diversity, equality & inclusion 2016

Saving money… by improving DIVERSITY,

EQUALITY & INCLUSION in the workplace

London HR and Training

2016

Introduction

Page 2

Intro - London HR and Training

• London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden

• 10 years in banking• 20 years in training and human resources• Business owner since 2007• The core services provided by London HR and

Training are:- Reducing costs and saving time through bespoke HR initiatives and projects- Training course design and delivery- Services for job seekers

Page 3

Contents5-6 Definitions7-8 Continuum of diversity and inclusion from employers9-11 Rating questions around diversity climate12-14 The business case for trans inclusion15-16 What an action plan for trans inclusion should include17-18 Messaging and the trans community19-20 Example of good practice around trans inclusion21-22 Knocking down barriers to diversity and inclusion23-27 Areas to focus on around diversity and inclusion28-30 Effective leadership approaches in harnessing diversity31-32 Board level strategies to improve diversity33-35 Example equality, diversity and inclusion strategy 36-37 Career self-efficacy linked to diversity and inclusion38-39 Intentionality linked to diversity and inclusion40-41 Gender diversity and the IT industry42-43 Diversity and environmental organisations in the US44 Example from Brooklyn, New York45-46 The business case for diversity47-48 Exercise49-50 To sum up…

Definitions

Page 5

Definitions• Diversity• Equality• Inclusion

• Visible diversity traits• Invisible diversity traits

Page 6

Continuum of diversity and inclusion for

employers

Continuum of diversity and inclusion for

employers

Page 8

Singular culture

Compliance Embracing Collaborative Inclusive

Rating questions around diversity

climate

Rating questions around diversity climate 1 of 2

• My co-workers help me feel like an important part of the team

• My co-workers appreciate my background and perspective

• My manager always treats me like a valued member of my team

• My manager ensures that I always feel included at work

Page 10

Rating questions around diversity climate 2 of 2

• I receive many opportunities to work with diverse and multicultural teams

• I have the same opportunities for career growth as my co-workers

• This organisation’s actions demonstrate complete commitment to diversity with inclusion

• Capable people succeed at all levels in this organisation, regardless of the group that they belong to

Page 11

The business case for trans inclusion

The business case for trans inclusion 1 of 2

Business performance• Talent attraction and retention• Innovation and collaboration• Brand strength

Page 13

The business case for trans inclusion 2 of 2

Individual performance• Greater job commitment• Higher levels of satisfaction and

motivation• Improved workplace

relationships

Page 14

What an action plan for trans inclusion should

include

What an action plan for trans inclusion should

include• Organisational commitment• Policy• Physical spaces and facilities• All-employee engagement• Service delivery and customer

service

Page 16

Messaging and the trans community

Messaging and the trans community

• The LGBT acronym• Consider how the message

reflects upon the trans community

• Use the correct terminology and definitions

• Be clear in your call to action• Use trans voicesPage 18

Example of good practice around trans

inclusion

Example of good practice around trans inclusion

Asda• Listen• Make it safe• Training• Engage• Create• GrowPage 20

Knocking down barriers to diversity and

inclusion

Knocking down barriers to diversity and inclusion

• Informal mentoring• Recovering from mistakes• Bullying• Insensitivity• Perceived underperformance

Page 22

Areas to focus on around diversity and

inclusion

Areas to focus on around diversity and inclusion 1

of 4Recruitment• Revisit the job postings• Think about where you are

recruiting• Demonstrate commitment to a

diverse and inclusive workplace

Page 24

Areas to focus on around diversity and inclusion 2

of 4Training and development• Rethink the induction process• Look at the relevance of cultural

competency training• Make new employees feel

welcome

Page 25

Areas to focus on around diversity and inclusion 3

of 4Performance management and recognition• Tie it to performance• Find your champions and

recognize them

Page 26

Areas to focus on around diversity and inclusion 4

of 4Compensation and benefits• Do the benefits reflect the needs

of a diverse workforce?• Recognise culturally significant

events• Consider providing flexible

schedulesPage 27

Effective leadership approaches in

harnessing diversity

Effective leadership approaches in harnessing

diversity 1 of 2• Measure diversity and inclusion• Hold managers accountable• Support flexible working

arrangements• Recruit and promote from

diverse pools of candidates• Provide leadership education

Page 29

Effective leadership approaches in harnessing

diversity 2 of 2• Sponsor employee resource

groups and mentoring programmes

• Offer quality role models• Make the chief diversity officer

model count

Page 30

Board level strategies to improve diversity

Board level strategies to improve diversity

• Transform the skills-based selection approach

• Sharply define board culture and expected behaviours to encompass inclusive thinking

• Think across borders, and make the logistics work

• Commit-measure-publicize-respect

Page 32

Example equality, diversity and inclusion

strategy

Example equality, diversion and inclusion

strategy 1 of 2 Victim Support• We will demonstrate that our services

meet the diverse needs of individuals and communities

• We will ensure equality, diversity and inclusion is embedded throughout Victim Support

• We will give a strong voice to victims from under-represented communities

Page 34

Example equality, diversion and inclusion

strategy 2 of 2 Victim Support(cont.)• We will develop specialist services to

engage and meet the need of under-represented communities

• We will continue to develop our national and local partnerships so the service we provide meets a wider range of needs

• We will support, recruit and retain a diverse workforcePage 35

Career self-efficacy linked to diversity and

inclusion

Career self-efficacy linked to diversity and inclusion• Self-appraisal• Occupation information

gathering• Planning• Goal setting• Problem solving

Page 37

Intentionality linked to diversity and inclusion

Intentionality linked to diversity and inclusion

• Subject• Intentionality• Object

Content• Quality• Subject matterPage 39

Gender diversity and the IT industry

Gender diversity and the IT industry

• Improvement on financial performance

• Gender-diverse teams and the bottom line, team dynamics and productivity

• Opportunity costs and attrition• The need for a supportive

infrastructurePage 41

Diversity and environmental

organisations in the US

Diversity and environmental

organisations in the US• Gender diversity• Racial diversity• Cross-race and cross-class

collaborations• Recruitment• Interns• Diversity initiativesPage 43

Example from Brooklyn, New York

The business case for diversity

The business case for diversity

• Shareholder value• Stakeholder value• Regulatory context• The global value chain

Recommendations moving forward

Page 46

Exercise

Exercise

Page 48

To sum it up…

To sum up…• Conclusion• Summary• Videos• Useful links

Page 50