1. Copyright Young & Kahn Associates. 2003 602-266-8676 A Diversity Maturity Index Young & Kahn Associates 602-266-8676

2. Copyright Young & Kahn Associates. 2003 602-266-8676 The Context of Our Work As we all know, the term diversity simply means “difference.” In the context of business, we define diversity broadly. We see diversity as building work environments that are inclusive. As Dr. Roosevelt Thomas states, diversity is a “collective mixture characterized by differences and similarities” There are many diversity mixtures. Examples are functional diversity, workforce diversity, cultural diversity, product and customer diversity. It is important that all levels within an organization or corporation understand, value and manage diversity to drive their personal and business objectives.

3. Copyright Young & Kahn Associates. 2003 602-266-8676 The Context of Our Work Managing Diversity Defined We see Managing Diversity as the process of creating and maintaining an environment that naturally enables all participants to contribute to their full potential in pursuit of business objectives. Managing Diversity becomes the challenge for all corporations, organizations and groups to build the competencies necessary to integrated into their strategic business plans. In this context, managing diversity is beyond representation and compliance. Adapted from the work of Dr. R. Roosevelt Thomas, Beyond Race and Gender

4. Copyright Young & Kahn Associates. 2003 602-266-8676 Diversity Management Process The Diversity Management Process is a model that aligns relevant diversity competencies with the strategic business plan and is supported by a comprehensive human resources strategy The Context of Our Work

5. Copyright Young & Kahn Associates. 2003 602-266-8676 Business Strategies/ Direction Human Resource Practices Diversity/Organization Capability Dimensions: 1)Leadership 2)Shared Mindset 3)Mgmt. Processes & Infrastructure 4)Capability of People (Competencies) The Context of Our Work Diversity Management Process

6. Copyright Young & Kahn Associates. 2003 602-266-8676 A well-developed Diversity plan should measure the following nine (10) key elements:  Leadership Accountability  Diversity Competencies  Systems, policies, and practices ( Organizational Design, Staffing, Benefits, Compliance, Development, and promotions)  Communications  Globalization and Multiculturalism  Diverse Market Segmentation  Quality Work/Life  Diverse Representation  Overall Employee Satisfaction  Outreach The Context of Our Work

7. Copyright Young & Kahn Associates. 2003 602-266-8676 A Sample Template This model offers a look at an organization through two lenses. 1. Where the organization is on the Maturity Path (Beginning, Improving, Sustaining, Succeeding) 2. What they are doing to accomplish results (Approach, Deployment, Results) Diversity Management Process BEGINNINGIMPROVINGSUSTAININGSUCCEEDING APPROACH DEPLOYMENT RESULTS

8. Copyright Young & Kahn Associates. 2003 602-266-8676 Sample Template - DMP Leadership Let’s Take A Closer Look. As we begin to consider each of the 10 key elements. Let’s use the first element, “Leadership” as an example of how to develop this model. The next slide fills in the blanks …. BEGINNINGIMPROVINGSUSTAININGSUCCEEDING APPROACH DEPLOYMENT RESULTS

9. Copyright Young & Kahn Associates. 2003 602-266-8676 Sample Template for Leadership - DMP Like many sound business strategies – the objective is to move along the maturity path from working in “the red” to living in “the black” This model should be duplicated for all ten (10) of the essential diversity elements … Beginning (Awareness) Improving (Education) Sustaining (Integration) Succeeding (Alignment) Context Commitment & Vision Leadership agrees that Managing Diversity is desirable; vision and commitment have not been communicated Leadership has communicated vision and commitment to entire leadership group Leadership has communicated vision and commitment to all employees Diversity vision and leadership commitment to Managing Diversity is understood by all employees APPROACH Methods Used Leadership has not defined the vision or commitment Leadership has defined the vision and commitment and has allocated resources needed for implementation Strategy for awareness and education of the basic concepts of Managing Diversity is established Commitment and vision is modeled by entire leadership team and is reflected in their time and focus DEPLOYMENT Extent of Application Vision and commitment have not been communicated Levels of accountability have been established A process is being used to roll out the vision and commitment to all employees Commitment and vision is internalized by employees RESULTS Effects of Application Leadership commitment and vision for Managing Diversity is not evident Diversity strategy and implementation plan is understood by all leaders/managers and is being communicated Leaders/managers at all levels are certified to train employees in the basic concepts for Managing Diversity Leadership commitment consistently exceeds benchmarked companies as the company of choice by employees

10. The Diversity Management Process Outline /Template Organization Design & Development Globalization Competencies Communications Etc. Quality of Work/Life Systems, Policies & Practices MATURITY INDEX DEFINED FOR EACH STEP OF THE DIVERSITY MANAGEMENT PROCESS BEGINNINGIMPROVINGSUSTAININGSUCCEEDING APPROACH DEPLOYMENT RESULTS