Upload
others
View
0
Download
0
Embed Size (px)
Citation preview
Strengthen your company's diversity and inclusion efforts with intentional internal communications
Kim ClarkJuly 30, 2019
We’ll never knowhow good the game can be until everyone can play.
“Diversity is being invited to the party.
Inclusion is being asked to dance.”
Ver
nā
Mye
rs, V
P, In
clu
sio
n S
trat
egy
@N
etfl
ix
Another version:Diversity is a fact.
Inclusion is the act.
(DIBs)
DiversityInclusionBelonging
Diversity is everything that makes you unique
Inclusion isinvited fairly and respectfully
Belonging is“I am authentic, I matter, and I am essential to my team”
Pat
Wad
ors
, Ch
ief T
alen
t O
ffice
r @
Serv
iceN
ow
Belonging is the inevitable conga line; now it’s a party!
Good forBusiness▪ Reflects our customer
base, better customer experience
▪ Ushers in innovation leading to better products and services
▪ Attract, retain, advance talent
Good forBusiness
14 countries96-98% of companies 1,000+ employees
have D&I programs
¾ of underrepresented groups do not feel personal benefit
HBR.org“Survey: What Diversity and Inclusion Policies Do Employees Actually Want?”
Despite obvious upsides, current efforts are mostly failing
Common mistake #1: Lack of intent in D&I strategy
Action: Take your D&I strategy as seriously as any other
transformation strategy
Common mistake #2: Meaningless metrics
Action: It takes everybody
Common mistake #3: Focusing on diversity, neglecting inclusion, ignoring belonging
Action: Intentionally design communications for inclusion and
belonging
We have a HUGE role in diversity, inclusion, and belonging. People need to be
seen, heard, and valued.
Relationships are based in communications.
What are we doing as powerful communicators to make
everyone feel included on Day 1 to Day 1,000?
Help HR
“People are opting out of vital conversations about diversity and inclusion because they fear looking wrong, saying something wrong, or being wrong.
Choosing our own comfort over hard conversations is the epitome of privilege, and it corrodes trust and moves us away from meaningful and lasting change.
Leaders must care & connect.”
-- Brene Brown Author, Dare to Lead
Help leaders
Are you ready?
2020 US presidential election
If Charlottesville happened now
https://www.facebook.com/watch/?v=290135678246933
Speed of Trust Stephen M. R. Covey
1. Talk straight2. Demonstrate respect3. Create transparency4. Right wrongs8. Confront reality9. Clarify expectations11. Listen first12. Keep commitments
8 of 13 relate to communication
Psychological SafetyMore risk-taking and learning
Less fear of criticism for mistakes
More likely to “show” themselves; be real
Acknowledge and encourage vulnerability
Show strength in difficult times
Source: Yale School of Management
“If you’re not leading a diverse life, you cannot lead a diverse team or organization.”
HELP TEAMS DESIGN FOR BELONGING
Agenda and invitation for
introverts. Intro why each person
is there.
Take ideas seriously.
Recognize ideas that get
implemented.
Equal seating. Credit
where due.
Never interrupt.
Go around the table/Zoom
room.
Ground rules. Active listening.
Be clear and concise.
Allow room for dialogue
but not polarization.
Design communications for belonging.
● Get aware and honest of your own bias
● Language, tone, personality, empathy, reflect the desired culture
● Use what you have in your control such as the intranet, employee stories, etc. D
ebo
rah
L. J
oh
nso
n, D
iver
sity
Tra
iner
“Language is the medium through which attitudes and behavior are influenced.”
Help yourself
Language has power
Words can hurt,or they can heal.
How we use language can unite, or divide.
Each choice can be to dismantle or retain status quo.
We must communicate a culture
that embraces both inherent and acquired
diversity to foster inclusion and
belonging.
Start with a deliberate intent
(vision) of an authentic and truly
human environment.
Intercultural Competence
An ability to understand diverse human normsand the willingness to build a desired associationwith individuals from dissimilar cultural backgrounds.
Doris Liu @NYU
Employees who plank
together…
Help employees
Employee Activism
“The Employee & Customer Call for True #Pride from Companies “
TrustBuilt in small, meaningful moments.
Find the momentsand do somethingwith them.(and measure)
Belonging in all ways, always.
Speak the visionconstantly.
Be vigilant.
THANK YOU!Stay in touch
linkedin.com/in/producerkimclarktwitter: @KimClark1
Extra
The 4 Pillars of Integrity:
HENDRICKS INSTITUTE
▪ Agreements
▪ Authentic speaking and resonant
listening
▪ Emotional literacy
▪ Healthy response-ibility
Communication Strategies with Integrity
Here are things your company can do to create a more inclusive workplace and, therefore, a more appealing place to work• Appropriately Connect with Employees• Interact with Different People• Create Employee Resource Groups• Place Importance on Inclusion• Hold Better Meetings• Invest in Diversity Training
Forbes: Three things that all employees care about to love their job• Balance• Learning• Mission
HBR: Four levers that drive inclusion• Inclusive leaders. • Authenticity.• Networking and visibility.• Clear career paths.
Picking new combinations of people for companywide initiatives instead of selecting the same cohorts of people again and again, brainstorm meetings with people from all levels of the company, etc.
Flip the term to I&D on purpose because they believe that by being more inclusive they will get more diversity of opinions, ideas and ultimately people.
African American Resource GroupAsian Employee Resource GroupChristian Employee Resource GroupDisabilities Resource GroupGay, Lesbian, Gay, Bi-Sexual, Transgender, (LGBT) Employees and Their Allies Resource GroupLatino/Hispanic Resource GroupMuslim Employee Resource GroupNational Black MBANational Society Of Hispanic EngineersSociety Of Women EngineersVeterans Employee Resource GroupWomen’s Network Resource GroupYoung Professionals Group
EmployeeResourceGroups
Thomson Reuters: 2018 list of the Top 100 Most Diverse and Inclusive Organizations Globally.
We are on a journey that
starts with transparency
and continues with action
and dialogue. We invite
you to come along.”
“
— Salesforce
Search and explore the Salesforce Ohana Culture and Values
41
“Neurodiversity, work and me”
https://www.youtube.com/watch?v=Nae_pWStWzw
https://www.youtube.com/watch?v=cvb49-Csq1o
“A Million Data
Points”
Splunk:
https://www.youtube.com/watch?v=79Adg-nVsdw