Executing Effective Diversity Programs Gregory Jenkins.
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Transcript of Executing Effective Diversity Programs Gregory Jenkins.
Executing Effective Diversity Programs
Gregory Jenkins
2
OVERVIEW
• Diversity as a Strategy
• Diversity Plan Initiatives
• Establish Policy, Goals & Criteria
• Best Practices
• Execution Plan
• Recommendations for SuccessIN PURSUIT OF GREATNESS THROUGH DIVERSITY
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DIVERSITY
Our Nation derives strength from the diversity of its population and from its commitment to equal
opportunity for all. We are at our best when we draw on the talents of all parts of our society, and
our greatest accomplishments are achieved when diverse perspectives are brought to bear to
overcome our greatest challenges.₂
President ObamaExecutive Order 13583
1. http://www.nationalguard.mil/features/vdc//Diversity.pdf2. http://www.opm.gov/diversityandinclusion/reports/GovernmentwideDIStrategicPlan.pdf
In the National Guard, Diversity is a cultural climate which allows people to maximize
their potential by embracing and promoting each other’s holistic characteristics.₁
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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http://diversity.gsfc.nasa.gov/DCprivate/Diversity_StrategicPlan.pdf
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IDENTIFY & ESTABLISH ACULTURE OF DIVERSITY
• Diversity includes differences in characteristics, background, attributes, and experiences. Expansion is necessary in order to create a culture that fosters: Absolute respect for all people no matter their rank, function, or
position. Inclusion, engagement, and management of talents to capitalize the
potential power. Diversity in thoughts, ideas, and perspectives to promote moral
courage and trust. Confidence in equal opportunity for all. An interdependent mindset where collaboration is the standard.
http://ngbdiversity.org/wp-content/uploads/2012/04/CNGB_Policy_Diversity.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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DIVERSITY PLAN INITIATIVES
• Develop and execute a strategic diversity plan that
incorporates:
Vision
Mission
Goals
Strategies
Evaluationhttp://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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DIVERSITY PLAN INITIATIVES• Execute the strategic plan:
Define diversity Identify who will do what and according to what
priorities Define strategies for managing accessions and
career development, involve leadership, and ensure accountability
Establish metrics to guide progress
http://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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ESTABLISH A POLICY• Establish a core policy on diversity and
inclusion: Embrace a culture of inclusion that brings to bear
the best of every employee. Value and leverage diversity; our different points
of view and collective wisdom. Promote creativity and innovation to sustain a
competitive advantage, fuel growth, and achieve superior performance.
http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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ESTABLISH GOALS• Workforce Diversity. Recruit from a diverse, qualified group of
potential applicants to secure a high-performing workforce drawn from all segments of American society.
• Workplace Inclusion. Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention.
• Sustainability. Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.
http://www.opm.gov/diversityandinclusion/reports/governmentwideDIstrategicPlan.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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CRITERIA• Commitment - is the foundation of a
successful effort to build and maintain a diverse, high-quality workforce
• Assess the Current Situation - develop a workforce profile (a complete picture of the workforce and how it reflects diversity at all levels, in all key occupations, and in all organizational components)
http://www.opm.gov/Diversity/diversity-3.htm
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CRITERIA• Environmental Assessment- survey and
measure the organization’s strengths and weaknesses in promoting diversity (i.e. “cultural audit" or "organizational assessment”)
• Workforce Planning- analyze workforce trends and projections, determine skills gaps and needs, and devise succession planning strategies
http://www.opm.gov/Diversity/diversity-3.htm
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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CRITERIA
• Design and implement a diversity program through Recruitment Hiring A Supportive Work Environment Learning and Development Rewards & Recognition
http://www.opm.gov/Diversity/diversity-3.htm
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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CRITERIA
• Sustain commitment - the foundation of a successful effort to build and maintain a diverse, high-quality workforce Monitor Results Accountability Celebrate Success Continuing Communication & Development
http://www.opm.gov/Diversity/diversity-3.htm
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BEST PRACTICES• Develop a business rationale for diversity
• Educate senior managers so that they can develop and support the business rationale
• Customize your diversity management approach so that it will not create ‘culture shock’ but rather is respectful of the organizational cultural norms
• Commitment should come in the form of leadership, participation of a representative workforce, and dedicated human and financial resources
http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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BEST PRACTICES• Individuals charged with responsibility for diversity
management must be knowledgeable, credible, and well-grounded personally and professionally
• Building knowledge through audits, benchmarking, and other sources is essential to the development of a relevant strategic plan
• Diversity-driven goals and strategies can be centralized or driven through business units and departments
http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf
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BEST PRACTICES• All strategies should be evaluated intermittently • Training and education must be linked to business
goals and practices• Some type of formal evaluation to measure
impact and institutionalization should take place at the second year of an initiative
• Modification of strategic goals and strategies is inevitable
http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf
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BEST PRACTICES
• Changes must be made in systems, policies, and procedures that impact the workforce
• Organizational change through diversity to meet desirable business goals can be systematically planned and implemented
• Visibility must be given to the initiative within and outside of the organization to reinforce credibility
http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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EXECUTION PLAN• In order for diversity strategies to work, a well-
rounded execution plan must be in place:1. Tone at the Top: Leadership must lead and actively
participate in diversity strategies and practices2. Communication: Direct communication for diversity
efforts throughout the organization3. Goals, Objectives & Evaluation: Adopt specific goals
and objectives, and set measurable evaluation criteria4. Training & Guidance: Provide regular training,
education and guidance to management and staff
http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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RECOMMENDATIONS FOR SUCCESS• Ensure the removal of any potential barriers that
currently exist• Make recommendations that enhance the culture,
career progression and recruitment of women and minorities
• Grow the pool of eligible candidates• Consider commitment to diversity in officer
promotions• Require diversity leadership education and training at
all levelshttp://www.globalsecurity.org/military/library/news/2011/03/mil-110308-afps03.htm
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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RECOMMENDATIONS FOR SUCCESS
• Create a diversity committee• Create and lead a cross-divisional
implementation team• Design a research agenda focused on diverse
population groups• Build accountabilities into the diversity
program
IN PURSUIT OF GREATNESS THROUGH DIVERSITY
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QUESTIONS?