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In this session that I delivered at the 2014 Illinois State SHRM Conference on August 4th I merged my own personal story of a person living with a severe hearing disability and speech impediment and workplace diversity & inclusion strategy. Diversity & inclusion is no longer just a legislative requirement, it also significantly contributes to employee engagement and top and bottom line business results. Further, the definition of diversity has broadened during the past 10-15 years, and is not limited to sex, race, nationality and persons with disabilities. I talked about my own personal story --- the good, the bad and the ugly, the business case for workplace diversity and inclusion, how diversity and inclusion plays into the employee experience, and how organizations can create a real diversity and inclusion strategy that truly works.
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CAN YOU HEAR ME NOW? GOOD. Let’s Talk Diversity, Inclusion &
the Employee Experience.
#inclusion #ILSHRM14
WHO AM I? WHAT DO I DO?
My house
I BRIDGE EMERGING HR TECH PLATFORMS TO BUYERS
CORPORATE HR TEAMS
HR/RECRUITMENT TECH FIRMS
INDUSTRY EVENTS
WE ALL HAVE A STORY
TO TELL
WHAT’S YOUR UNIQUE STORY?
HERE’S MY STORY
I WAS BORN HEARING IMPAIRED
AND WASN’T DIAGNOSED UNTIL I WAS ALMOST 3…
I COULDN’T SPEAK A WORD OF ENGLISH UNTIL MY 3RD BIRTHDAY…
AND I WEAR 2 HEARING AIDS…
IT GETS BETTER…
…I ALSO HAVE A SEVERE STUTTER
IT WASN’T EASY GROWING UP!
I HAD ZERO CONFIDENCE
I WAS ALWAYS EXHAUSTED
MY LOWEST MOMENT Early February 1990
WHAT DID I DO?
“I LEARNED THAT COURAGE WAS NOT THE ABSENCE OF FEAR, BUT THE TRIUMPH OVER IT.
THE BRAVE MAN IS NOT HE WHO DOES NOT FEEL AFRAID, BUT HE WHO CONQUERS THAT FEAR.”
NELSON MANDELA
I DECIDED TO FIGHT
COURAGE HARD WORK CONFIDENCE PERSEVERANCE EDUCATION
PERSPECTIVE
DO IT ALONE I COULDN’T
SPORTS
CLOSE FRIENDS FAMILY &
UNIQUE INTANGIBLE
I HAVE SUCCEEDED…
BUT EVERY DAY IS A STRUGGLE!
I GREW UP…
WHY SHOULD WE CARE ABOUT WORKPLACE DIVERSITY & INCLUSION?
“TO BEST SERVE THE MARKET ONE MUST EMPLOY THE MARKET”
A DIFFERENT ANGLE GENDER
SOCIOECONOMIC STATUS
RELIGION SEXUAL ORIENTATION
DISABILITY
SKILLS FAMILY STATUS
THOUGHT
EDUCATION EXPERIENCE
COLOR
ETHNICITY WORK/LIFE BLENDING
POLITICAL VIEWS DECISION-MAKING
TECHNOLOGY
AGE MILITARY
77% 40%
20% 12%
Source: www.workforce.com
of Executives strongly support diversity initiatives
of employees believe their organization is diverse and inclusive
When employees feel that they have a more diverse and inclusive workforce…
in employee turnover
in employee effort
POSITIVE CORRELATION BETWEEN DIVERSE & INCLUSIVE ORGANIZATIONS & BUSINESS SUCCESS
“Organizations understand investing in diversity & inclusion will likely enhance employee engagement, better serve customers and increase their organization’s innovation and agility”.
Stacia Sherman Garr VP, Talent Management Research, Bersin by Deloitte, Deloitte Consulting
DIGGING DEEPER
Attract Integrate Perform Retain Transition
EMPLOYEE EXPERIENCE “Taking a Holistic Approach”
WARREN
HOW?
Values Based Workplace Culture
Senior Leadership Commitment—
“Walk the Talk”
Focus on Constant & Consistent Communication
Real Business Measures &
Metrics
Broaden Your Definition of Diversity—“Serve the Market”
Empower Employees—
Educate
HR Business Practice Re-Engineering
SECRET SAUCE
SO, WHAT’S YOUR STORY?
HOW CAN YOU SUPPORT SOMEONE ELSES STORY?
THE BUSINESS CASE IS CLEAR
INSIDE-OUT APPROACH “NOT A CHECK-BOX EXERCISE”
EDUCATE, EDUCATE… AND EDUCATE SOME MORE!
DELIVER ON PROMISES “WALK THE TALK”
@JeffWaldmanHR
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www.jeffwaldman.ca
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LET’S CONNECT
