we16 - courageous conversation on diversity and inclusion

13
OURAGEOUS CONVERSATIONS ON DIVERSITY AND INCLUSION Steve Stall Business Segment Leader, Culture of Inclusion Rockwell Automation October 28, 2016 Michele Matthai Director, Culture of Inclusion Rockwell Automation

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Page 1: WE16 - Courageous Conversation on Diversity and Inclusion

COURAGEOUS CONVERSATIONS ONDIVERSITY AND INCLUSION

Steve StallBusiness Segment Leader, Culture of InclusionRockwell Automation

October 28, 2016Michele MatthaiDirector, Culture of InclusionRockwell Automation

Page 2: WE16 - Courageous Conversation on Diversity and Inclusion

Session Objectives• Learn about inclusion strategies that work• Practice skills to initiate meaningful dialogue

with men and women around diversity• Reflect and apply learning to your own workplace

challenges• Take away ideas and techniques to build a

culture of inclusion in your own organization

Page 3: WE16 - Courageous Conversation on Diversity and Inclusion

Serving Customers Globally

80+ Countries 22,000+

Page 4: WE16 - Courageous Conversation on Diversity and Inclusion

Our Best Kept Secret

Our Best Kept Secret showcases who we are and the differentiated value we provide to our customers.

Visit rabestkeptsecret.com for more information

Page 5: WE16 - Courageous Conversation on Diversity and Inclusion

What Doesn’t Work

Leaving White Men Out | Lack of Business OwnershipViewing Diversity as a Problem | Traditional Programs | Assimilation Culture

Page 6: WE16 - Courageous Conversation on Diversity and Inclusion

What WorksInclusion as a Business Imperative

Understanding Dynamics of Culture: Dominant | Subordinated | Systemic Privilege

Executives that Personalize the Work

Commitment to Dialogue and Action

Page 7: WE16 - Courageous Conversation on Diversity and Inclusion
Page 8: WE16 - Courageous Conversation on Diversity and Inclusion

Courageous Conversations Case Study

What it isWhat it is notStrategic implications and outcomes

Page 9: WE16 - Courageous Conversation on Diversity and Inclusion

Your turn! Courageous Conversations in practice – your turn!!

Page 10: WE16 - Courageous Conversation on Diversity and Inclusion

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Operating Agreements

1. Choose your own level of participation and disclosure. Accept personal responsibility for getting something out of the session.

2. Listen to understand rather than to respond. Listen for the music, as well as the words.

3. Say what is true for you while being respectful of others. Each person’s perspective adds value to the group.

4. Give yourself and others permission to not make sense. Learning occurs through exploring our confusions and apparent contradictions.

5. Continue to talk about and apply your learning. Share your learning without putting others at risk. Ask for and gain permission before continuing some conversations.

6. Permission to accept or reject anything in this session.

Page 11: WE16 - Courageous Conversation on Diversity and Inclusion

Path Forward Reflection Questions• What is one difficult

conversation I may want to have with others in my organization? (about leadership, diversity, engaging men, etc.?)

• How courageous are the male leaders in my organization and how would I start a conversation with them?

• Who are my allies and how will I engage them?

1.Individual/journal2.Partner work3.Large group

Page 12: WE16 - Courageous Conversation on Diversity and Inclusion

Additional Resources and Contact InformationCatalyst Studies www.catalyst.org

“Calling All White Men: Can Training Help Create Inclusive Workplaces”

“Anatomy of Change: How Inclusive Cultures Evolve”

Contact Information

Michele MatthaiDirector, Culture of InclusionRockwell [email protected]

Steve StallBusiness Segment Leader, Culture of InclusionRockwell [email protected]

Page 13: WE16 - Courageous Conversation on Diversity and Inclusion

THANK YOU