0. The practice of inclusion Towards a Dynamic and Systemic Approach diversity in times of transition
Effenus Henderson, CEO, HENDERWORKS
Retired CDO, Weyerhaeuser
May 19, 2014
5/19/14
HENDERWORKS CONSULTING

1. HENDERWORKS CONSULTING
background
The Evolution of Diversity and Inclusion
The Importance of Context Setting
Alignment with Mission, Vision and Values
Integration of diversity into the overall business strategy
Development of a Multi-year Change Agenda
The Importance of Leadership Commitment
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2. The evolution
Diversity and inclusion
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3. The Evolution of Diversity
Compliance
and
Affirmative Action
Diversity and Valuing Differences
Diversity and Organizational Inclusion - The Strategic Imperative
Diversity and Inclusion beyond the workforce, workplace, and organization
Monetizing the value of D & I to stakeholder relations, sustainable development and bottom line results
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HENDERWORKS CONSULTING

4. The Business Imperative
Profitability
Innovation
Market Development
Globalization
Product Design
Supply Chains
Quality
Economic
Demographic Changes
Sustainable Development
License to Operate
Regulatory and Public Policy
People
Recruitment
Engagement
Development
Retention
Satisfaction
Perspectives
Leadership
Work Systems
Organizational Development
Organizational Trust
Succession
Performance Outcomes
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HENDERWORKS CONSULTING

5. Growing Complexity Civil Society Reputation Governance
License to Operate
Public Policy
Investment
Employment
Sustainability
Supply Chains
Social Media
Human Rights
Cultural Identity
Freedom
Protection
Social Responsibility
Social Justice
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HENDERWORKS CONSULTING

6. Expanding to all Stakeholders
Employees
Customers
Communities
Suppliers
Clients
Investors
Government
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HENDERWORKS CONSULTING

7. Stakeholder issues Employees Investors Customers Communities
Engagement
Satisfaction
Productivity
Retention
Investors
Transparency
Decisions
Ethical Conduct
Business Results
Customers
Market Penetration
Demographic impact
Customer satisfaction
Communities
License to Operate
Human Rights
Volunteerism
Sponsorships
Regulators
Public Policy
Regulatory Change
Emerging civil society trends
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HENDERWORKS CONSULTING

8. The Change framework A multi-year change strategy 5/19/14
HENDERWORKS CONSULTING

9. Direction setting components
Leadership Role Modeling
Governance and Compliance
Progressive Outreach
Culture and Climate
Talent Management
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HENDERWORKS CONSULTING

10. Inclusive systems and practices
HENDERWORKS ASSESSMENT FRAMEWORK
Workforce Utilization
Governance and Compliance
Work Climate and Culture
Rates of Participation in HR processes and systems
Rate of Rise of Women and People of Color
Understanding the Level of Interest of Employees in Development
Outreach and Community Relations
Alignment with Organizational Values
Employee Retention and Talent Management
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HENDERWORKS CONSULTING

11. Inclusive systems and practices
HENDERWORKS ASSESSMENT PROCESS
Collect data on risk areas
Work with organizational leaders to assess gaps
Use effectiveness barometer to identify levels of effectiveness
Treat data as confidential and share on a “need to know” basis
Develop action plan for improving effectiveness
Monitor and update leadership on progress
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HENDERWORKS CONSULTING

12. Alignment with workforce plans
Understand External Influencers and Internal Drivers
External Influences
Technology Advancements
Education Trends
Demographic Trends
Industry Trends
External Workforce Trends
Competitor Employment Options
Internal Drivers
New Technology
Business Operations Changes
Work System Changes
Mfg Process Changes
Workforce Changes
Turnover Patterns
Employee Engagement
Identify Critical Workforce Issues and Gaps
Identify Mission Critical Skills and Roles
Assess Employee Value Proposition
Define Targeted Future Workforce
Develop and Execute Strategic Actions
Resourcing
Development
Recruitment
Retention
Diversity and Inclusion
Pay and Benefits
Work Design
Managed Entry
Knowledge Transfer
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HENDERWORKS CONSULTING

13. Leadership Behavior The importance of commitment 5/19/14
HENDERWORKS CONSULTING

14. Leadership effectiveness
HENDERWORKS LEADERSHIP ACTION FRAMEWORK
Clearly understand the demographics and composition of workforce
Make diversity leadership a personal priority
Expand recruitment efforts through targeted outreach
Build diversity and inclusion into business planning process and stakeholder relations
Make a personal commitment to develop the pipeline of diversity talent
Sponsor mentoring efforts and diversity network groups
Sponsor and participate in diversity education
Become personally involved and support diversity outreach efforts
Ensure leadership behaviors are inclusive and demonstrate a value for diversity
Create and maintain a respectful and inclusive work environment
HenderWorks Framework for Leading Inclusively
5/19/14
HENDERWORKS CONSULTING

15. Strengthening leader behaviors
Building Inclusive Leadership Skills
1. Define the Critical Leader Behaviors
2. Identify gaps through self and team assessment
3. Address gaps through behavioral Skill building and practice
4. Develop and apply personal and team improvement plans to daily work
5. Measure and monitor progress using engagement survey and other methods
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HENDERWORKS CONSULTING

16. Important behaviors 5/19/14 HENDERWORKS CONSULTING Trust
Circle of Influence
Commitment to Diversity and Inclusion
Equal Opportunity for Growth and Development
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HENDERWORKS CONSULTING

17. A Respectful workplace is an inclusive workplace
A place where leaders set the tone by the words, thoughts, and actions
A place where all the dimensions of diversity are respected, valued and supported
A place where inclusion is fostered as an important part of the way business is conducted
A place where high expectations are set and where every one is held accountable for their actions.
A place where harassment and bullying are not tolerated
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HENDERWORKS CONSULTING

18. lessons A dynamic and systemic approach a must 5/19/14
HENDERWORKS CONSULTING

19. HENDERWORKS CONSULTING
Important lessons
Gaining traction requires dedicated leadership attention and commitment over time
Diversity and Inclusion must be viewed as part of organizational development and culture change which evolves and adapts as the business and organization changes (3 to 5 year timeframe)
A systems approach tied to organizational strategies and outcomes is critical
Attention to both short term tactical barriers (cost, profitability, etc.) and longer term consequences (retention, employer of choice, stakeholder relations) are essential
Meeting governance and regulatory requirements are a given
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HENDERWORKS CONSULTING

20. HENDERWORKS CONSULTING
Any questions
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HENDERWORKS CONSULTING