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Diversity & Inclusion TodayWhat You Don’t Know

You Don’t Know

For:Prince William SHRM

By:Mauricio Velásquez, MBAPresident, CEOThe Diversity Training Group

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Meet Mauricio VelásquezMauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity trainer, sexual harassment prevention trainer, executive coach, mentoring trainer, and expert witness (listed with TASA).DTG’s clients include small and large federal agencies including US Navy, USDOJ, NIST, NIH, EPA, ATFE, FCC, and USCIS. Past federal clients include DOI (BLM, BOR, BIA), USIA, USDA, US Coast Guard, and even the White House (previous administration). Mauricio has trained in every state but North Dakota and with a recent trip to Guantanamo Bay, Cuba, Japan, Guam, Italy, Spain – work and life has taken Mauricio to over 75 countries.

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If you don’t like the titleThis is a workshop on:Supervision, Management, LeadershipRespect, Trust, EngagementOpportunity, Higher PerformanceCurrent Events – 911 to ElectionParentingLife

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Mauricio’s MissionProvoke ThoughtFacilitate Discussion & LearningSurprise YouEntertain YouAdd ValueProvide Subject Matter Expertise

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Opening RemarkWhat You Don’t Know You Don’t

Know

(DKDK)

What You Don’t Know

(DK)

What You Know

(K)

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Intent vs. Impact

Intent(what you meant)

vs.

Impact(what you actually said)

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Context - Let’s talk trendsWhat have you seen in the workplace? What changes have you witnessed in your career?What have you seen in the client marketplace?Can you comment on what your competition has

been doing with respect to their diversity efforts?Have you compared who you hired, who is staying

and who has left your organization 5 years ago, 3 years ago and today?

Have you looked at who your clients/customers are 5 years ago, 3 years ago and today and compared?

Have you done the same analysis going forward?

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DiversityWhen you hear this term what “pops” into your head?

What are all of the differences (and similarities) in our workplace? In our ranks, our peers, colleagues, travelers.

What is Inclusion? What does it mean to be inclusive?What is Inclusion?

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Dimensions of Diversity

Individual

Group

OrganizationalAffiliation

MilitaryExperience

Religion

Income

WorkExperience

GeographicLocation

Language

Education

WorkStyle

FamilyStatus

CommunicationStyle

Age Gender

EthnicHeritage Race

Mental/PhysicalAbilities

SexualOrientation

Operational Role and Level

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Dimensions of Diversity

MilitaryExperience

Religion

Income

WorkExperience

GeographicLocation

Language

Education

WorkStyle

FamilyStatus

CommunicationStyle

Age Gender

EthnicHeritage

Race

Mental/PhysicalAbilities

SexualOrientation

Operational Role and Level

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Dimensions of Diversity

Individual

Organizational Affiliation

Group

Individual

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To include To welcome To make comfortable

To acknowledge,

value, and include others

from all backgrounds

INCLUSIVE

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The Lunch DateAdam DavidsonScreen Writer/DirectorThis was his thesis to get his degree in

film from AFI – American Film Institute, New York City

Won many awardsFilmed in 1990

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A Diversity Issue Exists… When an issue (policy or business practice—formal, informal,

internal, or external) has a different impact on a particular group (i.e., impact on men vs. women, black vs. white, American vs. foreigner, urban vs. rural background)

When it happens more frequently to a particular group (i.e., different groups have dramatically different “numbers”—turnover, terminations, promotions, few or no role models)

When it is more difficult for one group to overcome (upward mobility for a particular group within an organization, i.e.,“glass ceilings”)

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What do you think?Is your biggest diversity issue or challenge or

obstacle?What is the root cause(s) behind this issue?How can you address it? What are potential

solutions and prioritize them?

“Let’s look at some best practices. You don’t have to recreate the wheel – just take someone else’s tire and put a white wall on it!” - MV

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Nationwide Best PracticesSources:American Express Benchmark StudyBusiness Week Special SessionsThe Conference Board Best Practices PublicationsFortune’s Best Practices Lists/ArticlesTowers-Perrin North-American Diversity Best Practices

StudyUS Department of Labor and other US Government

Studies

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What is working – Critical Success Factors

STRATEGICI. Visible, supportive and fully-committed senior

leadershipII. Diversity strategy/plan developed & aligned with

organization’s strategic plan III. Internal and external communications improvedIV. Employee involvement and assessmentV. Recruitment and retention activities improvedVI. Measurement, metrics and follow through emphasizedVII.Constant benchmarking and continuous improvement

of diversity strategy and plan

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Best Practices ChecklistThese practices have been compiled from

observing and participating in the successful implementation of hundreds of inclusivity initiatives.

Do you have a workplace inclusivity strategic plan? Do you have formal policies and procedures in place for promoting your

inclusive work environment? Have you made the business case for all of your diversity initiatives? Have

you done your research; internal and external customer data (See article in this issue)?

Do you have a workplace inclusivity/diversity advisory or steering committee (ad-hoc employee group)?

Do you conduct structured group interviews for open management positions? Do you have a formal, fully-inclusive mentoring program?

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Best Practices Checklist Are you attempting to diversify your recruiting pool while maintaining high

standards? Are you conducting diversity training for managers, supervisors, and

employees? Have you completed sexual harassment prevention training for all of your

employees? Do you offer more advanced courses in gender communications, problem-

solving, and conflict management for diverse employees? Have you developed an in-house diversity resource center complete with

books, videos, newsletter, and other educational materials (like multicultural calendars) and made all of this available to your employees?

Are you acknowledging and celebrating the diversity within your employment ranks before attempting to value and manage your diversity (events, activities, etc.)?

What are you and your organization doing? What is working? Share your successes and what you have learned from your failures. Seek credit for your organization or submit anonymously. I guarantee confidentiality if you desire it.

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Valuing Diversity Being Inclusive

Treating With Respect, Dignity

Being Engaged, Performing @ Higher Level

Relationship between Diversity, Inclusion, Respect & Engagement (Higher Performance)

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What can I do?

Knowledge – Action = Nothing

Don’t act – nothing happens!

There is no such thing as “innocent bystanders.”

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A Short Course….… In Human Relations

You think this is a common sense – people that exclude often do not have common sense!

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Navy Definition of Diversity

All of the individual attributes and characteristics of our Sailors and Civilians that enhance the mission readiness of the Navy.

MV – we have to be careful that our differences do enhance and NOT UNDERMINE our mission

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For more information…CONTACT:

The Diversity Training Group692 Pine StreetHerndon, VA 20170Tel. 703.478.9191Fax 703.709.0591Mauriciov@diversitydtg.com Mauricio Velásquez, MBA - President

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DTG is a Team of Experts in...Stress Management / Bullying / Anger

Management / Toxic EmployeesOrganizational RedesignCross-Cultural Communication Cultural IntelligenceConflict Resolution & MediationSexual Harassment E-LearningDiversity Education E-Learning

… consulting & training.

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Our ApproachFORM a partnership with our clientDIAGNOSE with a thorough,

organization- wide needs analysis (interviews, focus groups, survey)

DESIGN a customized program based on a D & I strategy/plan

DEVELOP high impact training materialsIMPLEMENT or execute the strategy

which typically includes trainingEVALUATE and follow up