1. The Road to Inclusion Assessing where your organization is at on the diversity continuum Webinar February 20, 2013 Noon – 1:00 CT Nathan D. Ritz – Nritz@desmoinesmetro.com 2/20/20131

2. About Today’s Speaker 2/20/20132 Strategy Consultant Former owner of VisionPoint, producer of award-winning media-based diversity training resources Chair, Education Committee for Greater Des Moines Partnership Diversity Council Mom. Wife. Learning & Organizational Development Executive. Avid Reader. Student. Change Catalyst.

3. Session Objectives Understand critical elements of a comprehensive inclusion strategy Recognize key indicators for assessing diversity maturity Complete a preliminary assessment of where your organization falls on the diversity continuum 2/20/20133

4. The question How do we leverage diversity dynamics to best create an environment where employees can flourish? 2/20/20134

5. Polling Question My organization describes diversity… a.In terms of race, gender, age and other characteristics b.In terms of inclusive work practices c.As a key driver of productivity and innovation d.My organization does not talk about diversity at all 2/20/20135

6. A Diversity Continuum 2/20/20136

7. A Diversity Continuum 2/20/20137 Monocultural Tolerance Multicultural Acceptance 7

8. A Diversity Continuum 2/20/20138 Tolerance Understanding Celebrate Respect Acceptance 8

9. Level 1 – Tolerance & Acceptance Differences are endured, not embraced Managers are somewhat sensitive to employees English signs/collateral welcome visitors Limited professional development for diversity Policies emphasize harassment prevention procedure Limited exposure to multiple cultures Flexibility only within policy 2/20/20139

10. Level 2 - Understanding Differences are acknowledged Limited awareness regarding importance of differences Professional development for managers Policies emphasize blatant disrespect & procedure Signage/collateral in primary languages (English & Spanish) Artwork may depict multicultural images Flexibility upon request 2/20/201310

11. Level 3 - Respect Appreciation and admiration for diversity Policies with built-in flexibility Hiring practices and retention efforts include diversity goals Global teams are recruited for cross-functional priorities Professional development is a priority for all It’s safe to talk 1:1 about sensitive issues 2/20/201311

12. Level 4 – Celebration & Solidarity Diversity is a key driver for productivity, innovation & retention of talent Inclusive policies and HR structure (comprehensive) Professional development is driven 360 Inside-out recognition of diversity Employees participate in governance and diversity strategies Sensitive issues are transparent & discussed openly Diversity is fully integrated into the business infrastructure 2/20/201312

13. Core Responsibilities 2/20/201313 ExecutivesManagersEmployees Invest in the infrastructure needed to support the role diversity plays in overall strategy & direction of company Model diversity in action and integrate diversity priorities in business practices, including selection, hiring & service levels Exhibit the importance diversity plays in specific actions by showing respect to customers, coworkers and suppliers Creating an environment that promotes healthy diversity is everyone’s responsibility

14. Assessment Example: Polling Question My organization… a.Has a standard holiday schedule with specific days off (all other days are considered PTO) b.Has a standard holiday schedule + a certain number of flexible days off (in addition to PTO) c.Has a flexible holiday schedule providing a standard number of days (EES choose holidays) 2/20/201314

15. Assess HR Policies Holidays – sensitivity to religious observances PTO – sensitivity to generational perspectives Harassment – practices and professional development opportunities to avoid bullying, harassment, discrimination & retaliation Talent Development – emphasis on total company Dress Code & Attendance Requirements – sensitivity to cultural differences HR infrastructure –evaluating integration of culture, values & ethical standards; using HRIS strategically 2/20/201315

16. Assessment Example: Polling Question My organization… a.Doesn’t put a lot of thought into how we communicate with each other (but expects everyone to get along) b.Feels it’s important for everyone to respectfully confront issues but hasn’t thought about how to best do that. c.Feels it’s important for everyone to respectfully confront issues and has adopted a company-wide communication model ( e.g. the principles of crucial conversations) d.Feels the only way for everyone to respectfully confront issues is to understand multicultural communication styles and adopt versatile communication methods 2/20/201316

17. Assess Communication Expectations 1:1 conversations Group / Team meetings Virtual team dynamics Response time standards Customer & vendor interactions (policy-driven? Customer-centric?) Documentation requirements (minimum standards) Problem-solving techniques / Ideation strategies 2/20/201317

18. Assessment Example: Polling Question Situation: You overhear someone sharing not-so- positive casual remarks about a co-worker’s sexual orientation, health issue, work style, religious affiliation, or language barrier How common is this type of situation in your organization? a.Never happens b.Sometimes happens c.Frequently happens 2/20/201318

19. Assess Diversity Maturity Culture, norms, unwritten rules Caliber of talent Importance of results, process, relationships Responsibilities of employees, managers, executives Preponderance of exclusive behaviors 2/20/201319

20. Exclusive behaviors Allowing offensive (unconscious incompetent) language Having major events on non-majority religious holidays Calling impromptu meetings that contradict with flex time Not inviting people because of assumptions related to age, gender, interests Holding event at exclusive club Christmas Parties / Decorations Stereotypical Celebrations 2/20/201320

21. Assess current state and next step 2/20/201321 Tolerance Understanding Celebrate Respect Acceptance 21

22. Planning ahead The diversity dynamic or diversity issue that is most important or confusing to me is … Next webinar focuses on individual responsibility & commitment to diversity: Diversity is Everyone’s Business: Assessing your role and level of commitment to working in an inclusive work environment 2/20/201322