- 1. Building Strategic Diversity Management Capability
2. Introductions
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- Years in the United Way system
3. Outcomes
- Upon completion of the workshop, participants will be able
to:
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- Explain how diversity and inclusion management can improve
their organization's performance.
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- Refer to promising approaches taken by one United Way in
creating and implementing organizational diversity strategies.
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- Consulta comprehensive toolkit that will enable United Ways to
build and implement organizational diversity management
strategies.
4. THE WORK OF UNITED WAY WHAT HOW 5. Diversity is the quality
of being different or unique at the individual group level.This
includes work style, parental status, sexual orientation, gender
identity, gender, skin color, language, age, mental and physical
abilities and more.Even when people appear the same on the outside,
they are different!
- Inclusion is a strategy to leverage diversity.Diversity always
exists in social systems.Inclusion, on the other hand, must be
created.In order to leverage diversity, an environment must be
created where people feel supported, listened to, and able to do
their personal best.
- Strategic Diversity ManagementThe intent is to create an
environment that naturally enables all participants to fully
contribute to the achievement of the goals of the group.Culture
determines the organizations diversity management capability.
6. Standards of Excellence
- Standard 4-7:Inclusiveness
- United Way recognizes that in order to effectively engage
communities to achieve community impact goals, staff, volunteers,
donors/ investors, and community partners should include the
communities United Way serves.The organizations culture,
recruitment, partnerships, and other business practices promote and
measure inclusiveness in all aspects of internal and external
functions.
7. The Business Case(Value, Reputation and Growth)
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- Aligns with our mission & values
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- Stimulates innovation and creates better solutions to change
community conditions
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- Increases resources and opportunities among donors, volunteers
and stakeholders
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- Enhances reputation & positioning
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- Attracts and retains talent
8. Diversity is . . .
- Any collective mixture characterized by differences,
similarities and related tensions, and complexity
- Dr. R. Roosevelt Thomas, Jr.
- A key diversity mixture is made up of any two or more critical
elements, inside or outside the organization, and requires action
to ensure all parties in the mix can fully contribute to the
goal.
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
9. Inclusion is
- A strategy for leveraging diversity.
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- Leveraging diversity requires an environment where people feel
heard and supported to do their personal best.
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- An inclusion strategy requires examination of the organizations
systems, policies, practices and behaviors to identify those that
support or hinder individual and organizational ability to leverage
diversity.
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- Diversity always exists in social systems.Inclusion, on the
other hand, must be created.
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
10. Tension and Diversity Tension
- . . . is the feeling of pressure or tautness we experience when
faced with a situation which challenges us in some way.
- . . . is neither inherently good nor bad.It may come in the
form of anxiety, stress or excitement, depending on the
situation.
- . . . results from the dynamics of the differences and
similarities in the elements of the mixture.
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
11. The Giraffe and Elephant Fable
- From the Giraffes Perspective
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- Is this relationship worth pursuing?If so, why?
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- What tensions did you experience?
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- What was your intention when you invited the Elephant in?
- From the Elephants Perspective
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- Is this relationship worth pursuing? If so, why?
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- What tensions did you experience?
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- Why did you not offer any suggestions?
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
12. The Giraffe and Elephant Fable
- Who are the Giraffes at United Way?
- What are some of the causes of tension in your house?
- What factors in your environment enable or hinder peoples
ability to fully contribute?
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
13. Managing Diversity
- theprocessof creating and maintaining an environment
thatnaturally enablesall participantsto contribute to their full
potential in pursuit oforganizational objectives .
1999-2008,R. Thomas & Associates, Inc.All rights reserved.
14. The Four Approach Model forManaging Diversity 1999-2008,R.
Thomas & Associates, Inc.All rights reserved. Strategic
Diversity Management - The Craft requires practice in each
quadrantManaging Representation Focuses on inclusion/exclusion
decisions Who is in the company or at the table? Managing
WorkplaceDiversity Focuses on accessing talent Do our systems,
policies, practices and behaviors allow us to access all parties
skills, ideas, talents andsolutions? ManagingDifferences Focuses on
appropriate Relationships How well can we work through our
differences? Diversity Refers to any collective mixture
characterized by differences, similarities and related tensions,
and complexity
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- Focuses on optimizing all internal and external mixtures that
impact the business
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- What other mixtures are impacting
15. One United Ways Experience:The United Way of Central Indiana
Ellen Annala Thursday, May 15, 2008 16. United Way of Central
Indiana History of Diversity Efforts
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- Driven by events/activities
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- Minority Volunteer Recognition event in conjunction with Black
Expo
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- Vendor Fairs & reverse vendor fairs
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- Staff and volunteer reporting
17. United Way of Central Indiana
- Incorporating Diversity into annual workplan
- 2007-2008 Workplan Dashboard
- 2008-2009 Diversity Plan (draft)
18. United Way of Central IndianaLessons Learned
- Events & activities vs. results
- Governance challenges:Diversity goals vs. Campaign goals
- Hiring challenges:When to start over
19. United Way of Central Indiana Lessons Learned (contd)
20.