Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014
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Transcript of Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014
HENDERWORKS CONSULTING
E F F E N U S H E N D E R S O N , C E O , H E N D E R W O R K SR E T I R E D C D O , W E Y E R H A E U S E R
M A Y 1 9 , 2 0 1 4
THE PRACTICE OF INCLUSION TOWARDS A DYNAMIC AND SYSTEMIC APPROACH
DIVERSITY IN TIMES OF TRANSITION
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BACKGROUND
• The Evolution of Diversity and Inclusion• The Importance of Context Setting• Alignment with Mission, Vision and Values• Integration of diversity into the overall business
strategy• Development of a Multi-year Change Agenda• The Importance of Leadership Commitment
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THE EVOLUTIONDIVERSITY AND INCLUSION
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THE EVOLUTION OF DIVERSITY
Complianceand
Affirmative Action
Diversity and Valuing
Differences
Diversity and Organizational Inclusion - The
Strategic Imperative
Diversity and Inclusion
beyond the workforce, workplace,
and organization
Monetizing the value of D
& I to stakeholder relations,
sustainable development and bottom line results
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THE BUSINESS IMPERATIVE
Business• Profitability• Innovation• Market
Development• Globalization• Product Design• Supply Chains• Quality
Economic• Demographic
Changes• Sustainable
Development• License to
Operate• Regulatory and
Public Policy
People• Recruitment• Engagement• Development• Retention• Satisfaction• Innovation• Perspectives
Leadership• Work Systems• Organizational
Development• Organizational
Trust• Succession• Performance
Outcomes
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GROWING COMPLEXITY
Civil Society
Reputation
Governance
License to Operate Public Policy
Investment
Employment
Sustainability
Supply Chains
Social Media
Human Rights
Cultural Identity Freedom
Protection
Social Responsibilit
y
Social Justice
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EXPANDING TO ALL STAKEHOLDERS
Employees
Customers
Communities
SuppliersClients
Investors
Government
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STAKEHOLDER ISSUES
Employees
Engagement
Satisfaction
Productivity
Retention
Investors
Transparency
Decisions
Ethical Conduct
Business Results
Customers
Market Penetration
Demographic impact
Customer satisfaction
Communities
License to Operate
Human Rights
Volunteerism
Sponsorships
Regulators
Public Policy
Regulatory Change
Emerging civil society
trends
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THE CHANGE FRAMEWORKA MULTI -YEAR CHANGE STRATEGY
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DIRECTION SETTING COMPONENTS
Leadership Role Modeling
Governance and
Compliance
Progressive Outreach
Culture and Climate
Talent Management
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INCLUSIVE SYSTEMS AND PRACTICES
HENDERWORKS ASSESSMENT FRAMEWORK• Workforce Utilization• Governance and Compliance• Work Climate and Culture• Rates of Participation in HR processes and
systems• Rate of Rise of Women and People of Color• Understanding the Level of Interest of
Employees in Development• Outreach and Community Relations• Alignment with Organizational Values• Employee Retention and Talent
Management
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INCLUSIVE SYSTEMS AND PRACTICES
HENDERWORKS ASSESSMENT PROCESS• Collect data on risk areas• Work with organizational leaders to
assess gaps• Use effectiveness barometer to identify
levels of effectiveness• Treat data as confidential and share on
a “need to know” basis• Develop action plan for improving
effectiveness• Monitor and update leadership on
progress
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ALIGNMENT WITH WORKFORCE PLANS
Understand External Influencers and Internal Drivers
External Influences• Technology Advancements• Education Trends• Demographic Trends• Industry Trends• External Workforce Trends• Competitor Employment
Options
Internal Drivers• New Technology• Business Operations Changes• Work System Changes• Mfg Process Changes• Workforce Changes• Turnover Patterns• Employee Engagement
Identify Critical Workforce Issues and Gaps
Identify Mission Critical Skills and
Roles
Assess Employee Value Proposition
Define Targeted Future Workforce
Develop and Execute Strategic Actions
ResourcingDevelopmentRecruitment
RetentionDiversity and Inclusion
Pay and BenefitsWork Design
Managed EntryKnowledge Transfer
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LEADERSHIP BEHAVIORTHE IMPORTANCE OF COMMITMENT
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LEADERSHIP EFFECTIVENESSHENDERWORKS LEADERSHIP ACTION FRAMEWORK• Clearly understand the demographics and composition
of workforce• Make diversity leadership a personal priority• Expand recruitment efforts through targeted outreach• Build diversity and inclusion into business planning
process and stakeholder relations• Make a personal commitment to develop the pipeline
of diversity talent• Sponsor mentoring efforts and diversity network
groups• Sponsor and participate in diversity education• Become personally involved and support diversity
outreach efforts• Ensure leadership behaviors are inclusive and
demonstrate a value for diversity• Create and maintain a respectful and inclusive work
environment
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HenderWorks Framework for Leading Inclusively
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STRENGTHENING LEADER BEHAVIORS
Building Inclusive
Leadership Skills
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IMPORTANT BEHAVIORS
Trust
Circle of Influenc
e
Commitment to
Diversity and
InclusionEqual
Opportunity for Growth
and Developmen
t
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A RESPECTFUL WORKPLACE IS AN INCLUSIVE WORKPLACE
• A place where leaders set the tone by the words, thoughts, and actions• A place where all the dimensions of diversity are
respected, valued and supported• A place where inclusion is fostered as an
important part of the way business is conducted• A place where high expectations are set and
where every one is held accountable for their actions.• A place where harassment and bullying are not
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LESSONSA DYNAMIC AND SYSTEMIC APPROACH A MUST
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IMPORTANT LESSONS• Gaining traction requires dedicated leadership attention and
commitment over time
• Diversity and Inclusion must be viewed as part of organizational development and culture change which evolves and adapts as the business and organization changes (3 to 5 year timeframe)
• A systems approach tied to organizational strategies and outcomes is critical
• Attention to both short term tactical barriers (cost, profitability, etc.) and longer term consequences (retention, employer of choice, stakeholder relations) are essential
• Meeting governance and regulatory requirements are a given
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ANY QUESTIONS