Diversity Management: key facts, issues and solutions.

1. Diversity and Inclusion Management
Realities and Trends
Webinar May 5 th 2011

2. Key Concepts
2

3. Business Case
Business perspective:
Impact of social changes in the
workplace/marketplace
Diversity
Approach
Compliance:
Equal Opportunities
legislation in all major
markets (global trend) Values:
Mission and vision of the
organization
3

4. The future is already here,
It’s just not evenly distributed.
Demography Marketplace
Customers
Social Values Workplace
Workforce
Tecnology Talent
4

5. Business Case: Demography
New Consumers
Aging Report (Bankinter
Foundation of
Innovation):
8 out of 10 countries more aged • Vodafone: 10% of
are in the EU inmigration clients
(higher average
Population spending)
decrease • Carrefour: diferentiated
products and services (
EU with lowest ratio of Como en casa).
population increase • Finance: % inmigrants
in the new clients
Migrations segment
Fuente:
Demographic
Trends in
European Union ¾ of population increase in EU
2007 (European
Comission) coming from migrations
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6. Same-sex marriage
Other type of partnership
Issue under political consideration
Business Case: Social Values Constitution limits marriage to man
unrecognized
Gay/Lesbian Marriage Homosexuality Rights Map
2010
2005
9
4
2001 Same-sex marriage Large penalty
1 Civil partnership Life in prision
No recognition of ss couples Death penalty
Source: Wikipedia, Julio 2010
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7. Business Case: Social Networks and Identities
Diversity Networks
Social
Networks
Society
Company
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8. Business Case: Gender Diversity
Catalyst: The Bottom Line
EVA Analysis: Female Leadership
and Firm Profitability
McKinsey: Women Matter
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9. Business Case: Multicultural Diversity
American Sociological Review
April 2009
Cedric Herring. Does Diversity Pay?
+9%
Results of an study with more than 500 sales with
companies, comparing business results of
those with higher racial diversity and those
each + 1%
with lower racial diversity. diversity
x 15 + 35.000
Sales clients on
Revenue average
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10. Key Issues
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11. Diversity and Inclusion
e
DIVERSITY INCLUSION
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12. Gender Inclusion
Maternity impact on selection and initial
Child Care salary offer
(“The Motherhood penalty”, American Journal
of Sociology 2007)
Leadership definition and success criteria
Ability (“Leader or Louder”, Journal of Personality and Social Psychology
2009)
Men as Drivers and Barriers of Men engagement in Gender initiatives
Allies (“Engaging Men in Gender Initiatives”, Catalyst 2009)
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13. Talent Management and Gender biases
* Cascading Gender biases, Catalyst
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14. Multicultural Inclusion
Geert-Hofstede Model
Practices: group of
SYMBOLS: Symbols symbols, heroes and
Words, gestures, rituals which can be
images and Heroes seen although true
meaning is only
objects interpretable by group
members
Rituals
s
ti ce Values:
HEROES: people
dead or alive, real P rac • Good vs Bad
or no who are • Dirty vs Clean
behavioural Values • Dangerous vs Safe
models • Forbidden vs Allowed
• Moral vs inmoral
• Beautiful vs ugly
• Natural vs unnatural
RITUALS: • Normal vs abnormal
collective • Irrational vs rational
activities socially
considered
esential …
Ref: “Cultures and Organizations”, Hofstede, Geert
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15. Multicultural implications
It’s possible to cluster countries to analyze similarities in Talent Management practices
perceptions
Latin US Anglo
Italy
UK
France
Spain Denmark
Colectivism
Norway
The Netherlands Sweden
Germanic Germany Nordic
Need for Harmony
Source: Different Cultures, Similar Perceptions: Stereotyping of Western European Business Leaders. Catalyst
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16. Talent Management = Diversity Management
TALENT
ENGAGEMENT
MANAGEMENT BARRIERS
PRACTICES
• Lack of Positive view of job
• Commitment to sponsor/ mentor
Talent Diversity
• Limited politic Positive view of
•Management knowledge
Accountability company
• Few role
•Fair decision making
models
processes Commitment to
•Constructive feedback • Limited career doing a good job
• Line of Sight opportunities
•Work Flexibility
Turnover Intentions
•Supportive supervisory
relationships
LEADERSHIP CHARACTERISTICS
• Age
• Region
• Gender
Source: Talent Management in European Cultures. Catalyst
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17. Key Solutions
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18. Defining the Service Offering
B
HR Bus.
C D
Demographi
Competitors
HR Knowledge Condit. in
/ Customers cs
Healthcare
Competencies J
L
I Lessons
Journals,
Innovation from Other
Research!
Industr
T W
Technology War for U
Change Talent Universities
Y
Gen Y / Gen
Differences
Global Equal D&I Service
Generational
Opportunities
Compliance
Differences Offering
What we want to be
good at
Gender Intercultural
Differences ManagementI Value to the
Business and HR
LGBT D&I areas of expertise impact on
Flex
Workplace
community 3 out of 6 competencies of HR:
relationships
- Talent Manager /OD
Multicultural
- Culture /Change Steward
Marketing
Employer - Business Ally.
Branding
think tank
Source: Own elaboration from HR Competencies, D. Ulrich
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19. Diversity Governance: common components
Responsibility for diversity objectives is shared across a range of stakeholders
Diversity Sponsor
• Senior sponsor and visible
champion of diversity effort
Diversity CEO
Council • Regularly engages Diversity
Leader to provide direction
and review progress
Diversity
Diversity Council Leader Other
SVP HR (Option) Leaders
• Cross-level/functional team
of business leaders which
develops diversity strategy Diversity Leader
while leveraging their own • Strategic thinking +
networks to gain buy-in on strong business
diversity goals Diversity acumen + change Diversity
Leader management capability Leader
(Option) to diversity charge (Option)
across all areas.
• Most often reports to
SVP HR. Other options
possible.
Employee Affinity
Groups/Networks Diversity Office/Staff
• Local, regional or • Team dedicated to managing
organization-wide Diversity diversity-related projects,
networks focused on one Office conducting analysis, and
or more diverse segment engaging business and
functional leaders with
Source: Conference Board diversity objectives
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20. Developing a Global Approach
1 Country prioritization 2 Dimensions to consider
Equal Opp Social / Business
Legislation opportunities
1
Netherlands France
Germany UK
Italy Spain Differently
Ireland Canada Gender LGBT
Able
Size of EE Population
+1,5 K Belgium
Portugal Switzerland
Poland
Austria Multicultural
(race / Generational Interfaith
+0,4 K
ethnicity)
Greece Norway
Israel Sweden Czech R.
Hungary Finland
Romania
+0,2 K Denmark Compliance alignment: Six dimensions
covered by Non Discrimination and
Diversity opportunities
Employment Equal Opportunities in the
European Union
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21. Developing a Global Approach
3 Dimensions prioritization 4 Local Action Plans
Diversity and Inclusion programs
y
s onl
ur pose
tion p
Legal /
or illustra Local Business Communication
Social F Enablers Case Plan
pressure
DA Gender
High Female
General
Culture Flexibility
Age Priorities Represent.
MultiC
LGBT Talent Training
Employer Branding /
HR Comp &
Sourcing &
Processes Ben
Strategy Develop.
Reputation
Low
Religion
Public Aff Strategic Volunteers
Business / CR Alliances Policy
Low High
Case
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22. Audits
Source: Vision Enabler
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23. CARTOGRAPHIE DES NOTES
It ems
ÉVALUATION GLOBALE P D R
CATÉGORIES
FEMMES
PERSONNES HANDICAPÉES
PERSONNES ISSUES DE L’IMMIGRATION
SENIORS
Échelle de Notation
P Polit ique Bonne prat ique
4 Avancé
D Déploiement
3 Probant
R Résult at s 2 Amorcé
1 Non t angible
Source: Vinci
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24. An ongoing conversation….
Twitter: @UxioMalvido
Blog: Corporate Diversity
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