inclusive talent management for global leaders · canadian ethnicity demographics (%) source:...
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Inclusive Talent Management for Global Leaders
December 14, 2016
Diversity Best Practices Follow @DBP_News at the #DBPMember + join the game-changing diversity and inclusion conversation!
Stephen FrostPrincipal
Frost Included
§Inclusive Talent Management
Stephen Frost
Principal www.frostincluded.com
@frostincluded
Understand
What is diversity?
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Canadian ethnicity demographics (%) Source: Statistics Canada
Group 1996 2001 2006 2011 2016 2031(projected)
White 88 86 83 80 76 68
Visible minority
12 14 17 20 24 32
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0
50,000
100,000
150,000
200,000
250,000
300,000
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014
No
mb
re d
'un
ion
s
Année
Evolution du nombre de mariages et de PACS en FranceSource: INSEE 2015 Période 1999-2014
Mariages
PACS
DNA
+ social context
+ life experience
Do we like
diversity?
Diversity 101
Self-interest
Diversity 2.0
The “Other”
Real Inclusion
(3.0)
Infinite diversity
Darwin @ DBP, 13 December 2016
Diversity is a reality.
Inclusion is a
choice.
Lead
What is
inclusion?
It doesn’t just happen
Gilbert FelliXavier GonzalezProject review
London, March 2009
34
35
Nazia Mahmood
Mariam
Namagembe
Alison Taylor
37
Can you find the
the mistake?
1 2 3 4 5 6 7 8 9
Be careful of your mental shortcuts
Diversity on a Deadline
Creating 20 years social change in 4
Deliver
How to meet the challenge
1. Systems – recruitment, promotion, retention
2. Leadership
Some system tools: demand side • Purposeful planning – who do we want?
• Strategic workforce plan - Avanade
• Mobilise data and set targets - KPMG
• Change selection criteria/JDs – O2
• Talent pools – London 2012 Olympics
In the moment measures
• Group interviews – London 2012 Olympics
• Mixed panels and balanced slates – NFL, Goldman Sachs
• Proportionality - KPMG
• Accountability – London 2012 Olympics
• Other nudges – Google
Some system tools: Supply side
• Proactive marketing– who do we want?
• Make your EVP inclusive – Shell, KPMG
• Widen the talent pool - Mitie
• Target under represented groups – GCHQ, SAP
Establish concrete pathways
• Guaranteed interview scheme – Lloyds Bank
• Set up returners programme – Goldman Sachs
• Apprenticeships – Volkswagen
• Benchmark your recruiters - Avanade
Leadership - It starts with you
1. Self and role
2. In/out groups
3. Walk the line
WADI - what about diversity and inclusion?
