Diversity & Inclusion In the New Reality Workshop.

Diversity & Inclusion In the New

Reality Workshop

Today’s Agenda

• Market Changes

• Diversity

• Inclusion

• Break

• Case Studies

• International Diversity

3

Today’s Goals

• Develop an awareness and sensitivity for Diversity and Inclusion.

• To increase your level of understanding and commitment to the Tyco Diversity and Inclusion Initiative.

• Understand the importance of supporting a culture where difference is valued as a norm of operations.

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TYCO International Diversity and Inclusion Mission

Grow our business through an inclusive environment that values and develops a diverse workforce.

ObjectiveThrough diversity, we'll access the best people;Through inclusion, we’ll inspire the best in our people.

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TYCO International Diversity and Inclusion Mission (cont’d)

Outcomes

-- DiversityFoster a workforce comprising a mix of people with different thinking

styles, perspectives and approaches to work.

Foster a workforce and leadership team that reflects the diversity of the communities in which we operate and geographies we cover.

-- InclusionEnsure that our managers demonstrate an inclusive leadership style

that engages all colleagues to contribute fully.

Foster a workplace culture and climate that is welcoming and supportive of all, in order to maximize the potential of all our employees.

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Diversity and Inclusion

A Strategic Business Initiative…. ….Driven by Changing Demographics

Changing Demographics

Source: U.S. Census Bureau, 2004, "U.S. Interim Projections by Age, Sex, Race, and Hispanic Origin”


38.640.1

48.251.4

30

35

40

45

50

55

Labor Force Percent Above the Age of 40

1980 201020001990


9


Asian4%

Hispanic12%

Black13%White

69%

Other2%2000

Asian8%

Hispanic24%

Black14%

White50%

Other4%

2050

U.S. Population and Projection2000 – 2050 Estimate


“Other” includes American Indian, Alaska Native, NativeHawaiian, Pacific Islander and Two or More Races

10

Buying power of minority consumers ~$1.8 trillion Projected to be ~$2.6 trillion in 2009

Source: The Multicultural Economy 1990 - 2009: America’s Minority Buying Power;

Selig Center for Economic Growth, University of Georgia, May 2004; BCG analysis

0

500

1,000

1,500

2,000

2,500

3,000

1990 2000 2004 2009

Asian

Hispanic

African American

$2.6T

$0.7T

$1.8T

$1.4T

Growth of Minority Purchasing Power

$Bill

ions

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• The customers, shareholders and employees of major corporations are increasingly made up of ethnic minorities and women.

• During the decade between 2002 and 2012, the U.S. Bureau of Labor Statistics (BLS) estimates that ethnic minorities will grow to equate to more than one-third of the total labor force estimated to be 162 million.

• By 2050 70% of the U.S. Labor force will be women and ethnic minorities

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The Business Case for Diversity

• Changing demographics

• Aging workforce in industrialized economies

• Increased proportion of women in the workplace and in decision-making positions

• Increasing number of distant relationships in global organizations

• Increased acceptance and recognition of sexual orientation

• Contact between diverse national, cultural and ethnic backgrounds

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“Change”

“I am convinced that if the rate of change inside an organization is less than the rate of change outside, the end is near.”

Jack WelchFormer Chairman and CEO

General Electric

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Diversity Defined

• What is it?

• Why does it matter?

• How does it impact our future?

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Diversity

• Differences that matter

• Impact our ability to be successful

• Influence how we are perceived in the marketplace

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Diversity Exercise

Dimensions of Diversity

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Dimensions Of Diversity Exercise

Internal External Organizational

Gender Geographic Location Function/ Department

Race Personal Habits Work Location

Sexual Orientation Educational Background

Corporate/ Field

Physical Ability Work Experience Management/

Non-Exempt

Ethnicity Appearance Shift

Religion Income Tenure

Age Marital Status Union

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Today is Not About…

• Trying to change hearts and minds

• Judging people’s thoughts or ideas

• An event or celebration

• EEO/AA/discrimination

• Reverse discrimination

• Zero-sum game

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Today is About…

• Differences that help us reach our business goals

• Making us attractive to the best and brightest talent

• Being part of a culture that is able to compete and survive in a changing market

• An on-going commitment

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Inclusion

• What is it?

• Why does it matter?

• How does it influence our short and long-term success?

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When Was The First Time You Felt Different?

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Inclusion (cont’d)

• Everyone has an equitable opportunity to participate.

• Differences are respected and welcome as a norm of interaction.

• The zero sum game does not exist.

• Leadership shows up on many forms.

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The Business Case for Inclusion

• Changing demographics

• Who makes a culture for the new technology?

• Attracting and keeping the best and brightest

• Contrasting generations

• Innovation & creativity

• Global interdependence

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Exercise

Workplace Examples of Inclusive Behavior

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Case Study I

• Bill is a customer service representative in a busy office and is ready to leave for the day when his phone rings. A current customer, who speaks with a very thick accent, wants to return the product including shipping, neither of which is allowed.

Bill is unable to communicate to the customer in a way that she can understand, so they both become frustrated. What should normally be a five-minute phone call now turns into a difficult 20-minute call.

Bill finally completes the call and mimics the customer’s accent by mocking her. Then he says, “I wish those people would learn to speak English if they are going to live here!”

Other associates overhear Bill’s comments and one co-worker says, “Somebody needs to say something to him.”

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Case Study Instructions

In your small group, do the following:

#1- Identify the issues and concerns in this case.

#2- Prepare and be ready to present your recommendations to the larger group.

#3- Be prepared to provide the pros and cons of your recommendation to the larger group.

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Case Study II

A group of workers from the purchasing department were sitting around chatting about their weekend during lunch.

A woman stated, “I went to see the play RENT and enjoyed it. But the women kissing women and the men kissing men; you know, “the gays” were disgusting!”

Many people looked down or away but no one said anything else.

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Case Study III

Mary worked in her new department for about six weeks. Each Monday morning the projects for the week are assigned and Mary has noticed that Bob and Ed, who are louder and more aggressive, seem to get the higher profile assignments.

At this week’s meeting, Mary, who usually appears quiet, aggressively goes after a project that she wants and gets it. Her manager says, “Mary, I was stunned by your behavior at the meeting this morning…I thought we hired a lady?”

Mary turns to a co-worker and says, “I need to say something, but I am not sure what or how?”

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International Diversity

International Diversity Issue Assumptions

• Employees will be traveling and doing more business outside of their homeland in the years to come

• Laws concerning discrimination, harassment and related human rights vary and in some countries they do not apply

Challenges from Increased International Interaction

• Time differences must be acknowledged and considered

• When traveling foreign transportation should be reconfirmed and anticipated

• Required travel documents must be confirmed to streamline the customs process

• Telephone and Internet access may require different tools or equipment

Challenges …continued

• Medications and prescriptions often must be carried in authorized containers

• Food and eating habits may be different

• The hours for conducting business may be different in other countries

• Breaks and lunches may take longer or less time

• Becoming familiar with local protocols and social etiquette is critical

• Time for religious observations and family events are more prevalent in many cultures

Challenges…continued

• Body language and non verbal gestures may have different meanings

• Consider learning some basic words and phrases in the language of the foreign country you are visiting

• Consider talking with colleagues who are familiar with the norms and protocols of the foreign country you will be visiting before the fact

Summary of Perspectives

• Learn about the Do’s and Don’ts of the country you are going to or work in.

• Be receptive to feedback in the moment when people offer advice in other locations

• The more you respect local attitudes toward families, work and religion the more successful you will be in other locations

• International conference calls should be conducted at mutually convenient times

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Review of Today’s Goals

• Develop an awareness and sensitivity for Diversity and Inclusion.

• To increase your level of understanding and commitment to the Tyco Diversity and Inclusion Initiative.

• Understand the importance of supporting a culture where difference is valued as a norm of operations.

Closing Comments

Diversity and Inclusion:

Train The Facilitator Event

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Guidelines

• The focus of this TTF time is to provide a strategic insight on how to prepare and deliver an effective Diversity training event that you can customize it for your local needs

• Each facilitator must develop their own stories and examples of relevant circumstances to make their training events compelling.

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Assumptions

• All facilitators have completed Diversity training as a participant.

• All facilitators will prepare addendums to their Diversity training documents so that it is relevant and germane to their local situations.

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Template for Training Modules

• Opening statement from leader concerning Diversity and Inclusion.

• Define Diversity and Inclusion.• Present the business case for Diversity and

Inclusion.• Contrast what Diversity and Inclusion mean in 2009.• Provide case stories to analyze and report on.• Develop action plans to do something tangible after

completing the training.

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Local Leader Imperatives

• Do they get it?

• Are they willing to share a vision of local inclusion?

• Will they charge their direct reports with performance objectives tied to Diversity and Inclusion?

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Speak Your Own Truths

• Share your experiences with Diversity and inclusion as part of your facilitation.

• Share situations when you didn’t get it and the consequences of that behavior.

• Ask participants to share their own stories so that you are not coming across as the expert.

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Getting Everyone Involved

• What are our local opportunities?

• What are our local challenges?

• Who gets it?

• Who wants to lead it?

• When are we going to see the benefits?

• Where does it apply in our culture?

• How do we make it a norm here?

Andrew Smith Senior Partner Douglas V. Wheeler Managing Partner

3531 Windgarden Suite 301 Memphis, TN. 38125

P 901-756-9600 F 901-756-0053

www.TheWheelerGRP.com

Diversity & Inclusion In the New Reality Workshop.

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