DIVERSITY and INCLUSION - jenniferbrownconsulting.com...DIVERSITY AND INCLUSION SURVEY Recent research conducted by McKinsey & Company, Why Diversity Matters. January 2015 McKinsey’s

andDIVERSITY

INCLUSION

2Diversity and Inclusion | Curran & Connors and Jennifer Brown Consulting

1. Overview

2. Findings

3. How to Get There

4. Expertise

CONTENTS

“DIVERSITY: THE ART OF THINKING INDEPENDENTLY TOGETHER.”—Malcolm Forbes

Chapter One:

OVERVIEW

Diversity and Inclusion | Curran & Connors and Jennifer Brown Consulting 4

UNDERSTANDING DIVERSITY AND INCLUSION.TAKE THE D&I CONVERSATION BEYOND REPORTING AND MAKE IT A PART OF YOUR BRAND AND ALL OF ITS COMMUNICATIONS.

OVERVIEW


FOUR PILLARS OF DIVERSITY

PEOPLELeverage talent of employees, resource groups, mentoring, philanthropy, fairness

LEADERSHIPReflect the marketplace and build reputation, accountability for results, personal communications, visibility

COMMUNITIES Increase innovation and group performance, workforce breakdown, recruitment, diameter of existing talent, structures

SUPPLIERSImprove financial performance, spend with companies owned by people from underrepresented groups, accountability, support

OVERVIEW


Languages Spoken AccentTone

Physical Traits

Voice

Appearance

Age

Legacy Companies

Decision-making Style

Values/BeliefsGender

Work Tempo

Communication Style

EducationExperiences

Talents

Religion/Spirituality

Work Ethic

Issue of Resolution

Sexual Orientation

Family Status

Perceptions of Time

Race

Things employees typically keep above the surface

Things employees typically keep below the surface

Things employees typically struggle to bury deep or cover up in the workplace

TOPICS ABOVE AND BELOW THE DIVERSITY WATER LINEOVERVIEW


Respect

Variety

Innovation

Invention

Equality

Understanding

Versatility

Acceptance

Support

Revolution

Refinement

Personality

Balance

Expansion

Perspective

Culture

Ambition

Accountability

Transparency

Partnership

Engagement

MESSAGESOVERVIEW

Chapter Two:

FINDINGS


DIVERSITY DRIVES RELATIONSHIPS.IT INCREASES CONNECTIONS WITH YOUR EMPLOYEES, CUSTOMERS AND MERCHANTS—AND ULTIMATELY YOUR REVENUE.

FINDINGS


DIVERSITY HELPS RETENTION. EMPLOYEES LIKE KNOWING THEY WORK FOR A COMPANY THAT HAS AN INCLUSIVE WORKFORCE THAT SUPPORTS EQUALITY.

FINDINGS

Companies with more diverse teams

have a 22% lower turnover rate than

those with homogeneous teams. (Source: Fast Company)


DIVERSITY FOSTERS INNOVATION.DIVERSITY CULTIVATES A MORE CREATIVE AND INNOVATIVE WORKFORCE BY BRINGING TOGETHER DIFFERENT PERSPECTIVES, BACKGROUNDS AND EXPERIENCES.

FINDINGS

Well-managed diverse work teams produce

results that are 6 times higher than

homogeneous teams. (Source: Diversity Best Practices)


DIVERSITY INCREASES PROFITABILITY. IT LEADS TO GREATER RETURN ON CAPITAL INVESTMENT, INCREASE IN RETURN ON SALES AND RETURN ON EQUITY.

FINDINGS

Publicly traded companies on the

DiversityInc Top 50 List outperform the

S&P 500 by 29% over one year and 80%

over 10 years, and outperform the Dow

Jones Industrial Average by 20% over one

year and 50% over 10 years.(Source: DiversityInc)


FINDINGS

PERFORMANCE

COMPANIES WITH AT LEAST THREE WOMEN DIRECTORS HAVE EXPERIENCED:

(Source: Fast Company)

RETURN ON CAPITAL INVESTMENT

INCREASE ON RETURN ON SALES

INCREASE ON RETURN ON EQUITY

Fortune’s most desirable employers for women outperform

industry medians on profits as a percentage of revenue (+55%),

profits as a percentage of assets (+50%) and profits as

percentage of equity (+59%). (Source: Catalyst)

Companies with women

CEOs experience a 50%

increase in stock and a 25%

increase in the S&P 500. (Source: Catalyst)

Companies driving innovation

by leveraging various

perspectives meet product

revenue targets 46% more often

and product launch dates 47%

more often than industry peers.(Source: Diversity Best Practices)

A 1% increase in gender

diversity has proven to result

in a minimum 3% increase

in sales revenues. (Source: Diversity Best Practices)

Companies with skilled

inclusive leaders are 45%

more likely to see an

increase in market share

and 70% more likely to

capture a new market.(Source: Center for Talent Innovation)

66% 42% 53%


PERCENTAGE OF EMPLOYEES WHO DO NOT FEEL ENGAGED AT WORK.(Source: Gallup)

87% FINDINGS

ENGAGEMENT

Operating income is 37%

lower for companies with

disengaged employees.

Disengaged employees cost

$3,400 for every $10k in

annual sales.

–37% –$3,400

Engaged companies

experience 2 times lower

turnover, 2 times higher

productivity and 2 times

customer loyalty.

2×Engaged companies

experience profits up

to 3 times faster.

3×


83% OF THE GROWTH BETWEEN 2000 AND 2050 IN THE WORKING-AGE POPULATION WILL BE NEW IMMIGRANTS AND THEIR CHILDREN.

FINDINGS

WORKFORCE

Racially diverse teams

outperform non-diverse

ones by 35%.

More revenue is earned

by bilingual employees.

10%

35%Percentage of managers who

say they are “too busy” to

implement diversity initiatives.

Number of generations that

now coexist in the workplace.

5 GENERATIONS

41%


DIVERSITY AND INCLUSION SURVEYRecent research conducted by McKinsey & Company, Why Diversity Matters. January 2015

McKinsey’s latest report examined proprietary data sets for 366 public companies across a range of industries in Canada, Latin America, the United Kingdom and the United States.

FINDINGS

83% EXECUTIVES WHO BELIEVE A DIVERSE WORKPLACE IMPROVES THEIR COMPANY’S ABILITY TO CAPTURE AND RETAIN A DIVERSE CLIENT BASE.

79% 85% 35%Executives who

believe diversity

initiatives have a

positive impact on

company culture.

Large global

corporations that

believe diversity is

crucial to fostering

innovation in

the workplace.

Companies in the

top quartile for

racial and ethnic

diversity are 35%

more likely to have

financial returns

above their

respective national

industry medians.


Winning Moments of Truth

2013 – 2014 Diversity & Inclusion Annual Report

DIVERSITY& I N C L U S I O N2015

2

Citi Diversity2014 ANNUAL DIVERSITY REPORT

WHO’S DOING IT

Citigroup has been doing D&I reporting since 1999.

FINDINGS

Chapter Three:

HOW TO GET THERE


LEVEL 5DYNAMIC

Extending level 4 toinclude external partners

as a valued resource and expert

LEVEL 4 DYNAMICBeing recognized and sought a�er by

internal partners as a valued resource and expert

LEVEL 3 OPERATIONALStandardizing processes and

activities, becoming “business as usual”

LEVEL 2 FORMALIZEDDeveloping structure and focused activities

LEVEL 1 FOUNDATIONALComing together ad hoc with a�nity interests

ERG PROGRESSION MODELSM

Offers a living, breathing framework supporting ERG/BRG

leader competencies to meet annual objectives in alignment

with enterprise goals as well as support and enhance

D&I mission, vision and values.

HOW TO GET THERE


DIVERSITY AND INCLUSION ASSESSMENT

IN-HOUSE DIVERSITY AND INCLUSION

TRAINING

INCLUSIVE BEHAVIOR TOOLKITS

ONE-ON-ONE CONSULTING

INCREASE INTERNAL DIVERSITY AND INCLUSION EFFORTSStrengthening your culture by focusing on employee engagement,

cultivating innovation and creativity, and building an inspired workforce.

HOW TO GET THERE


REPORT YOUR FINDINGS AND PRACTICESSpreading your message across various platforms to

connect with internal and external stakeholders.

HOW TO GET THERE

BRANDING STRATEGY AND EXECUTION

D&I REPORT AND ERG REPORT DESIGN

AND STRATEGY

INTERACTIVE REPORT WEBSITES, MICROSITES, INTRANETS AND OTHER

RESOURCES

COMMUNICATIONS AND MARKETING MATERIALS

Chapter Four:

EXPERTISE


Curran & Connors is a full-service, creative agency

specializing in corporate reporting, communications,

branding and digital solutions. Merging a strategic

business approach with creative excellence, we solve the

highest stakes communications and design challenges.

We deliver memorable experiences and produce

measurable results for our clients and their stakeholders.

Jennifer Brown Consulting is a certified woman- and

LGBT-owned strategic leadership and diversity and

inclusion consulting firm, specializing in the future of

the workforce and workplace, and dedicated to building

more inclusive workplaces where all kinds of talent can

feel welcomed, valued, respected and heardSM.

AGENCIESEXPERTISE


SELECT CLIENTSEXPERTISE


INDUSTRY LEADERS: JENNIFER'S NEW BOOKEXPERTISE

INCLUSION: DIVERSITY, THE NEW WORKPLACE, AND THE WILL TO CHANGEAn Amazon Best Seller

Diane Cheadle Senior Account Executive

Curran & Connors, Inc.

1 West 34th Street, Suite 202

New York, NY 10001-3011

T. 631.608.2598

E. [email protected]

Jennifer Brown President & CEO

T/F. 888-522-1599

C. 917-769-1599

E. [email protected]

THANK YOU.

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DIVERSITY and INCLUSION - jenniferbrownconsulting.com...DIVERSITY AND INCLUSION SURVEY Recent research conducted by McKinsey & Company, Why Diversity Matters. January 2015 McKinsey’s