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All you wanted to know about diversity, equality and inclusion by Toronto Training and HR December 2015

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Page 1: Diversity, inclusion and equality December 2015

All you wanted to know about diversity, equality and inclusion

by Toronto Training and HR

December 2015

Page 2: Diversity, inclusion and equality December 2015

Page 2

CONTENTS3-4 Introduction5-6 Definitions7-8 The business case for diversity9-10 Key benefits of improving diversity11-12 Taking action over diversity 13-15 Culture and diversity16-17 Hidden biases and diversity18-19 Challenges in making diversity a priority20-21 Measuring diversity22-24 Common pitfalls in diversity training23-24 A stakeholder engagement culture and change25-26 Gender bias27-28 Evolving the HR management process for gender diversity29-30 Initiatives to improve gender diversity31-34 What the best employers do to boost gender diversity35-37 An age diverse workforce 38-39 Diversity in the Canadian mining industry 40-41 An Australian approach to recruit and retain a diverse workforce42-43 Encouraging inclusion44-45 Modelling inclusion 46-47 Organizational inclusive behaviours48-49 A toolkit for inclusion50-51 Conclusion, summary and questions

Page 3: Diversity, inclusion and equality December 2015

Page 3

Introduction

Page 4: Diversity, inclusion and equality December 2015

Page 4

Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Page 5: Diversity, inclusion and equality December 2015

Page 5

Definitions

Page 6: Diversity, inclusion and equality December 2015

Page 6

Definitions • Diversity• Inclusion• Equality• Employment

equity• Ethnicity

Page 7: Diversity, inclusion and equality December 2015

Page 7

The business case for diversity

Page 8: Diversity, inclusion and equality December 2015

The business case for diversity

• People issues• Market

competitiveness• Corporate

reputation

Page 8

Page 9: Diversity, inclusion and equality December 2015

Page 9

Key benefits of improving diversity

Page 10: Diversity, inclusion and equality December 2015

Key benefits of improving diversity

• Engaged employee and volunteers

• Reflective community voice

• Economic resilience• Enhanced innovation

and services

Page 10

Page 11: Diversity, inclusion and equality December 2015

Page 11

Taking action over diversity

Page 12: Diversity, inclusion and equality December 2015

Taking action over diversity

• Setting objectives• Creating plans• Implementing and

adjusting• Measuring

outcomes• Connecting

Page 12

Page 13: Diversity, inclusion and equality December 2015

Page 13

Culture and diversity

Page 14: Diversity, inclusion and equality December 2015

Culture and diversity 1 of 2

• Cultural competence• Put on one’s cultural

lens• Ask questions to

learn more• Reflect on your own

reactions• Adjust your

behaviour

Page 14

Page 15: Diversity, inclusion and equality December 2015

Culture and diversity 2 of 2

Cultural differences• High/low hierarchy

values• Indirect/direct

communication styles• Group/individual focus

Page 15

Page 16: Diversity, inclusion and equality December 2015

Page 16

Hidden biases and diversity

Page 17: Diversity, inclusion and equality December 2015

Hidden bias and diversity

• What are hidden biases?

How behaviour can be affected• Shifting criteria in

hiring and talent promotion

• Which voices are heard?

• The urge to help

Page 17

Page 18: Diversity, inclusion and equality December 2015

Page 18

Challenges in making diversity a priority

Page 19: Diversity, inclusion and equality December 2015

Challenges in making diversity a priority

• Organizational capacity

• Community profile• Defining the value

of diversity• Language• Risk

Page 19

Page 20: Diversity, inclusion and equality December 2015

Page 20

Measuring diversity

Page 21: Diversity, inclusion and equality December 2015

Measuring diversity

• Externally-focused measures

• Internally-focused measures

Page 21

Page 22: Diversity, inclusion and equality December 2015

Page 22

Common pitfalls in diversity training

Page 23: Diversity, inclusion and equality December 2015

Common pitfalls in diversity training 1 of 2

• Too little focus on the impact of emotions

• Failure to engage white males

• Lack of a compelling business case

• Compliance-driven• Too much focus on

helping whites understand the challenges of others

Page 23

Page 24: Diversity, inclusion and equality December 2015

Common pitfalls in diversity training 2 of 2

• Lack of engagement from all levels of management

• Reactive, not proactive

• Failure to make difficult decisions

Page 24

Page 25: Diversity, inclusion and equality December 2015

Page 25

Gender bias

Page 26: Diversity, inclusion and equality December 2015

Gender bias • Design • Techniques• Management

Page 26

Page 27: Diversity, inclusion and equality December 2015

Page 27

Evolving the HR management process for gender diversity

Page 28: Diversity, inclusion and equality December 2015

Evolving the HR management process for gender diversity

• Recruitment• Performance

reviews• Career

management• Promotion shortlists• High potentials

Page 28

Page 29: Diversity, inclusion and equality December 2015

Page 29

Initiatives to improve gender diversity

Page 30: Diversity, inclusion and equality December 2015

Initiatives to improve gender diversity

• Build female networks• Provide more flexible

working• Make it easier for

women to take career breaks

• Help them achieve work-life balance

• Ensure that women have the same career development opportunities as men

Page 30

Page 31: Diversity, inclusion and equality December 2015

Page 31

What the best employers do to boost

gender diversity

Page 32: Diversity, inclusion and equality December 2015

What the best employers do to boost gender diversity 1 of 3

• Examine the purpose

• Tear up the role rule book

• Break down hierarchy

• Deliver what employees value

• Fish differently• Welcome diversity• Listen carefully• Measure and

transform culturePage 32

Page 33: Diversity, inclusion and equality December 2015

What the best employers do to boost gender diversity 2 of 3

• Examine management styles

• Rethink career paths• Learn from the

bottom up• Redesign roles and

recognition• Make everyone a

hero• Learn from the

bottom up

Page 33

Page 34: Diversity, inclusion and equality December 2015

What the best employers do to boost gender diversity 3 of 3

• Create transparency by implementing gender diversity KPIs

• Implement measures to facilitate the work-life balance

Page 34

Page 35: Diversity, inclusion and equality December 2015

Page 35

An age-diverse workforce

Page 36: Diversity, inclusion and equality December 2015

An age-diverse workforce 1 of 2

• Benefits• Challenges• Reasons for not

seeing an increased interest among mature employees

• Reasons for seeing an increased interest in working later among mature employees

• Attitudes towards training and developing mature employees

Page 36

Page 37: Diversity, inclusion and equality December 2015

An age-diverse workforce 2 of 2

• Ways in which organizations support the extension of working life

• Health and wellbeing provisions to support extending working life

• Provisions to support dependant care responsibilities

• Activities to access skilled and diverse workers of all ages

Page 37

Page 38: Diversity, inclusion and equality December 2015

Page 38

Diversity in the Canadian mining

industry

Page 39: Diversity, inclusion and equality December 2015

Diversity in the Canadian mining industry

• Attraction and recruitment

• Advancement and retention

• HR planning and processes

• Examples of best practice

• Recommendations for mining industry employers

Page 39

Page 40: Diversity, inclusion and equality December 2015

Page 40

An Australian approach to recruit and retain a

diverse workforce

Page 41: Diversity, inclusion and equality December 2015

An Australian approach to recruit and retain a diverse workforce

• Carers• Aboriginal peoples• Non-English

speakers• Young people• Graduates• Disabled people

Page 41

Page 42: Diversity, inclusion and equality December 2015

Page 42

Encouraging inclusion

Page 43: Diversity, inclusion and equality December 2015

Encouraging inclusion

• Be values-driven• Seek input in

unlikely places• Encourage

contrarians• Enable leadership• Share information

Page 43

Page 44: Diversity, inclusion and equality December 2015

Page 44

Modelling inclusion

Page 45: Diversity, inclusion and equality December 2015

Modelling inclusion

• Provide the big tent

• Erase lines and boundaries

• Lead by example

Page 45

Page 46: Diversity, inclusion and equality December 2015

Page 46

Organizational inclusive behaviours

Page 47: Diversity, inclusion and equality December 2015

Organizational inclusive behaviours

• Definition• Broad areas of

organizational inclusive behaviours

• Ways to measure organizational inclusive behaviours

Page 47

Page 48: Diversity, inclusion and equality December 2015

Page 48

A toolkit for inclusion

Page 49: Diversity, inclusion and equality December 2015

A toolkit for inclusion

• Planning for diversity• Planning an inclusive

event• Hosting an inclusive

event

Page 49

Page 50: Diversity, inclusion and equality December 2015

Page 50

Conclusion, summary and questions

Page 51: Diversity, inclusion and equality December 2015

Page 51

Conclusion, summary and questions

ConclusionSummaryVideosQuestions