Inclusion As An Organizational Imperative

PowerPoint Presentation

Inclusion As AnOrganizational Imperative

LULAC Federal Training Institute PartnershipSeptember 22, 2015

Patrina M. Clark, SPHR, HSC, RACCPivotal Practices Consulting LLC

1September 28, 2015LULAC FTIP Session - Inclusion

During Our Time TodayDiversity vs. InclusionCornell University Dimensions of InclusionInclusion in the Federal GovernmentUnderstanding CultureRoles of Beliefs and NeedsYou As a Change AgentLife is really simple, but we insist on making it complicated. ConfuciusQuote to Consider

Review the days agenda2September 28, 2015LULAC FTIP Session - Inclusion

Diversity and Inclusion

How, if at all, are diversity and inclusion different?PartnerShare


Diversity and InclusionDiversity is differences, similarities, and multiple perspectives.Inclusion is leveraging diversity to achieve full participation and optimum performance.

Diversity is being invited to the party. Inclusivity is being asked to dance. Verna MyersQuote to Consider


Dimensions of Diversity

Internal Dimensions and External Dimensions are adapted from Marilyn Loden and Judy Rosener, Workforce America! (Business One Irwin, 1991)


Why Inclusion MattersBy 2042, no single demographic majority & people of color will equal more than 50% of U.S. populationCurrently four generations in the workforce soon to be fiveDisabilities affect 20% of all AmericansEstimated 9 million LGBT AmericansInclusive organizations have the highest employee engagement, which in turn leads to higher performance and productivity.Bottom Line


Cornell university dimensions of inclusion

Cornells Three Dimensions of Organizational InclusionReference: Cornell University ILR School, Framework of Organizational Inclusion


Do We Say What We Mean and Mean What We Say?


Espoused vs. ExperiencedFoundation of Fairness

(human resources policies and practices)

Organizational Culture of Inclusion

(openness to multiple perspectives)

Inclusion through Participation

(opportunity for engagement and influence)LowHighLowHighLowHighEquityValueRespectReference: Cornell University ILR School, Framework of Organizational Inclusion


Inclusion in the federal government

Original Dimensions of InclusionSource: OPMFairness of Rules and ProceduresFairness of Performance EvaluationsInclusion/Participation in Decision-MakingInclusive Management and LeadershipInformation Access/Open CommunicationIntegration of Differences


The New IQ*Source: OPM*Inclusion Quotient


Espoused vs. ExperiencedHow does your organization score?ReflectionQuestionFairOpenCooperativeSupportiveEmpowering


Understanding culture

What is Culture?Integrated patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups.

The Joint Commission: Advancing Effective Communication, Cultural Competence, and Patient- and Family-Centered Care: A Roadmap for Hospitals. Oakbrook Terrace, IL: The Joint Commission, 2010.

Understanding Culture


The role of beliefs and needs


Personal Beliefs

Reality Really


The mind plays tricks on us all of the time.20September 28, 2015LULAC FTIP Session - Inclusion

How many legs does this elephant have?21September 28, 2015LULAC FTIP Session - Inclusion


Freezer, Fleer, FighterYou might be a freezer if you . . .You might be a fleer if you . . .You might be a fighter if you . . .Get overwhelmed by aggressive/offensive people.Think of what you should have said or done after the conversation/situation is over.Feel anxious when being confronted. Laugh it off when youre really not laughing inside.Just go along to get along even though your heart isnt in it.Shut down just refuse to deal with the situation. Have no reservations about getting in someones face.Readily speak up for yourself when confronted.Mentally plot ways to get your revenge or pay someone back after the conversation/situation is over.

Now, lets talk a bit more about the process for how we developed our beliefs.24September 28, 2015LULAC FTIP Session - Inclusion

The Social Brain


Copyright David Rock visit https://www.neuroleadership.com

Beliefs can be incredibly empowering or falsely limiting.

Since we get to choose, intentionally choose to believe things that make you feel good. Our lives are supposed to feel good to us.27September 28, 2015LULAC FTIP Session - Inclusion

You as a change agent

Four Roles in Social ChangeGroupActivityTornado Warning

My CommitmentAccountabilityActivityReview your Espoused vs. Experienced ratings for your organization.Choose a New IQ dimension of focus.Identify one action you can take over the next 30 days consistent with your most comfortable role.Choose an accountability partner, share your action, and exchange contact information.

ReflectionQuestion

What is one key insight you are taking away from todays workshop?


Which ECQ?Which ECQs have a relationship to inclusion?SummaryQuestion

Patrina M Clark, PresidentPivotal Practices Consulting

[email protected](301) 220-3179 officewww.linkedin.com/in/patrinaclark

Government & Nonprofit

Inclusion As An Organizational Imperative