
• Diversity supports the communities in which
you do business
• Increase employee satisfaction/engagement/
loyalty
• Increased sales and profits
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Why is D&I Important?
Sources: Cumulative Gallup Workplace Studies and DiversityInc
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What is Your Leadership Philosophy?
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Committed?
Involved?
Engaged?
Champion or Flag Bearer?
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The Focus of Winning Companies
•CEO Commitment and Involvement
•Talent Management
•Sustained Corporate/Organizational
Communications Strategy
•Supplier Diversity
•Diversity AND Inclusion AND Employee
Engagement
•Alignment with Core Values
Measuring Diversity Success
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• Improvement in Employee Retention
• Improvement in Employee Engagement
• Responses to Employee Attitude Surveys
• Quality and Diversity of Talent Pool
• Exit Interviews with Diverse Employees
• Customer Satisfaction Scores
2010 Diversity Executive
Measuring Diversity Success
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• Progress Toward Defined Diversity Targets
• Diversity Scorecard Results
• Decrease in Legal Compliance Issues
• Market Share
• Internal Survey of Diverse Employee Opinions
• Increase in Brand Recognition
• Increase in profitability
2010 Diversity Executive
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Diversity & Inclusion–Challenges
Brainstorming & Discussion Exercise
• Break into subgroups
• Select a recorder and a reporter
• Brainstorm the following question? What diversity
related issues, concerns or challenges does your
organization face?
• List as many as possible
• Discuss items that are surprising and those on which
group members have differing views.
Thoughts…
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• Become culturally competent and intelligent
• Building a strong business and values case most important step in gaining support and
commitment
• D & I, when managed well, will improve
bottom line and ensure your organization’s
viability
• The task of creating and implementing a
Strategic Diversity Management Plan is
necessary work
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Serenity Prayer
“…Grant me the serenity to accept the things I
cannot change, the courage to change the things
that I can, and the wisdom to know the
difference…”
Rehinhold Niebuhr
OR
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Grant me the serenity to accept the people I
cannot change, the courage to change the person
I can, and the wisdom to know that person is
me!
Questions or Comments?
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Val Boston III, Managing Partner
Certified Diversity and Leadership Coach
Boston and Associates LLC
336-202-3348
val3@bostonandassociates.com
www.bostonandassociates.com
http://www.linkedin.com/in/vboston3
"Improving Performance for Lasting Results"
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Boston and Associates LLC
Boston and Associates LLC brings proven, practical solutions to
business challenges with a clear focus on the bottom line. With an
emphasis on Strategic Inclusion and Diversity Consulting, Cultural
Competency and Intelligence, Executive and Minority Coaching,
Sales Optimization and Performance Improvement Consulting, and
Career Transition Services, we represent a network of subject
matter experts and thought leaders dedicated to providing
solutions, not promises, with a true commitment to quality for all
Human Capital Management needs. We assist organizations in
creating and sustaining inclusive environments, which allows
organizations to attract and retain top talent and to achieve their
strategic objectives and anticipated business results.
The information contained within is intended to be a confidential communication, and is to be treated as
confidential. All works, ideas, or copy within are copyrighted by Boston and Associates LLC, and are not to be
used in any manner other by which they were intended by Boston and Associates LLC.