Diversity & Inclusion in the Workplace
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The document discusses the benefits of diversity and inclusion in the workplace, noting that companies with diverse leadership are 45% more likely to report market share growth and experience higher innovation, motivation, and performance. It defines diversity and inclusion, highlighting the importance of inclusion in leveraging different perspectives. The document also addresses unconscious biases that can impact organizations and provides strategies for promoting inclusion in leadership.
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Diversity & Inclusion in the Workplace
- 1. Diversity & Inclusion In the Workplace Jennifer Beery HR Manager - MillerCoors
- 2. Diversity & Inclusion Drives Growth More Innovation Likelihood of new market capture 45% more likely to report market share growth Employee Engagement Fortune 500 companies with diverse leadership experience higher Innovation Market Share Growth Return on Investment Employee Engagement Diverse Thinking Styles Motivated Teams Inclusive Leaders Stronger Performance 2x 66% 2x Valuatio n
- 3. What exactly is D&I? Diversity is a fact Inclusion is a behavior
- 4. Diversity Geographic / National Origin / Religion / Disability / Sexual Orientation / Age / Gender or Gender Identity
- 5. Diversity
- 6. Diversity Generational Gen Z • Multitasker • Values immediate response • Entrepreneurial Millennial • Global-Minded • Values flexibility • Question authority • Team-work Gen X • Self-reliant • Values money • Enjoys Structure & Direction Baby Boomer • Workaholic • Values quality • Team-work • Question Authority “It is time for parents to teach young people early on that in diversity there is beauty and there is strength.” - Maya Angelou
- 7. Millennial Expect to be paid more and promoted faster More likely to leave their jobs They want more career development opportunities Values balance Leading a… Baby Boomer Expects long term employer loyalty, in self and others Visibility of long hours in the office Extremely hard working and motivated by position Believes in putting in your time Connected to Technology Competitive Purpose Driven Create comparison opportunities by making millennial’s impact more visible Manager Employee
- 8. Inclusion Create an inclusive environment by recognizing, valuing, and leveraging different perspectives and backgrounds to drive results Mentorship programs can help engage managers to develop diverse talent Mind your graphics and visual cues to culture
- 9. Inclusion in Leadership Listen before Leading Encourage employees to speak up Create a safe environment for open and respectful communication Openly discuss the value of diversity, and diversity of thought, in achieving team goals Stay conscious of your own bias “Leadership comes in many forms. Figure out how your quietness strengthens your leadership style.” - Elaine Mau, Allstate
- 10. What is bias? A judgment made in favor of or against a person, thing, or group Bias A judgment made without being aware that we are doing so Unconscious Bias Both influence how we engage with others on a daily basis. Both can impact your organization
- 11. Affinity bias: The tendency to warm up to people like ourselves. Halo effect: The tendency to think everything about a person is good because you like that person. Perception bias: The tendency to form stereotypes and assumptions about certain groups that make it impossible to make an objective judgment about members of those groups. Confirmation bias: The tendency for people to seek information that confirms pre-existing beliefs or assumptions. Group think: This bias occurs when people try too hard to fit into a particular group by mimicking others or holding back thoughts and opinions. This causes them to lose part of their identities and may result in loss of creativity and innovation Types of Unconscious Bias
- 12. Benefits of a diverse and inclusive workplace… Diverse employee brings creative solutions Attract and retain the best talent Mirror diverse consumer base Market share Innovation Continued relevance in a changing world
- 13. Continue the Conversation Jennifer Beery 916-747-3919 Jennifer.Beery@MillerCoors.com
Notes de l'éditeur
- Discuss how diversity and inclusion are drivers of growth. Share general business case for D&I/trends. Diverse teams outperform others, but not right away- it takes time for less- alike teams to find their rhythm…. Really any team, but diverse teams especially.
- If you run around with me (or your own HR person) for a while you will her “D&I” thrown around, but I find it is helpful to break this down a bit so we are all thinking about this workplace challenge from the same grounded area. Diversity is a fact, you have it in your workplace- whether overtly visible or not. Diversity can be tracked and measured… bonus’ can be set on that metric… more about that in a bit. Inclusion is quite bit different… difficult if not impossible to measure… it is a behavior, the environment that we create through our behaviors as peers, and the interactions between us as people at work. Both of these are critical if business is going to find long term success in the changing face of our American workforce.
- Differences in upbringing, experience, cultural styles, verbiage, etc. EXAMPLE: Simon from UK. This definitely impacts us in the workplace. Many of us mirror the work habits and styles of our parents, whatever those habits may be. In Japan it is a work custom to not leave until the boss has gone home for the evening. Hispanics are growing quickly, and by the way contribute 16% of beer drinking volume. African Americans are increasing buying power ever year. African American consumers are younger and wealthier. D&I in marketing helps us understand the habits of our different consumers which builds loyalty and increases sales… if you get it right. (Hispanic Marketing example)
- Consider how gender diversity can shape a shift in culture. Females in leadership. Review workplace policies and attitudes on maternity leave and parental scheduling. Pay parity a hot topic. Only 20 women CEO’s in Fortune 500… that’s 4%
- Each generation brings its own view of the world, which creates both opportunities and challenges into the business environment. Generational perspectives impact our attitudes toward family ,work, politics. Millennials are experience seeking, environmentally-focused, they crave feedback… and sometimes Companies can be void of the instant feedback Millenials are used to receiving. Our first Gen Z’s are turning 21 next year, so it will be interesting to see how this impacts the workplace when the Millennials interact with the Gen Z’s. (I wanted to put graphics on her to keep you engaged, but to be honest I was offended by the broad strokes that were used to paint a picture of each generation)
- Millennial, how do we stay relevant to this blossoming workforce? What success looks like to a millennial may e very different than what the generations before them consider success.
- Added bonus, this time together can chip away at bias a leader doesn’t even realize they may have. Being accountable for another’s success is a powerful to natural inclusion. At my last employer one strategy in it’s entirety was simply to commit to ensuring a broader representation of our employees represented in materials. An easy audit is avoiding gender stereotypes in different roles, and ensuring a broad range of race is represented. In our strategy we also made sure to put a military reservist in uniform in our employee handbook, an individual in a wheelchair at a computer in our engineering recruitment flyer, and multiple visions of “family” in our benefits brochures. These were all visual cues to our inclusive culture.
- Capitalize on the diversity of your current team. Those of you who lead people know that it is critically important for us to listen before leading… it is very useful to gather the diversity of thought and perspective by asking questions before just telling someone what you need them to do. We know this intrinsically but sometimes we need to remind ourselves, especially when the pace increases and we feel the pressure to move work along. Value: Ensure your employees know they can speak up, and that they are intimately connected to the team goals and organizational strategy– pay attention to team dynamics to ensure you are nurturing a safe environment for your people to contribute, and to bring their whole selves to work. Now, a little bit more about bias.
- 10
- Many candidates considering your organization will check out your Leadership Team on-line to get a sense of your diverse representation at the highest levels. They may ask- does anyone here look like me? Not only is it important to candidates, it is important to consumers and customers.
- Many candidates considering your organization will check out your Leadership Team on-line to get a sense of your diverse representation at the highest levels. They may ask- does anyone here look like me? Not only is it important to candidates, it is important to consumers and customers.