07 22-2010 integrating diversity when managing projects final 071910

Wells FargoProject Management Community of Practice

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Today’s Topic: Enterprise Architecture and Infrastructure Review ProcessBridge Line: 866-489-7732 Conference Code: 82965880

September 23, 2010

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Enterprise ArchitectureOverview of Enterprise Architecture Governance Services

Cheri RichardsonBusiness Process Consultant, Enterprise Technology Architecture and Planning (ETAP)August 2010

Cheri RichardsonEnterprise Technology Architecture and Planning (ETAP)

Project Management Community of Practice

September 23, 2010

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Intro to Enterprise Architecture

Engaging with Enterprise Architecture

Architecture Alignment Assessment (AAA)

Other EA Services

Resource and References

Agenda

Agenda

Welcome and Introductions – Shatana Knight

Corporate Diversity Strategy – Cathy Weihl

Project Leadership – Cathy Weihl

Applying a Diversity Lens – Beverly Murray

Project Approach – Raymond Grogan

Inclusion Tips – Raymond Grogan, Beverly Murray, Cathy Weihl

Resources and Support – Cathy Weihl

Wrap Up – Shatana Knight

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Cathy Weihl

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Corporate Diversity Strategy

Diversity Commitment for Wells Fargo Wells Fargo aspires to be one of the world’s truly great

companies

We embrace and promote diversity and inclusion in all aspects of our business

We embrace the diversity of our team members and the value of our different experiences

Leaders at all levels bear an extraordinary accountability for diversity and inclusion at Wells Fargo

6© 2010 Wells Fargo Bank, N.A. All rights reserved. Confidential.

Project Leadership

Who has the greatest impact on diversity in project work?

How do you do this? Be personally committed to diversity

Communicate a clear expectation and commitment to diversity

Understand Wells Fargo diversity vision, strategy and framework

Clearly demonstrate the positive business outcomes Market/income opportunities

Employee engagement

Retention

YOU!


Beverly Murray

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Applying a Diversity Lens…

Develop your “Diversity Lens”

Ensures equality

Creates a sense of fairness

Enables comprehensive and inclusive perspective on all decisions

Consider merger integration work as we construct the new company

Challenges us to reevaluate legacy processes

Helps us to consider impact to the customers, communities, team members and shareholders


Applying a Diversity Lens…

See the world through the lens of others

Different experiences and positions in and outside the organization

Accomplished by asking key questions at crucial times during our process, in any situation

It means taking time to consider impact of decisions, plans, etc.

Discuss with stakeholders

Consider stakeholder needs

Consider audience needs

Consider Communication needs

Ask crucial questions

Apply the lens in all circumstances


http://elearningdr.wachovia.net/content/gallery/divbiz2/pages/DBU2089A.htm

Poll Placeholder

At what phase do you think it is most important to ensure diversity is integrated in your project?

Ideation

Initiation

Planning

Executing

Closeout

All the above

© 2010 Wells Fargo Bank, N.A. All rights reserved. Confidential. 11

Raymond Grogan

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Project Approach

Consider that all projects have diversity implications Subtle or indirect, but highly impactful to identity groups

Occurs inside & outside the organization

Help your team to consider diversity issues in all project elements

Engage support from your LOB Human Resources Consultant or the Enterprise Diversity & Inclusion Office

Reference the Diversity site on Teamworks for more information or resources


Project Approach

Does your the team understand the potential diversity impacts of the project?

What are the opportunities to enhance diversity?

Where are the risk points that could negatively impact other group identities?

Set the norm for group inclusion when making decisions

Track and report diversity implications as part of project metrics and status reports

Consciously check the group’s process for bias and negative impact


Inclusion Tips

Examine all aspects of the project work to ensure a clear understanding of key diversity integration points:

Inclusion of all group identities

Be aware that words/phrases and body language have various meanings and can potentially impact others

Move beyond good intentions to examining the impact that decisions and actions may have on different group identities

Check to ensure that your project is inclusive and unbiased

Ensure a diversity lens is maintained for entire project—start to finish


Inclusion Tips

Pay attention to time zone differences when scheduling meetings

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Inclusion Tips

Keep diversity in mind throughout the project lifecycle by

Engaging a variety of identity groups in project-related activities

Engaging a diversity coach for additional guidance

Develop and execute individual and group level communication plans

Inclusive of all people – regardless of race, gender, sexual orientation, level, age, disability or other identity group membership

Track participant comments or ideas by team member name

Pronounce someone’s name the way they pronounce it

Avoid making quick judgments based on names / email address

Continue to engage the full team to ensure all voices are heard


Inclusion Tips

Consider posting pictures and “30 second” bios of team members in slide presentation or on Share Point site

Pay attention to who consistently leads meetings or takes notes

Check the pulse – pause several times during a meeting and ask for feedback, understanding, etc.

Seek clarity from others during team meetings Don’t say, “What George is trying to say is…”

Say, “George, let me make sure I’m tracking with you…” and allow George to have the final word

Include diversity in the post evaluation of the project

Ask the question: “Do you believe your ideas were included? Via “1 on 1” or anonymous survey

Then determine if additional actions are needed


Resources and Support

Actively work with your LOB Diversity Council, Diversity Consultants, Workforce Policy & Compliance

When appropriate, include your LOB Diversity Council in the planning and execution of your projects

Utilize the Enterprise Diversity & Inclusion group as a resource [email protected]

eCard - Diversity Champion card for recognition

Leverage Team Member Networks, Communities of Practice and Interests – Go to: Team Works > Sites A to Z > Diversity

Access the Learning Center and search on keyword: “Diversity” Creating a Diverse and Inclusive Culture course EH01-255646

MicroInequities: The Power of Small course EH01-046050


Who has the greatest impact on diversity in your projects?

The entire project team

Project Sponsors

You


Poll Placeholder

Which is the best way to make sure everyone’s perspective is heard in a project meeting?

Call on everyone by name

Let everyone know it is their job to make their voice heard

Periodically take pulse checks, and ask for people who haven’t had the opportunity to speak up to do so

Inform the group that it is important to allow the “shy” people to get a chance to talk


Poll Placeholder

When should you consult with your line of business diversity resources?

As frequently as possible

Whenever you have a diversity challenge that would benefit from their perspective

To get them to generate your communication plans


Poll Placeholder

Thank You!

© 2010 Wells Fargo Bank, N.A. All rights reserved. Confidential.

Presenters: Beverly Murray, Cathy Weihl, Raymond Grogan Team Lead: Raymond Grogan MC: Shatana Knight Technical Lead: Aven Williams Team Members:

Shipra PandeyRoss CavanaughShakena RavnellDenise CummingsTim Cable

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http://elearningdr.wachovia.net/content/gallery/worthcel/pages/21391WCGRGB600.htm

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07 22-2010 integrating diversity when managing projects final 071910

Business

lob diversity

enterprise

group identities

inclusion

project work

team members

beverly murray

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