Download - 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
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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
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Definitions• Diversity• Equality• Inclusion
• Visible diversity traits• Invisible diversity traits
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Continuum of diversity and inclusion for
employers
Continuum of diversity and inclusion for
employers
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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
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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
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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
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The business case for trans inclusion 2 of 2
Individual performance• Greater job commitment• Higher levels of satisfaction and
motivation• Improved workplace
relationships
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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
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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
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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
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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
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Areas to focus on around diversity and inclusion 3
of 4Performance management and recognition• Tie it to performance• Find your champions and
recognize them
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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
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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
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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
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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
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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
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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
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Exercise
Exercise
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To sum it up…
To sum up…• Conclusion• Summary• Videos• Useful links
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