diversity, equality & inclusion 2016

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Jeep Productions

Saving money by improving DIVERSITY, EQUALITY & INCLUSION in the workplace

London HR and Training

2016

1

IntroductionPage 2

2

Intro - London HR and TrainingLondon HR and Training is a specialist human resources and training consultancy headed by Timothy Holden 10 years in banking20 years in training and human resourcesBusiness owner since 2007The 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 seekersPage 3

3

Contents5-6Definitions7-8Continuum of diversity and inclusion from employers9-11Rating questions around diversity climate12-14The business case for trans inclusion15-16What an action plan for trans inclusion should include17-18Messaging and the trans community19-20Example of good practice around trans inclusion21-22Knocking down barriers to diversity and inclusion23-27Areas to focus on around diversity and inclusion28-30Effective leadership approaches in harnessing diversity31-32Board level strategies to improve diversity33-35Example equality, diversity and inclusion strategy 36-37Career self-efficacy linked to diversity and inclusion38-39Intentionality linked to diversity and inclusion40-41Gender diversity and the IT industry42-43Diversity and environmental organisations in the US44Example from Brooklyn, New York45-46The business case for diversity47-48Exercise49-50To sum up

4

DefinitionsPage 5

5

DefinitionsDiversityEqualityInclusion

Visible diversity traitsInvisible diversity traitsPage 6

6Diversity C9

Continuum of diversity and inclusion for employers

7

Continuum of diversity and inclusion for employers

Page 8

8Disciplinary B

Rating questions around diversity climate

9

Rating questions around diversity climate 1 of 2 My co-workers help me feel like an important part of the teamMy co-workers appreciate my background and perspectiveMy manager always treats me like a valued member of my teamMy manager ensures that I always feel included at workPage 10

10Diversity A

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-workersThis organisations actions demonstrate complete commitment to diversity with inclusionCapable people succeed at all levels in this organisation, regardless of the group that they belong toPage 11

11Diversity A

The business case for trans inclusion

12

The business case for trans inclusion 1 of 2Business performanceTalent attraction and retentionInnovation and collaborationBrand strengthPage 13

13Diversity B May 2016

The business case for trans inclusion 2 of 2Individual performanceGreater job commitmentHigher levels of satisfaction and motivationImproved workplace relationshipsPage 14

14Diversity B May 2016

What an action plan for trans inclusion should include

15

What an action plan for trans inclusion should includeOrganisational commitmentPolicyPhysical spaces and facilitiesAll-employee engagementService delivery and customer servicePage 16

16Diversity B May 2016

Messaging and the trans community

17

Messaging and the trans community The LGBT acronymConsider how the message reflects upon the trans communityUse the correct terminology and definitionsBe clear in your call to actionUse trans voicesPage 18

18Diversity B May 2016

Example of good practice around trans inclusion

19

Example of good practice around trans inclusionAsdaListenMake it safeTrainingEngageCreateGrowPage 20

20Diversity B May 2016

Knocking down barriers to diversity and inclusion

21

Knocking down barriers to diversity and inclusionInformal mentoringRecovering from mistakesBullyingInsensitivityPerceived underperformance

Page 22

22Diversity C

Areas to focus on around diversity and inclusion

23

Areas to focus on around diversity and inclusion 1 of 4RecruitmentRevisit the job postingsThink about where you are recruitingDemonstrate commitment to a diverse and inclusive workplacePage 24

24Diversity C6

Areas to focus on around diversity and inclusion 2 of 4Training and developmentRethink the induction processLook at the relevance of cultural competency trainingMake new employees feel welcomePage 25

25Diversity C6

Areas to focus on around diversity and inclusion 3 of 4Performance management and recognitionTie it to performanceFind your champions and recognize themPage 26

26Diversity C6

Areas to focus on around diversity and inclusion 4 of 4Compensation and benefitsDo the benefits reflect the needs of a diverse workforce?Recognise culturally significant eventsConsider providing flexible schedulesPage 27

27Diversity C6

Effective leadership approaches in harnessing diversity

28

Effective leadership approaches in harnessing diversity 1 of 2Measure diversity and inclusionHold managers accountableSupport flexible working arrangementsRecruit and promote from diverse pools of candidatesProvide leadership educationPage 29

29Women at work December 2013

Effective leadership approaches in harnessing diversity 2 of 2Sponsor employee resource groups and mentoring programmesOffer quality role modelsMake the chief diversity officer model count Page 30

30Women at work December 2013, leadership A

Board level strategies to improve diversity

31

Board level strategies to improve diversityTransform the skills-based selection approachSharply define board culture and expected behaviours to encompass inclusive thinkingThink across borders, and make the logistics workCommit-measure-publicize-respectPage 32

32Diversity B

Example equality, diversity and inclusion strategy

33

Example equality, diversion and inclusion strategy 1 of 2 Victim SupportWe will demonstrate that our services meet the diverse needs of individuals and communitiesWe will ensure equality, diversity and inclusion is embedded throughout Victim SupportWe will give a strong voice to victims from under-represented communitiesPage 34

34Diversity C May 2016

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 communitiesWe will continue to develop our national and local partnerships so the service we provide meets a wider range of needsWe will support, recruit and retain a diverse workforcePage 35

35Diversity C May 2016

Career self-efficacy linked to diversity and inclusion

36

Career self-efficacy linked to diversity and inclusionSelf-appraisalOccupation information gatheringPlanningGoal settingProblem solvingPage 37

37Diversity C7

Intentionality linked to diversity and inclusion

38

Intentionality linked to diversity and inclusionSubjectIntentionalityObject

ContentQualitySubject matterPage 39

39Diversity C7

Gender diversity and the IT industry

40

Gender diversity and the IT industryImprovement on financial performanceGender-diverse teams and the bottom line, team dynamics and productivityOpportunity costs and attritionThe need for a supportive infrastructurePage 41

41Disciplinary B

Diversity and environmental organisations in the US

42

Diversity and environmental organisations in the USGender diversityRacial diversityCross-race and cross-class collaborationsRecruitmentInternsDiversity initiatives

Page 43

43Diversity D3

Example from Brooklyn, New York

44

The business case for diversity

45Diversity A May 2016

The business case for diversityShareholder valueStakeholder valueRegulatory contextThe global value chain

Recommendations moving forwardPage 46

46Diversity D5

Exercise

47

Exercise

Page 48

48

To sum it up

49

To sum upConclusionSummaryVideosUseful links

Page 50

50

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