1. Discovering Whats Been Missing.Presented byJ.O. Rodgers and AssociatesThe Diversity Coach

2. Agenda1. Start withOutcome in Mind 8. Measure the Right Thing 2. Define Your Terms 7. Execute Relentlessly 3. Establish Principles 9. Dont Get Distracted6. Add to Strategy 4. Do Your Homework 5. Use Logic 3. Increased productivity Creativity Innovation High Performance Conflict avoidance Suit-proof Employer of Choice Quality improvement Access to talent Talent Integration Positive image World class business results 4. The collective mix of differences andsimilarities we encounter in ourworkforce, workplace and marketplace..EasierMoreDifficult 5. Organizational DimensionsManagement/Non-mgmt.External Dimensions Mktg./GeographicEngineering Work Parental Location Location StatusInternal Dimensions Personal MaritalAgeHabitsCovered/ RaceNon-coveredStatusPersonalityGenderReligion Cust Service/ Ethnicity OperationsAppearance Physical TenureSexualAbility Income OrientationWork ExperienceRecreational Habits Operations/Educational Maintenance Plant/Region Background Exempt/Corporate/ Non-exempt Field Adapted fromLoden & Judy Rosener, Workforce America and Gardenswartz & Rowe, Diverse Teams at Work 6. Original DefinitionThe process of creating an environment thatnaturally enables all persons to contribute to their fullpotential in pursuit of organizational objectives. Source: American Institute for Managing Diversity (paraphrased) New DefinitionA business strategy to deliberately manage the realitythat diversity exists. 7. VisionWhat We Know Is TrueExpressed Through Commitment 8. At Georgia Power, we welcome andvalue the differences among ouremployees, customers, and thecommunities we serve Our success depends on it! 9. The goal of an effective diversity manager is to get 100% from 100% of people 100% of the time. 10. Research shows that: 100 90 High performance andLevel of Performance 80 quality decisions 60 require diversity 40PLUS20 the capacity to 2010manage the0 complexity it brings. Diverse w/o MgtNot Diverse Diverse w/Mgt Level of Diversity 11. Highest quality decisions occur when the team is:Diverse, dispersed, independent, and has thecapability to manage collective judgment(manage diversity). Source: J. Surowiecki, The Wisdom of Crowds 12. Requires the presence of diverse, non-traditionalthinking. Innovation occurs at the intersection of diversityand creativity. Frans Johansson, The Medici Effect12 13. 10% of revenue on capital improvements(technology, etc.) boosts productivity by 3.8%. 10% of revenue on developing human capitalincreases productivity by 8.5% Source: University of Pennsylvania study of 3,000companies.13 14. In Problem Solving: Diversity trumps ability. Differences can produce . Innovation, progress, andunderstanding. Scott E. Page, The Difference: How the power ofdiversity creates better groups, firms, schools, andsocieties. 15. We start to identify culture, with what we experience every day behaviors & practices 3. Behaviors and Practices (individualand group actions and systems) 2. Values or characteristics(talkedabout reasons or rules for how we should act) 1. Assumptions/Roots(unwritten and unquestioned beliefs)Understanding culture alerts organizations to how it will respond to change andto new people 16. Execution Process Communication to Employees Executive Phase I: Research Phase II: Priority Setting Phase III: Implementation Education Where are we now? Where are we going? How we get there Culture Assessment Strategic Focus Learning Activities Diversity Research Sessions Communications Plan Confirming Benchmarking Culture Synthesis & Engagement ActivitiesCommitment Opportunity Analysis Action Planning Systems Review/ Diversity Action Council Revision Implementation Plan The Diversity Coach Vision Best PracticesFormulationEmulationPhase IV: Assessment How are we doing? Monitor & Measure Project Evaluation Mini-Survey (follow-up)The VisionRealized 17. Progress toward your desired outcomes. The same as other business strategies: Revenue per employee Growth Cost savings Efficiency Productivity gain Employee engagement Revenue from new products Market reach 18. Agenda1. Start withOutcome in Mind 8. Measure the Right Thing 2. Define Your Terms 7. Execute Relentlessly 3. Establish Principles 9. Dont Get Distracted6. Add to Strategy 4. Do Your Homework 5. Use Logic 19. The Leader in implementing diversity management as a business strategyJames O. Rodgers, CMC , MBA is President and Principal Consultant of a management consultingfirm that specializes in diversity management . He is an author, speaker, thought leader, diversitymanagement expert, master facilitator and Certified Management Consultant. Jim is the author of thegroundbreaking book, Managing Differently: Getting 100% From 100% of Your People, 100% of the Time. He ishighly regarded as an extraordinary speaker and management consultant. He has become the leadingadvocate for using the principles of diversity management as a strategy to improve overall performance.www.thediversitycoach.com770.482.9452