Global Diversity & Inclusion
Global Diversity & Inclusion
at Microsoft
“By providing access to technology, Microsoft strives to help all people realize their
potential. This means that diversity and inclusion are not just words on paper for us; they
are core values and business imperatives. We promote diversity at every level within our
organization and strive for inclusiveness in everything we do.
We believe that employing the world’s top talent from all groups within our
communities—from many backgrounds and with varied experiences helps us to better
serve our customers and gives us a competitive advantage in the global marketplace.”
Steven A. Ballmer, CEO
AGENDA
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Microsoft’s Diversity Journey
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•
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Overview
The business rationale
Global market trends
Global Diversity & Inclusion Strategic Priorities
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Observations
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The Israel Story
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Questions/Comments
Global Diversity & Inclusion
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OVERVIEW
Historic Trends:
Early findings:
Results have been to:
D&I Key focus since 1992
 Lacked clear, cohesive
 Develop cohesive global
 Primarily US centric

 Focused on race and gender
 Strong external outreach
 Linked to targeted
recruitment



D&I strategy
Disparate efforts
Lacked business
rationale and alignment
Needed more solid
GD&I expertise
Data gathering &
analysis required
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



Global Diversity & Inclusion
strategy linked to Microsoft
business & vision
Strengthen global
perspective and integration
Enhance leadership
engagement
Improve quality and
accuracy of Diversity data
globally
Increase portfolio of D&I
learning
Improve senior level
diversity representation
(women and people of
color)
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DEFINITIONS: DIVERSITY & INCLUSION
ORGANIZATIONAL
Diversity:
The full range of human and /
or organizational differences
& similarities, inclusive of
everyone
Functional Level/Classification
Geographical Location
Income
INTERNAL
Marital Status
Inclusion:
The process of leveraging the
power of differences and
similarities to effectively
achieve a common goal or
objective
EXTERNAL
Management
Status
Age
Parental
Status
PERSONALITY
Appearance
Language
Work
Location
Personal
Habits
Gender
Race
Sexual
Orientation
Ethnicity
Recreational
Habits
Physical Ability
Work
Experience
Work
Content/
Field
Religion
Division/
Department/
Unit/Group
Educational
Background
Seniority
Concept designed by Gardenswartz and Rowe
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THE BUSINESS RATIONALE
Our consumer base is constantly changing and growing. We need to be:
• Diverse enough to match up to our current and new markets
• Aware enough to anticipate, respond and serve the needs of the
changing consumer marketplace
• Engaged enough to contribute at the highest levels to deliver
superior performance
Global Village
North Americans
5%
Europeans
9%
South Americans
8%
Africans and Middle
Easterners
15%
Commonwealth of
Independent States
5%
Asians
56%
Global Diversity & Inclusion
HR CONFIDENTIAL
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GLOBAL MARKET TRENDS: WOMEN
•
Women represent 40% of the world’s labor force and earned income
is growing at 8.1
•
% versus 5.8 % for men – Euromonitor
Women globally control $20 trillion in annual consumer
spending; by 2014 that could climb to $28 trillion. – BCG
 more than the estimated GDPs of India and China combined!
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Nearly 85% of all consumer electronic purchases are made by women
– Euromonitor
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Tech-savvy women purchase $55
products
Global Diversity & Inclusion
billion in consumer technology
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MICROSOFT
Talent
Values
Innovation
Right Bets
Global Diversity & Inclusion
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WORLDWIDE PRESENCE
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GLOBAL DIVERSITY & INCLUSION AT MICROSOFT
Challenges
• It can be difficult to attract and retain top diverse talent in
increasingly competitive markets.
• Fewer women pursue careers in the technology industry globally.
Opportunities
• Continuing to recruit and retain diverse employees who reflect
our customer markets.
• Increasing interest in technology careers among women and
diverse populations.
• Capitalizing on the opportunities of an increasingly diverse
global marketplace.
Global Diversity & Inclusion
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GD&I STRATEGY SUPPORTS MICROSOFT’S STRATEGIC VISION
Microsoft
Strategic
Vision
Microsoft Strategic Vision
Create seamless experiences that combine the magic of software with the power of the Internet
across a world of devices
Global Diversity & Inclusion Strategy
Strategy
Create the environment that helps Microsoft capitalize on the diversity of its people and inclusion
of ideas and solutions to meet the needs of its increasingly global and diverse customer base
Key Strategic Elements
Key
Strategic
Elements
Representation
Increase diverse pipeline
across the enterprise;
prioritize target areas
based on data analysis
Inclusion
Support cultivation of an
inclusive workplace that
surfaces the best ideas
and solutions for the
company and customer
Market Innovation
Develop the capabilities
to drive revenue through
penetration of high value
diverse markets
Reframe GD&I Platform To Support Global Efforts
Strengthen core of D&I expertise to support the enterprise
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GD&I FOCUS AREAS: WHAT WE’RE DOING
BUILDING A MORE DIVERSE MICROSOFT WORKFORCE
Increasing executive leadership and accountability for diversity and inclusion:
Providing professional development opportunities to employee groups:
Sparking student interest in technology careers:
CREATING A MORE INCLUSIVE WORK ENVIRONMENT
Increasing diversity and inclusion training
Encouraging employee conversations about diversity and inclusion
Supporting diverse Microsoft employee development:
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GLOBAL DIVERSITY AND INCLUSION FOCUS AREAS:
OUR PRIORITIES FOR FY2012 INCLUDE:
• Continuing efforts to increase diverse talent in senior level positions, with a
focus on racial minorities in the United States and women globally.
• Enhancing managers’ capability and skills for engaging a diverse workforce
and creating inclusive work environments. We will focus on critical skills and
behaviors that all levels of management must demonstrate to excel when
leading diverse employees and teams.
• Continuing to expand diversity and inclusion efforts in countries outside the
United States.
• Conducting research to identify business opportunities for Microsoft to
market to diverse populations.
Global Diversity & Inclusion
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GD&I IMPACT TO MICROSOFT BUSINESS – MARKET INNOVATION
Global Diversity & Inclusion
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Israel - Our journey
The way to excel our target - Success Inhibitors
Inclusion
Representation
• Female representation in
• Gate keepers - Hiring engine
• Hiring initiatives: Diverse candidate
succession planning
• Female Representation in talent
initiatives, HIPO etc.
• Career development plans
slates.
• Attraction - Employer of choice
Culture
• GM, LT, management community engagement
• LT & manager training
• Women’s forum : on going workshops,
initiatives and tools, led by female managers &
supported by HR
• Flexible working hours
• Maternity and parenthood: family activities,
Employee Assistant Program,
nursing room on site, maternity kit - benefits
and policy & special benefits etc.
Global Diversity & Inclusion
MS In The Community
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Citizenship programs addressing national
priorities of employability and Innovation
focused on women and driven through tight
collaboration with Gov. and non-profit.
Programs focus on different groups whose
participation in the workforce are relatively low
and promote their employability through
technology training.
Israel
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LEADERSHIP ACTION STEPS
What can you do……
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Understand why Diversity & Inclusion matters to your company
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Learn how to talk about diversity and inclusion from a business
perspective
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Be transparent and have the conversations with your own team
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Include others outside your comfort zone - expand your circle to
optimize diversity
•
Challenge yourselves to understand the impact of your own cultural
viewpoints on your interactions with others who are different
•
Focus on diversity at the individual level
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THANK YOU!
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