IPMA Diversitydtg.com Diversity & Inclusion Today What You Don’t Know You Don’t Know For:...
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Transcript of IPMA Diversitydtg.com Diversity & Inclusion Today What You Don’t Know You Don’t Know For:...
IPMADiversitydtg.com
Diversity & Inclusion TodayWhat You Don’t Know You
Don’t Know
For:
IPMA-HR Eastern Region Conference
By:
Mauricio Velásquez, MBA
President, CEO
The Diversity Training Group
Diversitydtg.com
IPMADiversitydtg.com
Meet Mauricio Velásquez, MBAMauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity and inclusion trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness.DTG’s clients include small and large organizations and public and private entities. SSA, OMB, NIST, NTIA, USCIS, HHS, and USPS are just some of our current federal clients. White House, DOI, USIA, USDA, DHS, US Navy, US Coast Guard are some of our past clients.Mauricio has trained over a half million participants in every state but North Dakota and his work and life have taken him to more than seventy countries. Mauricio holds a BA from UVA and an MBA from GWU. Married to Kelly with 3 kids.
IPMADiversitydtg.com
Mauricio’s Mission
Provoke ThoughtFacilitate Discussion & LearningSurprise YouEntertain YouAdd ValueProvide Subject Matter ExpertiseHave Fun
-Triple Investment-
IPMADiversitydtg.com
A Workshop on….
Treatment, RespectProfessionalism, TrustEngagement to Higher PerformanceCurrent EventsManagement, Supervision, LeadershipParenting
IPMADiversitydtg.com
Opening Remark
What You Don’t Know You Don’t
Know
(DKDK)
What You Don’t Know
(DK)
What You Know
(K)
IPMADiversitydtg.com
Intent vs. Impact
Intent(what you meant)
vs.
Impact(what you actually said)
IPMADiversitydtg.com
Is there a relationship?
Being Inclusive (Welcoming)
Valuing Diversity (Valuing difference
of opinion, background)
Being Respectful (Treated with
Respect, Dignity)
Engagement Perform at Higher
Level
IPMADiversitydtg.com
Diversity
When you hear this term what “pops” into your head?
What are all of the differences (and similarities) in our workplace? In our ranks, our peers, colleagues, travelers.
What is Inclusion? What does it mean to be inclusive?
IPMADiversitydtg.com
Dimensions of Diversity
Individual
Group
OrganizationalAffiliation
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
IPMADiversitydtg.com
Dimensions of Diversity
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
IPMADiversitydtg.com
Dimensions of Diversity
Individual
Organizational Affiliation
Group
Individual
IPMADiversitydtg.com
Are you Inclusive?
IPMADiversitydtg.com
The Lunch Date
Adam DavidsonScreen Writer/DirectorThis was his thesis to get his degree in
film from AFI – American Film Institute, New York City
Won many awardsFilmed in 1990On You Tube – if you can’t find it, ask
your kids to find it
IPMADiversitydtg.com
To be an Inclusive Change Agent
Understand the Myths of D & IUnderstand what a D & I is - so when you come
across it – you actAddress present D & I issues and proactively
anticipate emerging D & I issuesHold people accountable (peers, direct reports)
“We all have a shared responsibility to each other – we are all in this together!”
IPMADiversitydtg.com
Major Myths of Diversity & I1. Diversity is a problem. No, it is an opportunity.
2. Diversity is HR’s responsibility. No, it is my responsibility, on all of us.
3. Diversity is just about race and gender. No, it is much broader than that.
4. Diversity is about minorities and women in the workplace. No, diversity is about your (employees) internal and external (prospective clients) customers.
5. Diversity is about exclusivity. No, it is about inclusivity. It is about retaining your employees and clients.
6. Diversity is just another fad. Have you seen the numbers?
7. Diversity is another version of EEO/AA. Wrong! EEO/AA is government mandated. Diversity is workplace driven.
IPMADiversitydtg.com
A Diversity Issue Exists… When an issue (policy or business practice—formal, informal,
internal, or external) has a different impact on a particular group (i.e., impact on men vs. women, black vs. white, American vs. foreigner, urban vs. rural background)
When it happens more frequently to a particular group (i.e., different groups have dramatically different “numbers”—turnover, terminations, promotions, few or no role models)
When it is more difficult for one group to overcome (upward mobility for a particular group within an organization, i.e.,“glass ceilings”)
Page 14 in your workbook – out of order in PPT for emphasis
IPMADiversitydtg.com
A Diversity Issue Can’t Be Ignored A diversity issue exists where the policy or business practice
has an impact exclusive of difference (not inclusive of difference). Is there a trend or pattern (intentional or unintentional)?
Having a diversity issue is not necessarily a bad thing. Doing nothing about it given you have knowledge of the issue is where organizations go wrong (negligence). Being in denial about these issues do not make them go away. Ignorance is not bliss inside or outside the courtroom.
The question is why do we have this issue and how can we take action to correct it or improve the situation. Study or investigate, identify root cause(s) and identify solutions and execute! Don’t ignore the issues or be in denial about their existence.
IPMADiversitydtg.com
Addressing Diversity Issues – 1 opportunity @ a time
Step Action Example
Identify and agree on the problem (consensus) Ask the right questions.
Ask for the facts Verify the information Decide what else you need to
know
“Help me understand exactly” “Let me make sure this is recorded
correctly” “I will be able to help you better if
I know…”
Conduct problem-cause analysis to identify a specific problem and its cause
Restate the problem in simple terms
Get agreement on the problem and its importance/impact
“So, the basic issue is…” “It seems we agree it is important
to fix this because…”
Identify solutions/alternatives
Ask what can be done to solve the problem
Suggest other options for consideration
Tell them what you can do
“What ideas do you have on how this can be fixed?”
“In similar situations we have..” “I really wish we could do exactly
what you suggested. However, according to…, we must…”
?
IPMADiversitydtg.com
Addressing Diversity Issues – 1 opportunity @ a time
Step Action Example
Implement solutions/take action with the help of the customer
Ask for their cooperation Tell them what you will do Suggest how they can help,
now and the next time
“I’ll need your help to…” “Here is what I can do…” “To get this resolved quickly,
I’ll need you to…, and if this should happen again, please…”
End with an agreement and a thank you. Monitor and follow up on the situation
Summarize what will be done, and by whom
Thank the customer for cooperation and help
Promise to follow up to ensure the solution really worked
“Can I assume that we agree on…?”
“Thank you for being so cooperative in helping us to solve this problem.”
“I will call you in a week to be sure the situation is resolved.”
IPMADiversitydtg.com
What do you think?Is your biggest diversity and inclusion issue or
challenge or obstacle?What is the root cause(s) behind this issue?How can you address it? What are potential
solutions and prioritize them?
“Let’s look at some best practices. You don’t have to recreate the wheel – just take someone else’s tire and put a white wall on it!” - MV
IPMADiversitydtg.com
Nationwide Best Practices
Sources:
American Express Benchmark Study
Business Week Special Sessions
The Conference Board Best Practices Publications
Fortune’s Best Practices Lists/Articles
Towers-Perrin North-American Diversity Best Practices Study
US Department of Labor and other US Government Studies
IPMADiversitydtg.com
What is working – critical success factors
STRATEGICI. Visible, supportive and fully-committed senior
leadershipII. Diversity strategy/plan developed & aligned with
organization’s strategic plan III. Internal and external communications improvedIV. Employee involvement and assessmentV. Recruitment and retention activities improvedVI. Measurement, metrics and follow through emphasizedVII.Constant benchmarking and continuous improvement
of diversity strategy and planAll of this is of greater importance with
President Obama’s executive order!!
IPMADiversitydtg.com
DTG solutions or successesNIST Training agency personnel on Diversity and Inclusion Offering complimentary and more specific training, Sexual Harassment Prevention
Training, Toxic Employee-Workplace Conducting agency-wide assessments or “spot audits” or investigations Executive Coaching
OMB, SSA Ensuring Diversity Council is effective and has high impact (stood up first meeting
in response to Obama Executive Order) Weaving Diversity and Inclusion into the “Fabric of Agency” Diversity and Inclusion Training as part of On-boarding, new hire orientation –
short module on Diversity and Inclusion Designing and developing video based modules to show to all employees (100,000
plus) Did Age Diversity Training (OMB) and strategy and Stood Up first Diversity
Committee Meeting (in response to Obama Executive Order)
IPMADiversitydtg.com
More successesUSCIS Making sure Diversity and Inclusion is in Supervisory, Management and Leadership
Training Curriculum Making Diversity and Inclusion part of Core Values – linking conversation to core
vales
USPS Conducting high level Diversity and Inclusion Leadership Training (weaving D & I
into all of their training and development) – should not be “set apart and by itself” Political appointees, SESers
NTIA Training all agency personnel on Diversity and Inclusion (mandatory) Working with Diversity Committee (collaborate and partner with them) - mentoring
US Navy (SG, JAG) Diversity and Inclusion Training worldwide – from Guantanamo Bay, Cuba to
Guam to Italy, Spain and all US Navy bases (hostile or difficult audiences)
IPMADiversitydtg.com
Why?
Is this topic, this session so important?
Because “Status Quo” is not working!
- Doing the same things you have always done with your human resources, your talent, and expecting better results is organizational suicide!
IPMADiversitydtg.com
Action Plan
How can I create an inclusive work environment?
How can I use what I have learned in this session in my organization and beyond?
IPMADiversitydtg.com
In Closing….
Thank you for your time, consideration and participation today!
If you love the class – tell everybody about it, if you hated it, please keep it to yourself (but put your comments in the evaluation)
Comments, feedback, input – put in evaluation please!!!!
IPMADiversitydtg.com
What can I do?
Knowledge – Action = Nothing
Don’t act – nothing happens!
There is no such thing as “innocent bystanders.”
IPMADiversitydtg.com
For more information…
CONTACT:
The Diversity Training Group
692 Pine Street
Herndon, VA 20170
Tel. 703.478.9191
Fax 703.709.0591
Mauricio Velásquez, MBA - President