Presentation on theme: "IPMA – HR ER Diversitydtg.com The Sweet Spot of Diversity, Inclusion, Engagement, Higher Performance For: 86 th Annual IMPA-HR Eastern Region Training."— Presentation transcript:
IPMA – HR ER Diversitydtg.com The Sweet Spot of Diversity, Inclusion, Engagement, Higher Performance For: 86 th Annual IMPA-HR Eastern Region Training & Development Forum By: Mauricio Velásquez, MBA President, Diversity Training Group
IPMA – HR ER Diversitydtg.com Meet Mauricio Velásquez Mauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness (listed with TASA). DTG’s clients include small and large federal agencies including US Navy, USDOJ, NIST, NIH, EPA, ATFE, FCC, and USCIS. Past federal clients include DOI (BLM, BOR, BIA), USIA, USDA, US Coast Guard, and even the White House (previous administration). Mauricio has trained in every state but North Dakota and with a recent trip to Guantanamo Bay, Cuba – work and life has taken Mauricio to over 75 countries.
IPMA – HR ER Diversitydtg.com Mauricio’s Mission Provoke Thought Facilitate Discussion & Learning Surprise You Entertain You Add Value Provide Subject Matter Expertise
IPMA – HR ER Diversitydtg.com Opening Remark What You Don’t Know You Don’t Know (DKDK) What You Don’t Know (DK) What You Know (K)
IPMA – HR ER Diversitydtg.com Intent vs. Impact Intent (what you meant) vs. Impact (what you actually said)
IPMA – HR ER Diversitydtg.com Diversity What pops into your head? What comes to mind?
IPMA – HR ER Diversitydtg.com Dimensions of Diversity Individual Group Organizational Affiliation Military Experience Religion Income Work Experience Geographic Location Language Education Work Style Family Status Communication Style AgeGender Ethnic Heritage Race Mental/ Physical Abilities Sexual Orientation Operational Role and Level
IPMA – HR ER Diversitydtg.com Dimensions of Diversity Military Experience Religion Income Work Experience Geographic Location Language Education Work Style Family Status Communication Style AgeGender Ethnic Heritage Race Mental/ Physical Abilities Sexual Orientation Operational Role and Level
IPMA – HR ER Diversitydtg.com Dimensions of Diversity Indivi dual Organizational Affiliation Group Individual
IPMA – HR ER Diversitydtg.com To Be Inclusive To welcome “all” To include To make comfortable When included – you become “fully engaged” in your work
IPMA – HR ER Diversitydtg.com Engagement – one way of looking at it With Organization (trust) With Manager (feel valued) Strategic Alignment (clear goals, strategy) Competency (you got what it takes) High Performance
IPMA – HR ER Diversitydtg.com Engagement Fully Engaged– What does it look like? Not Engaged – What does it look like? Actively Disengaged – What does it look like? Think of your own team, office, organization What percentage of your team are Fully Engaged?___% Not Engaged?___% Actively Disengaged?___% A World Class Organization…
IPMA – HR ER Diversitydtg.com Employee Engagement Key to Creating a World Class Organization Source: Gallup Consulting
IPMA – HR ER Diversitydtg.com The Lunch Date Adam Davidson Screen Writer/Director This was his thesis to get his degree in film from AFI – American Film Institute, New York City Won many awards Filmed in 1990
IPMA – HR ER Diversitydtg.com Did they trust each other? The two characters What are we taught about “strangers” – all cultures
IPMA – HR ER Diversitydtg.com At the Center of my work…. TRUST – means confidence Behind “Diversity and Inclusion” issues I always find Trust issues” LEADERSHIP – getting results in a way that inspires trust There is no “Leadership Without Followership” – Do diverse followers trust homogeneous leaders? Please read: SMR Covey’s “The Speed of Trust”
IPMA – HR ER Diversitydtg.com Trust & Being World Class – Go Hand in Hand Stephen M. R. Covey – in his book: The Speed of Trust talks about Trust - Taxes and Dividends When there is high trust – there is an actual dividend for this trust – tasks, work, progress, cooperation, collaboration - success is easier When there is low or nonexistent trust – there is an actual tax – tasks, work, is harder, indifference, bogged down, sabotage I highly recommend you read this book for your community, for your kids, for your families and jobs, of course…
IPMA – HR ER Diversitydtg.com S.M.R. Covey says…. “The ability to establish, grow, extend, and restore trust with all stakeholders – customers/clients, business partners, coworkers – is the key leadership competency of the new global economy.” “Leadership is getting results in a way that inspires trust.” In your every action – do you inspire trust, are you leading by example?
IPMA – HR ER Diversitydtg.com “Before You Can Understand ‘Others’ – You Must Understand Yourself First!” - MV Self awareness is so critical!
IPMA – HR ER Diversitydtg.com The Winning Balance So where do I stand? Where am I with respect to this topic? Respond to the questions below based on your behaviors. How often do I…RarelySometimesUsually Mostly 1.Challenge others privately when they make racially, ethnically, or sexually offensive comments? Challenge others publicly when they are making fun of others because of their race, gender, ethnic background, religion, appearance, disability, or sexual orientation? Think about the impact of my comments and actions before I speak? Refuse to tell jokes that are derogatory to any group, culture, or sex? Refrain from repeating statements or rumors that reinforce prejudice or bias? Avoid generalizing the behaviors or attitudes of one individual to an entire group (e.g.: “All blacks are...,” “All disabled people are...,” “All men are...,”)? 1234
IPMA – HR ER Diversitydtg.com The Winning Balance (cont.) How often do I…RarelySometimesUsually Mostly 7.Accept that I am a biased person and understand that there will be times when my biases will come out in my actions or words? Avoid using language that reinforces negative stereotypes (e.g.: “You’re acting like a pack of wild Indians,” “Jew them down,” “White of you,” “I’ll get my girl to do it”)? Learn about people of different races and groups (through reading, attending voluntary seminars, watching television specials, listening to speakers)? Get to know people of different races and groups and individuals (make the first effort to talk to them, invite them to socialize)? Support and take responsibility for helping my organization meet EEO/AA guidelines? Value people who are different from me as resources because of their unique skills, abilities, perspectives, and approaches? 1234
IPMA – HR ER Diversitydtg.com The Winning Balance (cont.) How often do I…RarelySometimesUsually Mostly 13.Work to change policies that disregard different cultural beliefs or religious holidays? Challenge the notion that individuals need to act or look a certain way to be successful or valuable to the organization? Forgive people who make biased statements about me or others and allow them to regain my trust and respect? Include and invite people different from myself into the decision-making process? Provide timely and honest feedback to others, including those different from myself, even if it feels risky? 1234
IPMA – HR ER Diversitydtg.com The Winning Balance (cont.) How often do I…RarelySometimesUsually Mostly 18.Share the formal and informal rules of my group with those different from myself? Disregard physical characteristics (disability, attractiveness, height, weight, dress, etc.) when interacting with others and making decisions about their ability? Support organizational policies regarding equal treatment by confronting people who violate those policies and reporting them if necessary? 1234 Used with permission of Bureau of National Affairs, The Winning Balance.
IPMA – HR ER Diversitydtg.com What Your Scores Tell You Naive Acts with no knowledge or awareness of biases and prejudice and their impact on others. What they don’t know they don’t know. This person has no clue as to the impact of their actions on others Perpetuator Aware of biases and prejudices, but continues behaviors and actions that reinforce and support stereotypes and intolerance. This person is aware of the impact of their actions on others, but continues with such behaviors nevertheless, “You can’t teach an old dog new tricks.” Avoider Aware of biases and prejudices, but makes a conscious choice to ignore inappropriate behavior or withdraw from it. This person would rather turn and walk away than understand and address inappropriate behaviors or that bias that can appear or be misinterpreted as support. “If you are not part of the solution, you are part of the problem.”
IPMA – HR ER Diversitydtg.com What Your Scores Tell You IWE Change Agent Acts as a role model. Takes action when appropriate and addresses behaviors when important. IWE Change Agent will take risks and use the many tools available to him/her. IWE Change Agent will take peers aside and provide feedback and coaching with the intent to improve work relationships and personal productivity Fighter Attacks all actions and confronts all behaviors. Always on the lookout for injustice but is often too confrontational, sometimes in public settings. Although a very important role, too often these individuals are labeled as “troublemakers.” If you have this energy, this fervor, please consider the change agent approach to problem-solving and inclusivity.
IPMA – HR ER Diversitydtg.com D&I Change Agent What pops into your head?
IPMA – HR ER Diversitydtg.com A Change Agent Leads by example – Role Model, Inclusive, Trustworthy Sees human beings, build relationships, suspends judgment (not label/stereotype) Mindful of biases, prejudices, SFPs – self aware Coaches – challenges these notions – individually and organizationally Problem-Solves Builds relationships with all (not just people like yourself) Builds and promotes trust Acknowledge, identify, and tackle “Diversity Issues”
IPMA – HR ER Diversitydtg.com You have a diversity issue when....when an issue (i.e., policy or business practice - formal, informal, internal or external) has a different impact on a particular group (for example, impact on men vs. women, black vs. white, American vs. foreigner, urban vs. rural background, military vs. civilian, – mentoring, training, assignments, upward mobility, etc.)..when it happens more frequently to a particular group (for example, different groups have dramatically different “numbers” – turnover, terminations, promotions, few or no role models)..when it is more difficult for one group to overcome (upward mobility for a particular group within an organization) (for example, “glass ceilings”)
IPMA – HR ER Diversitydtg.com Ignoring Diversity Issues comes with a cost A diversity issue exists where the policy or business practice (formal or informal) has an impact exclusive of difference (not inclusive of difference). Is there a trend or pattern (intentional or unintentional)? Having a diversity issue is not necessarily a bad thing. Doing nothing about it given you have knowledge of the issue is where organizations go wrong (negligence). Being in denial about these issues does not make them go away. Ignorance is not bliss. The question is why do we have this issue and how can we take action to correct it or improve the situation. A D & I Strategy is put together to “address these issues” or “solve the problem” or “focus on the lost opportunity.”
IPMA – HR ER Diversitydtg.com Some Tools
IPMA – HR ER Diversitydtg.com Start Message Start with a Positive Please stop_______________________________________ (describe negative/unproductive behavior) Start_____________________________________________ (describe new, more appropriate/positive behavior) Continue_________________________________________ (describe ongoing positive behavior) End with a Positive
IPMA – HR ER Diversitydtg.com I-Statement How do I coach someone when I feel my differences are being held against me? (Start with a Positive) When you ___________________, I feel ______________________ (describe behavior) (impact of behavior) I would prefer ___________________________________________ (new behavior – more appropriate/productive) OR I feel _____________________, when you ____________________ (impact of behavior) (describe behavior) I would prefer ___________________________________________ (new behavior – more appropriate/productive) OR When I see ______________, it makes me feel ____________________ (describe behavior) (impact of behavior on you/group) I would prefer _______________________________________________ (new behavior – more appropriate, more productive) (End with a Positive)
IPMA – HR ER Diversitydtg.com Change Agents are World Class and Understand the Sweet Spot To Value Diversity, To be Inclusive To Respect, Value Others To Engage, Be World Class To Perform at Higher Level
IPMA – HR ER Diversitydtg.com Using Communication to Solve Problems StepActionExample Identify and agree on the problem (consensus) Ask the right questions. Ask for the facts Verify the information Decide what else you need to know “Help me understand exactly” “Let me make sure this is recorded correctly” “I will be able to help you better if I know…” Conduct problem- cause analysis to identify a specific problem and its cause Restate the problem in simple terms Get agreement on the problem and its importance/impact “So, the basic issue is…” “It seems we agree it is important to fix this because…” Identify solutions/alternative s Ask what can be done to solve the problem Suggest other options for consideration Tell them what you can do “What ideas do you have on how this can be fixed?” “In similar situations we have..” “I really wish we could do exactly what you suggested. However, according to…, we must…” ?
IPMA – HR ER Diversitydtg.com Using Communication to Solve Problems StepActionExample Implement solutions/take action with the help of the customer Ask for their cooperation Tell them what you will do Suggest how they can help, now and the next time “I’ll need your help to…” “Here is what I can do…” “To get this resolved quickly, I’ll need you to…, and if this should happen again, please…” End with an agreement and a thank you. Monitor and follow up on the situation Summarize what will be done, and by whom Thank the customer for cooperation and help Promise to follow up to ensure the solution really worked “Can I assume that we agree on…?” “Thank you for being so cooperative in helping us to solve this problem.” “I will call you in a week to be sure the situation is resolved.”
IPMA – HR ER Diversitydtg.com Action Plan How can I create an inclusive work environment? How can I use what I have learned in this class in my organization and beyond?
IPMA – HR ER Diversitydtg.com Nationwide Best Practices Sources: American Express Benchmark Study Business Week Special Sessions The Conference Board Best Practices Publications Fortune’s Best Practices Lists/Articles Towers-Perrin North-American Diversity Best Practices Study US Department of Labor and other US Government Studies
IPMA – HR ER Diversitydtg.com What is working – critical success factors STRATEGIC I.Visible, supportive and fully-committed senior leadership II.Diversity strategy/plan developed & aligned with organization’s strategic plan III.Internal and external communications improved IV.Employee involvement and assessment V.Recruitment and retention activities improved VI.Measurement, metrics and follow through emphasized VII.Constant benchmarking and continuous improvement of diversity strategy and plan
IPMA – HR ER Diversitydtg.com Navy Definition of Diversity All of the individual attributes and characteristics of our Sailors and Civilians that enhance the mission readiness of the Navy.
IPMA – HR ER Diversitydtg.com For more information… CONTACT: The Diversity Training Group 692 Pine Street Herndon, VA Tel Fax Mauricio Velásquez, MBA - President