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Diversity & Inclusion TodayWhat You Don’t Know You

Don’t Know

For:IPMA-HR Eastern Region ConferenceBy:

Mauricio Velásquez, MBAPresident, CEOThe Diversity Training GroupDiversitydtg.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.


Mauricio’s MissionProvoke ThoughtFacilitate Discussion & LearningSurprise YouEntertain YouAdd ValueProvide Subject Matter ExpertiseHave Fun

-Triple Investment-


A Workshop on….Treatment, RespectProfessionalism, TrustEngagement to Higher PerformanceCurrent EventsManagement, Supervision, LeadershipParenting


Opening RemarkWhat You Don’t Know You Don’t

Know

(DKDK)

What You Don’t Know

(DK)

What You Know

(K)


Intent vs. Impact

Intent(what you meant)

vs.

Impact(what you actually said)


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


DiversityWhen 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?


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



MilitaryExperience

Religion

Income

WorkExperience

GeographicLocation

Language

Education

WorkStyle

FamilyStatus

CommunicationStyle

Age Gender

EthnicHeritage

Race

Mental/PhysicalAbilities

SexualOrientation

Operational Role and Level



Individual

Organizational Affiliation

Group

Individual


Are you Inclusive?


The Lunch DateAdam 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


To be an Inclusive Change AgentUnderstand 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!”


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.


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


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.


Addressing Diversity Issues – 1 opportunity @ a time

Step Action ExampleIdentify 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…”

?


Addressing Diversity Issues – 1 opportunity @ a time

Step Action ExampleImplement 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.”


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


Nationwide Best PracticesSources:American Express Benchmark StudyBusiness Week Special SessionsThe Conference Board Best Practices PublicationsFortune’s Best Practices Lists/ArticlesTowers-Perrin North-American Diversity Best Practices

StudyUS Department of Labor and other US Government

Studies


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!!


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 CoachingOMB, 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)


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

valesUSPS 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, SESersNTIA Training all agency personnel on Diversity and Inclusion (mandatory) Working with Diversity Committee (collaborate and partner with them) - mentoringUS 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)


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!


Action PlanHow can I create an inclusive work

environment? How can I use what I have learned

in this session in my organization and beyond?


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!!!!


What can I do?

Knowledge – Action = Nothing

Don’t act – nothing happens!

There is no such thing as “innocent bystanders.”


For more information…CONTACT:

The Diversity Training Group692 Pine StreetHerndon, VA 20170Tel. 703.478.9191Fax [email protected] Mauricio Velásquez, MBA - President

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