pwshrm diversity & inclusion today what you don’t know you don’t know for: prince william...
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PWSHRM
Diversity & Inclusion TodayWhat You Don’t Know
You Don’t Know
For:
Prince William SHRM
By:
Mauricio Velásquez, MBA
President, CEO
The Diversity Training Group
PWSHRM
Meet Mauricio VelásquezMauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness (listed with TASA).DTG’s clients include small and large federal agencies including US Navy, USDOJ, NIST, NIH, EPA, ATFE, FCC, and USCIS. Past federal clients include DOI (BLM, BOR, BIA), USIA, USDA, US Coast Guard, and even the White House (previous administration). Mauricio has trained in every state but North Dakota and with a recent trip to Guantanamo Bay, Cuba, Japan, Guam, Italy, Spain – work and life has taken Mauricio to over 75 countries.
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If you don’t like the title
This is a workshop on:Supervision, Management, LeadershipRespect, Trust, EngagementOpportunity, Higher PerformanceCurrent Events – 911 to ElectionParentingLife
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Mauricio’s Mission
Provoke ThoughtFacilitate Discussion & LearningSurprise YouEntertain YouAdd ValueProvide Subject Matter Expertise
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Opening Remark
What You Don’t Know You Don’t
Know
(DKDK)
What You Don’t Know
(DK)
What You Know
(K)
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Intent vs. Impact
Intent(what you meant)
vs.
Impact(what you actually said)
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Context - Let’s talk trendsWhat have you seen in the workplace? What changes have you witnessed in your career?What have you seen in the client marketplace?Can you comment on what your competition has
been doing with respect to their diversity efforts?Have you compared who you hired, who is staying
and who has left your organization 5 years ago, 3 years ago and today?
Have you looked at who your clients/customers are 5 years ago, 3 years ago and today and compared?
Have you done the same analysis going forward?
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Diversity
When 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?
What is Inclusion?
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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
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Dimensions of Diversity
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
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Dimensions of Diversity
Individual
Organizational Affiliation
Group
Individual
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To include To welcome To make comfortable
To acknowledge,
value, and include others
from all backgrounds
INCLUSIVE
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The Lunch Date
Adam DavidsonScreen Writer/DirectorThis was his thesis to get his degree in
film from AFI – American Film Institute, New York City
Won many awardsFilmed in 1990
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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”)
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What do you think?Is your biggest diversity 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
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Nationwide Best Practices
Sources:
American Express Benchmark Study
Business Week Special Sessions
The Conference Board Best Practices Publications
Fortune’s Best Practices Lists/Articles
Towers-Perrin North-American Diversity Best Practices Study
US Department of Labor and other US Government Studies
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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 plan
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Best Practices Checklist
These practices have been compiled from observing and participating in the successful implementation of hundreds of inclusivity initiatives.
Do you have a workplace inclusivity strategic plan? Do you have formal policies and procedures in place for promoting your
inclusive work environment? Have you made the business case for all of your diversity initiatives? Have
you done your research; internal and external customer data (See article in this issue)?
Do you have a workplace inclusivity/diversity advisory or steering committee (ad-hoc employee group)?
Do you conduct structured group interviews for open management positions? Do you have a formal, fully-inclusive mentoring program?
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Best Practices Checklist Are you attempting to diversify your recruiting pool while maintaining high
standards? Are you conducting diversity training for managers, supervisors, and
employees? Have you completed sexual harassment prevention training for all of your
employees? Do you offer more advanced courses in gender communications, problem-
solving, and conflict management for diverse employees? Have you developed an in-house diversity resource center complete with
books, videos, newsletter, and other educational materials (like multicultural calendars) and made all of this available to your employees?
Are you acknowledging and celebrating the diversity within your employment ranks before attempting to value and manage your diversity (events, activities, etc.)?
What are you and your organization doing? What is working? Share your successes and what you have learned from your failures. Seek credit for your organization or submit anonymously. I guarantee confidentiality if you desire it.
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Valuing Diversity
Being InclusiveTreating With
Respect, Dignity
Being Engaged, Performing @ Higher Level
Relationship between Diversity, Inclusion, Respect & Engagement (Higher Performance)
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What can I do?
Knowledge – Action = Nothing
Don’t act – nothing happens!
There is no such thing as “innocent bystanders.”
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A Short Course….
… In Human Relations
You think this is a common sense – people that exclude often do not have common sense!
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Navy Definition of Diversity
All of the individual attributes and characteristics of our Sailors and Civilians that enhance the mission readiness of the Navy.
MV – we have to be careful that our differences do enhance and NOT UNDERMINE our mission
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For more information…
CONTACT:
The Diversity Training Group
692 Pine Street
Herndon, VA 20170
Tel. 703.478.9191
Fax 703.709.0591
Mauricio Velásquez, MBA - President
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DTG is a Team of Experts in...Stress Management / Bullying / Anger
Management / Toxic EmployeesOrganizational RedesignCross-Cultural Communication Cultural IntelligenceConflict Resolution & MediationSexual Harassment E-LearningDiversity Education E-Learning
… consulting & training.
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Our Approach
FORM a partnership with our clientDIAGNOSE with a thorough,
organization- wide needs analysis (interviews, focus groups, survey)
DESIGN a customized program based on a D & I strategy/plan
DEVELOP high impact training materialsIMPLEMENT or execute the strategy
which typically includes trainingEVALUATE and follow up