2012 Talent Management Conference - From Color to Cultural Inclusion
-
Upload
stephen-lowisz -
Category
Business
-
view
325 -
download
0
description
Transcript of 2012 Talent Management Conference - From Color to Cultural Inclusion
![Page 1: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/1.jpg)
Diversity – Moving From Color To Cultural Inclusion
Presented By: Stephen Lowisz
2012 Talent Management Conference & Exposition
![Page 2: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/2.jpg)
• What is the definition of diversity?
• What is the definition of inclusion?
culture
![Page 3: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/3.jpg)
Why?The Impact of Diversity on
Business Performance.
RSITYDIVE
![Page 4: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/4.jpg)
Reason #1:Inclusion Directly Influences Increased Revenues/Profits
Asians, African Americans and Hispanics representnearly $1.4 trillion annually in consumer spending (13.8% of nation’s total buying power)
One general advertisement, product, or service gearedfor all consumers will miss many potential consumers
Companies gain extensive insight from its diverse workforce to understand cultural effects of buyingdecisions in the marketplace
Companies with a diverse workforce have shown reduced costs associated with turnover, absenteeism and low productivity
![Page 5: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/5.jpg)
Practical Example:When we forget about diversity.
NO VA =It Doesn’t Go!(Matador/Hospital)
![Page 6: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/6.jpg)
Reason #2:
A Diverse Workforce Can Improve Problem Solving
Diverse work teams have a broader base of experienceto draw from when problem solving
The presence of minority views creates a higher level of critical analysis
Study proved that properly managed diverse teams produced scores that were 6 times higher than non-diverse teams
Diverse work teams have been found to increasecreativity and innovation that generates revenues
![Page 7: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/7.jpg)
Reason #3:The Labor Pool is Becoming More Diverse
Minorities are the fastest growing part of the labor force• Hispanic labor force is projected to grow by 34% by 2014• Asian labor force is projected to grow by 32% by 2014• African American labor force is projected to grow by 17% by 2014• White male labor force is projected to grow by 7% for 2014• By 2014 white men will only be 43% of the labor force with woman
and minorities making up 57%
Workforce is becoming more global• North America and Europe is only expected to produce 3% of the
world’s new labor over the next 10 years• Asia is expected to produce more then 75% of world’s new labor
force over the next 10 years
![Page 8: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/8.jpg)
Why?Do diversity
initiative fail?
![Page 9: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/9.jpg)
Recruiting Initiatives Fail Because…
• Not understanding the real business case for diversity
• Lack of honest criticism of diversity programs –doing the same thing everyone else is.
• Lack of complete buy-in from the entire organization (especially middle management)
• Under representation – we show diversity in our ads, isn’t that enough?
• Focus only on diversity not understanding inclusion -Fear of focusing on our differences.
![Page 10: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/10.jpg)
It’s all a
![Page 11: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/11.jpg)
PT Barnum General Tom Thumb
![Page 12: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/12.jpg)
Diversity
![Page 13: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/13.jpg)
The world is filled with absolutely unique people
We have a tendency to think WE are the norm
Our tendency is to look around and look at others as weird
When we think something is “right”, that’s the way we think It should be. Others are wrong
Reality
![Page 14: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/14.jpg)
The Problem
• Each person is doing the same thing
• We are looking at them saying we are normal and they are weird
• They are saying they are normal and we are weird!
Why are business relationships often so difficult?
![Page 15: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/15.jpg)
![Page 16: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/16.jpg)
![Page 17: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/17.jpg)
![Page 18: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/18.jpg)
![Page 19: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/19.jpg)
Bottom Line:
•We don’t see each other, the world, or ourselves objectively –we see things subjectively.
•We don’t see others as they are, we see them through the lens of who we are (the lens of subjectivity).
•We can look at the same situation, act differently, and both be right! (Ticket & Time)
![Page 20: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/20.jpg)
Confronting a Problem
![Page 21: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/21.jpg)
Sense of Self
![Page 22: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/22.jpg)
Status of Leader
![Page 23: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/23.jpg)
Archetypes
• Tendency of a group to behave a certain way.
Stereotypes• Belief that all members of a cultural group behave
according to the archetype for the group.
What is the impact on recruiting?
stereotype
![Page 24: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/24.jpg)
ObservationsWhat does real inclusion look like?
Diversity is the mix, inclusion is making the mix work.
Relationship challenges stem from messed up thinking.
Strong relationships stem from right thinking.
Inclusion starts by calling out our differences, not minimizing them.
•Diversity is not about different colors, its different cultural lenses.
•Others are not supposed to think like you or act like –they have different experiences unlike you!
•From pharmaceuticals to shoes
![Page 25: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/25.jpg)
ObservationsWhat does real inclusion look like?
The three basic stages to cultural inclusion:
•Me – What do I believe? Why do I believe that?
•Them – What do others believe? Why do they believe that? (Perspective)
•Us – Understand the gap. Is the difference personal or cultural?
o Trust – Aggressive vs hiding
o Respect – Yes mam, yes sir
![Page 26: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/26.jpg)
Common Differences:•Sign for ‘OK’
o Japan – Now may we talk about moneyo Southern France – It has no valueo Spain, EU – Indecent sexual sign
•You’ve put on weight!o Africa – you look physically healthier or had a nice holiday
•Sign for ‘2’o Greece – Go to hell!
![Page 27: 2012 Talent Management Conference - From Color to Cultural Inclusion](https://reader034.fdocuments.us/reader034/viewer/2022051608/5458fec0af795994188b5697/html5/thumbnails/27.jpg)
Diversity – Moving From Color To Cultural Inclusion
Presented By: Stephen Lowisz
2012 Talent Management Conference & Exposition