Presentation on theme: "A Level Playing Field – Implementing Change at Organisation Level"— Presentation transcript:
1A Level Playing Field – Implementing Change at Organisation Level Bernice O’Driscoll25th November 2014
2Citi at a Glance Approximately 200 million customer accounts Across more than 160 countries and jurisdictions250,000 Employees globallyCiti provides consumers, corporations, governments and institutions with a broad range of financial products and services, including consumer banking and credit, corporate and investment banking, securities brokerage, transaction services, and wealth managementThe four key principles-the values that guide us:Common Purpose One team, with one goal: serving our clients and stakeholdersResponsible Finance Conduct that is transparent, prudent and dependableIngenuity Enhancing our clients' lives through innovation that harnesses the breadth and depth of our information, global network and world-class productsLeadership Talented people with the best training who thrive in a diverse meritocracy that demands excellence, initiative and courage2
3Investing in our Talent Mentoring ProgramsWomen Leading CitiWomen’s Leadership Development ProgramCoaching for SuccessDiversity Leadership ProgramsCCO Development ProgramI LeadActively working with Schools & Universities on Technology programmes for womenTalent Development ProgramLeadership 1 / 2 / 3Top GunFurther Education Support
5Reflecting on Unconscious Bias - Diversity Week 2010 Less than 15% of American men are over six foot tall, yet almost 60% of corporate CEOs are over six foot tall.Late 1970’s, 5% of Symphony Orchestras Musicians were Women.
6How to Deal With Unconscious Bias in the Workplace Recognize that you have biases and understand that it is absolutely normal to be biased.Identify what your biases are (some can be positive and some can be negative). We’re all biased and becoming aware of our own biases will help us mitigate them in the workplace.Dissect your biases: Explore the significance and unconscious effect of early messages you received as you grew up about different people, e.g. men, women, gender, race and ethnicity, sexual orientation, religions, etc.Decide which biases you will address first.Review every aspect of the employment life cycle for hidden bias – screening resumes, interviews, onboarding, assignment process, mentoring programs, performance evaluation, identifying high performers, promotion and termination.Support projects that encourage positive images of persons of colour, GLBT and women.Distribute stories and pictures widely that portray stereotype-busting images – posters, newsletters, annual reports, speaker series, podcasts. Many studies show that the mere positive image of specific groups of people can combat our hidden bias.Identify, support and collaborate with effective programs that increase diversity in the pipeline.Reward employees who volunteer with these groups, create internships and other bridges, and celebrate the stories of those who successfully overcome obstacles.Lead by example - the behaviour of leaders is by far the biggest influence on how others will behave and, therefore, a critical driver of the change to a more inclusive culture.
7Inclusive leadership – our questions What is it?Why it mattersWho’s good at it? & why?How can we build these skills?3
8What is Inclusive leadership? The elevator pitch Inclusive leaders get the best out of all their people, helping theirorganisations to succeed in today’s complex, diverse national andglobal environment.By building strong relationships and diverse teams, inclusive leadersare able to increase productivity, performance, innovation and engagement with staff and customers.Inclusive Leadership – Relate Adapt Develop4