24th Annual HR Florida Leadership Conference January 7, 2017 · 2018. 4. 4. · Changing Diversity...

24th Annual HR FloridaLeadership Conference

January 7, 2017

HR Florida Leadership Conference

Rosen Shingle Creek- Orlando, FL

HR Florida Leadership ConferenceRosen Shingle Creek- Orlando, FL #hrfllead

Changing Diversity: How to Embrace Diversity of Thought

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SHRM’s Definition of Diversity

At SHRM, we define diversity as “the collective mixture of differences and similarities that includes for example,

individual and organizational characteristics, values, beliefs,

experiences, backgrounds, preferences, and behaviors.”

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Traditional Diversity and Inclusion

Gen X and Baby Boomers define Diversity as representation of and fairness to all individuals and their various identifiers: gender, race, religion, ethnicity, sexual orientation.

• compliance-based requirement, or

• social justice program

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• Josh Bersin writes: “Inclusion is the goal we want to achieve here, and diversity is the measure of success.”

• Diversity should not be considered an end, but rather the beginning to a more integrated and vibrant organization

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Millennial Diversity

Millennials are the most traditionally diverse generation in America.

• 55% of Florida’s Millennials are non-white.

• 24% of Florida’s Millennials are Hispanic.

Nationwide: • 19% of Millennials are Hispanic• 14% are African-American• 5% are Asian • 14% of Millennials are first

generation• 12% are second generation

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Changing Diversity & Inclusion

Millennials fundamentally define diversity and inclusion differently than previous generations.

Millennials are most interested in cognitive diversity – diversity of thoughts, ideas, backgrounds

Most current organizational diversity and inclusion programs were created decades ago – and have not been substantially updated since

The future of D&I is not just about having people of different creeds in a room:

• It is about connecting with individuals and forming teams where everyone has a voice

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What is Diversity of Thought?

“We need diversity of thought in the world to face the new challenges” – Tim Berners Lee

• The way each of us interprets and negotiates the world around us is informed by our identity, culture and experience.

• Differences in perspective and approach

• Concept of “more than one way”

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5 Strategies to Embrace Thought Diversity*

1. Hire/Recruit unconventional people• Laszlo Bock – “Work Rules”, only about 1/3 of Google’s People Operations

department come from HR backgrounds; others are business (not HR) consultants, or specialists in other fields

2. Better understand the skills your employees/members already have• Most of our organizations do not have a good inventory of other skills our

employees might have that could benefit our organization

*Adapted from Deloitte’s “Diversity’s New Frontier” 2013

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3. Encourage people to speak up, even with dissenting opinions• For employees/members to truly feel included, their opinion needs to be

heard and given value

• The person who thinks differently controls their decision whether or not to speak up

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4. Use reverse (or other unconventional) mentoring techniques• Reverse mentoring pairs younger team members with more experienced

team members

• Group mentoring utilizes one or two experienced mentors and several younger workers

5. Be open to fresh ideas• Ban phrases such as “we’ve always done it this way” or “we tried that before

and it didn’t work”

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Cognitive diversity is bolstered by:

Willingness on the part of the participants

Readiness on the part of the organization

Opportunity (open communication) within the organization

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Starting Point for Chapter Diversity:Conduct a Survey

• On the Volunteer Leader Resource Center• Suggested survey questions regarding Demographics, Diversity in your

Chapter, and Diversity Issues• Use an online survey tool such as SurveyMonkey, Zoomerang, etc.

• It is important that you make additions or deletions of questions that fit your group.

• The data will help you to develop a value-added diversity initiative.

• While the survey data will not necessarily provide information on cognitive diversity, it will provide information on diversity of experience, background, education, etc., as well willingness, perceived readiness and openness within your Chapter.

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Ideas for Driving Diversity in Your Chapter

• Include a “Diversity Minute” update at every meeting or in monthly newsletter/communication

• Regularly include diversity best practices in Chapter communications, update website with relevant information

• Partner with other Chapter Leaders• Work with Program Chair to include Diversity related topics

• Ensure that the Legislative update includes something on Diversity

• Partner with Workforce Readiness to target diverse groups

• Partner with Membership to diversify the Chapter membership base

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2017 State Council Diversity Initiatives

• Increase Generational Diversity in Chapters by engaging Young Professionals

• Focus on recruiting individuals with Disabilities • Multi-year approach attempting to concentrate on various visible or invisible

disabilities that may affect workers, such as Autism and Asperger’s Syndrome, Mental Health issues, and Visual Impairment

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Eve Sweeting, SHRM-CP, PHREve.Sweeting@hrflorida.org

941-743-1259

Contact Information