Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.

1. 2013 SHRM Talent Management
Conference & Exposition
Steve Lowisz
Author, Educator, International Speaker
Presented By:
The Journey Toward
Cultural Inclusion
Session Title:
Monday – April 15th
2013

2. • What is the definition of diversity?
• What is the definition of inclusion?
• How do we create a culture of inclusion?
• Where do we find diverse talent?
• How do we engage/recruit diverse talent?

3. What is it?
RSITYDIVE

4. • Diversity is NOT ‘representation’
• Diversity is NOT ‘affirmative action’
• Diversity is NOT ‘tolerance’
• Diversity is NOT about addressing past historical inequities
• Diversity is NOT about making everyone look, think, or act
the same
• Diversity is NOT treating all of our differences the same
• Diversity is NOT about asking people to change their
personal beliefs and values
What Diversity is NOT?

5. • Diversity IS understanding we are
different
• Diversity IS understanding how we are
different
• Diversity comes in multiple flavors:
• Identity Diversity – Who we are
• Value Diversity – What we believe
• Cognitive Diversity – What you
know
• Behavioral Diversity – How you act
• Diversity IS the different ingredients
What
Diversity
IS?
difference
the

6. What is it?
INCLUSION
Diversity is the noun
Inclusion is the verb

7. • Inclusion IS about relationships
• Inclusion IS interacting with those that are different from
you
• Inclusion IS creating an environment that fully utilizes the
unique contributions/abilities of each person
• Inclusion IS accepting differences
• Inclusion IS mixing the ingredients in a way that makes the
recipe work
What Inclusion IS?
Diversity is the noun, Inclusion is the verb

8. Creating a Culture of
Inclusion

9. Inclusion Doesn't Work When…
• Not understanding the real business case for diversity/inclusion
• Afraid of opening Pandora’s box (especially management)
• Mis/Under-representation – we have “color” in our ranks, isn't
that enough?
• Focus only on diversity not understanding inclusion – Fear of
bringing focus on our differences
• Not understanding inclusion is the responsibility of the
company

10. Create an
environment where
INDIVIDUALS
can achieve their
highest potential.
The Goal of
Inclusion:

11. How do we recruit
Diverse Talent?

12. 4 Building Blocks:
4. Divide and Conquer – who does what
The Building Blocks to Inclusion
1.Define the Imperative – shift from color to inclusion
2. Walk Before you Run – do your research
3. Back to Basics – what have we forgotten

13. The Building Blocks to Inclusion
• Stop using ‘diversity’ and ‘inclusion’ as a club
• Education:
• Diversity is not just about different colors
• Diversity is embracing different cultural lenses – why we
think, act and are motivated differently
• Talk openly about differences and create an environment
where it’s ok to ask WHY
• Embrace and understand others’ differences – does providing
a prayer room create the environment that drives better
results?

14. Walk before
you RUN
We do not live in a ‘one size fits all’
world
Understand the ‘cultural’ norms of
individual candidates
• Ethnic
• Generational
• Religious
• Gender
• Physical
• Etc.

15. CandidateCandidate
DimensionsDimensions
Personality
Ethnicity
Gender Age
Race

16. Candidate DimensionsCandidate Dimensions
Dimension 1 – Personality
• Individual likes, dislikes, values, and beliefs
• Shaped early in life
• Influenced by, and influences the other three dimensions
Dimension 2 – Internal Dimension
• Individual has no control of these
• Forms the core of most diversity efforts
• First thing we see in others and often make assumption as a
result

17. Dimension 3 – External Dimension
• Individual has some control over and might change over time
• Usually forms the basis for careers and work styles
• Usually forms the basis for who we choose as friends and
decisions we make in hiring and firing
Dimension 4 – Organizational Dimension
• Aspects of culture found in work/career settings
• Development or promotion are impacted by this layer
Candidate DimensionsCandidate Dimensions

18. • Are you recruiting based only on ethnic, generational or racial
stereotypes?
• Do you really know what motivates your potential candidate
pool?
• As the recruiter/HR professional, can you inform your hiring
manager of the candidate motivations?
• Global vs. Local/Individual research
Walk before you RUN ?

19. 1. Operation Rolodex
• Recently hired managers and employees of ALL
backgrounds were directly solicited to provide names
from their professional and personal networks – focus
on but NOT limited to individuals of a profile.
• Captured more than 400 names and engaged more
than 60%.
BACK TO BASICS
Example – Financial Services Organization 4 key initiatives

20. BACK TO BASICS
Example – Financial Services Organization 4 key initiatives
2. Network Referral Programs
• Partnered with Associated Networks and created a
referral competition
• Highest performing Network awarded $20k scholarship in
their name at the college of their choice
• Delivered more than 250 referrals – More than 60%
non-white male

21. BACK TO BASICS
Example – Financial Services Organization 4 key initiatives
3. Boomerang Recruitment
• Identified previous 5 years of voluntary terms by location,
function, level, and projected needs
• Dedicated resources to research and locate people –
Facebook, LinkedIn, Research, Deep Web Search, etc.
• Customized approach to reengage – hiring manager,
executive, recruiter, etc.
• Identified more than 400 names and reengaged with
more than 175

22. BACK TO BASICS
Example – Financial Services Organization 4 key initiatives
4. Private Receptions
• Partnered with LOCAL diversity organizations – shifted
from national to local and regional partnerships in key
markets only
• Co-sponsored event with business partner to defer costs
• Offered executive speaker and networking opportunity
• Conducted 13 private receptions – in excess of 1000
attendees
• Engaged more than 100 current candidates and created
future pipeline of more than 350

23. Divide and Conquer
ExecutiveExecutive
TeamTeam
Recruiting/InclusionRecruiting/Inclusion
TeamTeam
OrganizationalOrganizational
TeamTeam
• Leaders to speak at
Professional
Association meetings
• Leaders to hold seats
on LOCAL Chapter
Boards
• Leaders to speak at
“private receptions’
• On-site Private receptions
with an educational
offering, guest speaker
and/or industry seminar to
attract passive candidates.
• Associated Networks
invited to attend.
• Focus on specific
geographies, not specific
demographics
• Provide support for
mentorship and volunteer
events in local community.
• Videos on website –
testimonial from ALL
ethnicities, races, genders –
not just “minorities”
• Participate in private
receptions and Associated
Network events.
Build personal, one-on-one relationships with candidates

24. 2013 SHRM Talent Management
Conference & Exposition
Steve Lowisz
Author, Educator, International Speaker
Presented By:
The Journey Toward
Cultural Inclusion
Session Title:
Monday – April 15th
2013