1. Executing Effective Diversity Programs Gregory Jenkins

2. O VERVIEW Diversity as a Strategy Diversity Plan Initiatives Establish Policy, Goals & Criteria Best Practices Execution Plan Recommendations for Success I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 2

3. D IVERSITY Our Nation derives strength from the diversity of its population and from its commitment to equal opportunity for all. We are at our best when we draw on the talents of all parts of our society, and our greatest accomplishments are achieved when diverse perspectives are brought to bear to overcome our greatest challenges.₂ President Obama Executive Order 13583 1.http://www.nationalguard.mil/features/vdc//Diversity.pdf 2.http://www.opm.gov/diversityandinclusion/reports/GovernmentwideDIStrategicPlan.pdf In the National Guard, Diversity is a cultural climate which allows people to maximize their potential by embracing and promoting each other’s holistic characteristics. ₁ I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 3

4. http://diversity.gsfc.nasa.gov/DCprivate/Diversity_StrategicPlan.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 4

5. I DENTIFY & E STABLISH A C ULTURE OF D IVERSITY Diversity includes differences in characteristics, background, attributes, and experiences. Expansion is necessary in order to create a culture that fosters:  Absolute respect for all people no matter their rank, function, or position.  Inclusion, engagement, and management of talents to capitalize the potential power.  Diversity in thoughts, ideas, and perspectives to promote moral courage and trust.  Confidence in equal opportunity for all.  An interdependent mindset where collaboration is the standard. http://ngbdiversity.org/wp-content/uploads/2012/04/CNGB_Policy_Diversity.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 5

6. D IVERSITY P LAN I NITIATIVES Develop and execute a strategic diversity plan that incorporates:  Vision  Mission  Goals  Strategies  Evaluation http://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 6

7. D IVERSITY P LAN I NITIATIVES Execute the strategic plan:  Define diversity  Identify who will do what and according to what priorities  Define strategies for managing accessions and career development, involve leadership, and ensure accountability  Establish metrics to guide progress http://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 7

8. E STABLISH A P OLICY Establish a core policy on diversity and inclusion:  Embrace a culture of inclusion that brings to bear the best of every employee.  Value and leverage diversity; our different points of view and collective wisdom.  Promote creativity and innovation to sustain a competitive advantage, fuel growth, and achieve superior performance. http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 8

9. E STABLISH G OALS Workforce Diversity. Recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of American society. Workplace Inclusion. Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention. Sustainability. Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion. http://www.opm.gov/diversityandinclusion/reports/governmentwideDIstrategicPlan.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 9

10. C RITERIA Commitment - is the foundation of a successful effort to build and maintain a diverse, high-quality workforce Assess the Current Situation - develop a workforce profile (a complete picture of the workforce and how it reflects diversity at all levels, in all key occupations, and in all organizational components) http://www.opm.gov/Diversity/diversity-3.htm I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 10

11. C RITERIA Environmental Assessment- survey and measure the organization’s strengths and weaknesses in promoting diversity (i.e. “cultural audit" or "organizational assessment”) Workforce Planning- analyze workforce trends and projections, determine skills gaps and needs, and devise succession planning strategies http://www.opm.gov/Diversity/diversity-3.htm I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 11

12. C RITERIA Design and implement a diversity program through  Recruitment  Hiring  A Supportive Work Environment  Learning and Development  Rewards & Recognition http://www.opm.gov/Diversity/diversity-3.htm I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 12

13. C RITERIA Sustain commitment - the foundation of a successful effort to build and maintain a diverse, high-quality workforce  Monitor Results  Accountability  Celebrate Success  Continuing Communication & Development http://www.opm.gov/Diversity/diversity-3.htm I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 13

14. B EST P RACTICES Develop a business rationale for diversity Educate senior managers so that they can develop and support the business rationale Customize your diversity management approach so that it will not create ‘culture shock’ but rather is respectful of the organizational cultural norms Commitment should come in the form of leadership, participation of a representative workforce, and dedicated human and financial resources http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 14

15. B EST P RACTICES Individuals charged with responsibility for diversity management must be knowledgeable, credible, and well-grounded personally and professionally Building knowledge through audits, benchmarking, and other sources is essential to the development of a relevant strategic plan Diversity-driven goals and strategies can be centralized or driven through business units and departments http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 15

16. B EST P RACTICES All strategies should be evaluated intermittently Training and education must be linked to business goals and practices Some type of formal evaluation to measure impact and institutionalization should take place at the second year of an initiative Modification of strategic goals and strategies is inevitable http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 16

17. B EST P RACTICES Changes must be made in systems, policies, and procedures that impact the workforce Organizational change through diversity to meet desirable business goals can be systematically planned and implemented Visibility must be given to the initiative within and outside of the organization to reinforce credibility http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 17

18. E XECUTION P LAN In order for diversity strategies to work, a well- rounded execution plan must be in place: 1.Tone at the Top: Leadership must lead and actively participate in diversity strategies and practices 2.Communication: Direct communication for diversity efforts throughout the organization 3.Goals, Objectives & Evaluation: Adopt specific goals and objectives, and set measurable evaluation criteria 4.Training & Guidance: Provide regular training, education and guidance to management and staff http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 18

19. R ECOMMENDATIONS FOR S UCCESS Ensure the removal of any potential barriers that currently exist Make recommendations that enhance the culture, career progression and recruitment of women and minorities Grow the pool of eligible candidates Consider commitment to diversity in officer promotions Require diversity leadership education and training at all levels http://www.globalsecurity.org/military/library/news/2011/03/mil-110308-afps03.htm I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 19

20. R ECOMMENDATIONS FOR S UCCESS Create a diversity committee Create and lead a cross-divisional implementation team Design a research agenda focused on diverse population groups Build accountabilities into the diversity program I N P URSUIT OF G REATNESS T HROUGH D IVERSITY 20

21. QUESTIONS? 21