Engaging the Workforce
Through Diversity,
Inclusion, and Culture
Facilitated by
Al Sullivan, MSOD, SPHR
Inspirus Consulting, Inc.
S
Agenda Review
Inspirus Consulting, Inc.
Objectives for Today
S Understand and apply diversity, inclusion, & cultural
concepts in the workplace
S Increase awareness of our own assumptions & frames
of reference
S Apply learning & insights through the lens of Change
Theory, Human Resources, and Engagement
Inspirus Consulting, Inc.
Industries and Clients
Industries
Clients / Experience
S
Healthcare
 NCCHCA
S
Non Profit
 BCBSNC
S
High Tech Manufacturing
 GlaxoSmithKline
S
Pharmaceutical
 City of Durham
S
Academic / Education
 Center for Responsible Lending
S
Military
 Dell Computer
S
Durable Goods Manufacturing
 Rex Healthcare
4
Inspirus Consulting, Inc.
Group Norms
S Test assumptions and inferences
S Use specific examples and agree on what important words mean
S Combine advocacy and inquiry
S One speaker at a time
S Be fully present
S Show respect for others and opinions
S Presume good will
S Discuss the undiscussable
Inspirus Consulting, Inc.
Check In…
S Provide your name,
organization
S Provide a brief
explanation of your
position on the line
Inspirus Consulting, Inc.
How do You Define Diversity,
Inclusion, & Culture?
Inspirus Consulting, Inc.
Operational Definitions
Diversity
Inclusion
Culture
Who we are
What we do
What we
learn
Differences
&
Similarities
Access &
Involvement
Collective
Knowledge
Inspirus Consulting, Inc.
*Internal Dimensions and
External Dimensions are
adapted from
Marilyn Loden and
Judy Rosener, Workforce
America!
(Business One Irwin, 1991)
From Diverse Teams at Work,
Gardenswartz & Rowe (2nd
Edition, SHRM, 2003)
Inspirus Consulting, Inc.
Assumptions & Frames of
Reference
S
Read the instructions on the first
page of the distributed handout
S
Briefly look at the picture on the
2nd page (approx 5 seconds)
S
Answer (Yes or No) to the
questions on the 3rd page
Inspirus Consulting, Inc.
Levels of System
Individual
Team / Group
Organization
Community
Inspirus Consulting,
11
Inc.
Theory of Change / Intervention
Valid Data
Free & Informed
Choice
Chris Argyris
Internal Commitment
/ Capacity
12
Inspirus Consulting,
Inc.
Change is Non-Linear
13
Inspirus Consulting, Inc.
Treasure Hunt
Inspirus Consulting, Inc.
What is Employee Engagement?
S Employee Engagement is the extent to which employees
commit to something or someone in their organization, how
hard employees work, and how long they stay as a result of
that commitment.
S Rational – Belief that a personal financial, developmental or
professional benefit will occur (commitment of the mind).
S Emotional – Believing in, valuing or enjoying assigned work,
teams, managers or the organization (commitment of the
heart)
15
Inspirus Consulting, Inc.
Employee Engagement Research
(Corporate Leadership Council)
50,000
Employees
59
Organizations
27 Countries
10 Industries
Inspirus Consulting,
Inc.
16
Impact of Engagement
Maximum Impact of Discretionary
Effort on Performance Percentile
Maximum Impact of Engagement
on the Probability of Departure
Discretionary Effort
Intent to Stay
9.2%
Number
of
Employees
87%
Probability
of Departure
in Next 12
Months
1.2%
50th
Percentile
70th
Percentile
Strong
Disengagement
17
Strong
Engagement
Inspirus Consulting, Inc.
Workforce Engagement Curve
“Most employees are up for grabs”
These employees exhibit
moderate commitment to their
work, teams, managers, and
organizations
Poor performers putting in
minimal effort and exhibiting
strong non-commitment to their
organizations, jobs, managers,
and teams
13%
The “Disaffected”
High performers with low retention
risk, who exhibit very strong
emotional and rational
commitment to their jobs, teams,
managers, and organizations
20%
Leaning Toward
Disengagement
29%
27%
Leaning Toward Engagement
Neutral
The “Agnostics”
18
11%
The “True Believers”
Inspirus Consulting, Inc.
Improving Performance &
Retention Through Engagement
Engagement Lever
Discretionary Intent to
Effort Impact Stay
Impact
Staff understands work / strategy alignment
32.8
36.4
Staff understands importance of their job to
organization success
30.3
34.1
Effective internal communication
29.2
37.5
Manager demonstrates strong commitment to
diversity / inclusion
28.5
36.5
Manager demonstrates honesty /integrity
27.9
35.1
Manager adapts to changing circumstances
27.6
36.1
Manager clearly articulates organizational goals
27.6
35.7
19
Inspirus Consulting, Inc.
Cultural Orientation
Individual
……………………………
Collective
Low Context /
High Content
……………………………
High Context /
Low Content
……………………………
Polychronic
……………………………
Hierarchical
……………………………
Relationship
Focused
……………………………
Maintaining
Harmony
Monochronic
Egalitarian
Task Focused
Surfacing
Differences
Inspirus Consulting, Inc.
Multicultural Organization
Development (MCOD)
Identify
Change
Team
Evaluate,
Learn &
Improve
Determine
System
Readiness
Bailey W. Jackson
Change
Plan
Benchmarking
Inspirus Consulting,
Inc.
21
Questions / Answers
Inspirus Consulting,
22 Inc.
Final Thoughts
“Diversity is a reality”
“ Inclusion is a choice”
Gardenswartz & Rowe
Inspirus Consulting, Inc.