PWSHRM Legal Summit Diversity & Inclusion Today Best Practices Tomorrow For: Prince William SHRM Legal Summit By: Mauricio Velásquez, MBA Diversity Training Group, LLC 692 Pine Street Herndon, VA,

PWSHRM Legal Summit 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. DTG’s clients include small and large organizations, public and private, for and not-for-profit. New Horizon Security Services, US Foods, Lane Construction, US Navy, Metropolitan Washington Airport Authority, NIST and just a few. Our work is as diverse as our clients. Past clients include HP, Visa USA, Black & Decker and even the White House. In his 25 year career, Mauricio has trained in every state but North Dakota and with a recent trip to Guantanamo Bay, Cuba, work and life have taken Mauricio to over 75 countries.

PWSHRM Legal Summit Don’t like “Diversity” A session on:  Respect, Dignity, Professionalism in the Workplace  Trust, Engagement  Inclusion  Current Events  Parents

PWSHRM Legal Summit Mauricio’s Mission Today  Provoke Thought  Facilitate Discussion & Learning  Surprise You  Entertain You  Add Value  Provide Subject Matter Expertise

PWSHRM Legal Summit Opening Remark What You Don’t Know You Don’t Know (DKDK) What You Don’t Know (DK) What You Know (K)

PWSHRM Legal Summit Intent vs. Impact Intent (what you meant) vs. Impact (what you actually said)

PWSHRM Legal Summit Over Your Entire Career What have you noticed about the workforce? What changes have you seen?

PWSHRM Legal Summit Over my 25 plus year career… What have I noticed?  An increasingly diverse and complex workforce  Age diversity issues are way up, more women, more minorities in workplace  General diversity in population – 2010 Census Data is confirming dramatic changes and shifts  Proactive firms – anticipating change, planning for it, living in the now and forward  Reactive organizations – surprised by change, living in the present and past

PWSHRM Legal Summit What I have seen….  Little or no training for managers & supervisors  You are promoted because you are the smartest  Do you have the interpersonal / human relations skills?  The “Reluctant Manager”  Too many supervisors, managers, and leaders “sticking to status quo” – managing the same way they have always managed yet the workplace and the workforce has changed – Organizational Suicide!  Rise of the Toxic Employee  Issues of favoritism, privilege are all about trust  No organization-wide Diversity & Inclusion Strategy and Plan

PWSHRM Legal Summit What has worked for you?  What approach?  What methodology?  Workplace is changing (getting more diverse)  Marketplace is changing.  Status Quo is not working.  What are you doing differently?  How are you winning the “War for Talent?”  Do you want to create a “Best Place to Work?”

PWSHRM Legal Summit DTG Clients are doing “Diversity Work” because..  Workplace demands it – Status Quo not working  Workplace is changing (more diverse) – emerging diversity issues  First, you have to acknowledge these issues exist, on the rise  Then you have to address them (D & I Strategy/Plan)  Diversity and Inclusion Strategy and Plan is a “Risk Management Strategy”  Price to pay for doing nothing  Your D & I Strategy and Plan is about “Rank & File Trusting the Employer”  Much more cost/risk effective to be Proactive vs. Reactive

PWSHRM Legal Summit At the Center of my work…. TRUST – means confidence LEADERSHIP – getting results in a way that inspires trust What is DIVERSITY?

PWSHRM Legal Summit Diversity  What pops into your head?  What comes to mind?

PWSHRM Legal Summit 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

PWSHRM Legal Summit 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

PWSHRM Legal Summit Dimensions of Diversity Indivi dual Organizational Affiliation Group Individual

PWSHRM Legal Summit 17 To includeTo welcome To make comfortable To acknowledge, value, and include others from all backgrounds INCLUSIVE

PWSHRM Legal Summit D & I is not EEO/AA  EEO/AA is government-initiated while Diversity & Inclusion (D&I) is voluntary and company-driven.  EEO/AA is also legally-driven while D&I is productivity- driven. EEO/AA is quantitative and D&I is qualitative.  EEO/AA is problem focused whereas D&I focuses on opportunities.  EEO/AA assumes assimilation among its participants but D&I assumes integration.  EEO/AA has a strictly internal focus where D&I focuses on internal and external issues.  EEO/AA is reactive but D&I is proactive.

PWSHRM Legal Summit 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

PWSHRM Legal Summit 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

PWSHRM Legal Summit Diversity Strategy/Plan Includes At minimum…..  Diversity and Inclusion Training  Executive Coaching  On-Boarding- Ensure “Culture of Firm is Inclusive”  Supervisory/Management Training with D&I Component  Upward Mobility – Retention, Mentoring  Mission, Vision, Core Values Tied to D&I  Sourcing, Selecting and Hiring – Wider Net (no more “Friends and Family Plan”  Respectful Workplace Fundamentals are already in place – Sexual Harassment Prevention Training

PWSHRM Legal Summit 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?

PWSHRM Legal Summit 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

PWSHRM Legal Summit In Closing…. Thank you for your time, consideration and participation today! If you enjoyed the session, learned something – tell everybody about it, if you hated it, please keep it to yourself (but put your comments in the evaluation) Comments, feedback, input are welcome!

PWSHRM Legal Summit For more information… CONTACT: The Diversity Training Group 692 Pine Street Herndon, VA Tel Fax Mauricio Velásquez, MBA - President