Executing Effective Diversity Programs Gregory Jenkins

Executing Effective Diversity Programs

Gregory Jenkins

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OVERVIEW

• Diversity as a Strategy

• Diversity Plan Initiatives

• Establish Policy, Goals & Criteria

• Best Practices

• Execution Plan

• Recommendations for SuccessIN PURSUIT OF GREATNESS THROUGH DIVERSITY

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DIVERSITY

Our Nation derives strength from the diversity of its population and from its commitment to equal

opportunity for all. We are at our best when we draw on the talents of all parts of our society, and

our greatest accomplishments are achieved when diverse perspectives are brought to bear to

overcome our greatest challenges.₂

President ObamaExecutive Order 13583

1. http://www.nationalguard.mil/features/vdc//Diversity.pdf2. http://www.opm.gov/diversityandinclusion/reports/GovernmentwideDIStrategicPlan.pdf

In the National Guard, Diversity is a cultural climate which allows people to maximize

their potential by embracing and promoting each other’s holistic characteristics.₁

IN PURSUIT OF GREATNESS THROUGH DIVERSITY

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http://diversity.gsfc.nasa.gov/DCprivate/Diversity_StrategicPlan.pdf


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IDENTIFY & ESTABLISH ACULTURE OF DIVERSITY

• Diversity includes differences in characteristics, background, attributes, and experiences. Expansion is necessary in order to create a culture that fosters: Absolute respect for all people no matter their rank, function, or

position. Inclusion, engagement, and management of talents to capitalize the

potential power. Diversity in thoughts, ideas, and perspectives to promote moral

courage and trust. Confidence in equal opportunity for all. An interdependent mindset where collaboration is the standard.

http://ngbdiversity.org/wp-content/uploads/2012/04/CNGB_Policy_Diversity.pdf


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DIVERSITY PLAN INITIATIVES

• Develop and execute a strategic diversity plan that

incorporates:

Vision

Mission

Goals

Strategies

Evaluationhttp://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf


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DIVERSITY PLAN INITIATIVES• Execute the strategic plan:

Define diversity Identify who will do what and according to what

priorities Define strategies for managing accessions and

career development, involve leadership, and ensure accountability

Establish metrics to guide progress

http://www.rand.org/content/dam/rand/pubs/research_briefs/2008/RAND_RB9356.pdf


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ESTABLISH A POLICY• Establish a core policy on diversity and

inclusion: Embrace a culture of inclusion that brings to bear

the best of every employee. Value and leverage diversity; our different points

of view and collective wisdom. Promote creativity and innovation to sustain a

competitive advantage, fuel growth, and achieve superior performance.

http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc


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ESTABLISH GOALS• Workforce Diversity. Recruit from a diverse, qualified group of

potential applicants to secure a high-performing workforce drawn from all segments of American society.

• Workplace Inclusion. Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention.

• Sustainability. Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.

http://www.opm.gov/diversityandinclusion/reports/governmentwideDIstrategicPlan.pdf


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CRITERIA• Commitment - is the foundation of a

successful effort to build and maintain a diverse, high-quality workforce

• Assess the Current Situation - develop a workforce profile (a complete picture of the workforce and how it reflects diversity at all levels, in all key occupations, and in all organizational components)

http://www.opm.gov/Diversity/diversity-3.htm


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CRITERIA• Environmental Assessment- survey and

measure the organization’s strengths and weaknesses in promoting diversity (i.e. “cultural audit" or "organizational assessment”)

• Workforce Planning- analyze workforce trends and projections, determine skills gaps and needs, and devise succession planning strategies



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CRITERIA

• Design and implement a diversity program through Recruitment Hiring A Supportive Work Environment Learning and Development Rewards & Recognition



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CRITERIA

• Sustain commitment - the foundation of a successful effort to build and maintain a diverse, high-quality workforce Monitor Results Accountability Celebrate Success Continuing Communication & Development



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BEST PRACTICES• Develop a business rationale for diversity

• Educate senior managers so that they can develop and support the business rationale

• Customize your diversity management approach so that it will not create ‘culture shock’ but rather is respectful of the organizational cultural norms

• Commitment should come in the form of leadership, participation of a representative workforce, and dedicated human and financial resources

http://www.diversitycouncil.org/toolkit/Resources_BestPractices_DiversityInitiatives.pdf


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BEST PRACTICES• Individuals charged with responsibility for diversity

management must be knowledgeable, credible, and well-grounded personally and professionally

• Building knowledge through audits, benchmarking, and other sources is essential to the development of a relevant strategic plan

• Diversity-driven goals and strategies can be centralized or driven through business units and departments



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BEST PRACTICES• All strategies should be evaluated intermittently • Training and education must be linked to business

goals and practices• Some type of formal evaluation to measure

impact and institutionalization should take place at the second year of an initiative

• Modification of strategic goals and strategies is inevitable



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BEST PRACTICES

• Changes must be made in systems, policies, and procedures that impact the workforce

• Organizational change through diversity to meet desirable business goals can be systematically planned and implemented

• Visibility must be given to the initiative within and outside of the organization to reinforce credibility



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EXECUTION PLAN• In order for diversity strategies to work, a well-

rounded execution plan must be in place:1. Tone at the Top: Leadership must lead and actively

participate in diversity strategies and practices2. Communication: Direct communication for diversity

efforts throughout the organization3. Goals, Objectives & Evaluation: Adopt specific goals

and objectives, and set measurable evaluation criteria4. Training & Guidance: Provide regular training,

education and guidance to management and staff

http://www.fcc.gov/DiversityFAC/adopted-recommendations/BestOfTheBestReport111804.doc


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RECOMMENDATIONS FOR SUCCESS• Ensure the removal of any potential barriers that

currently exist• Make recommendations that enhance the culture,

career progression and recruitment of women and minorities

• Grow the pool of eligible candidates• Consider commitment to diversity in officer

promotions• Require diversity leadership education and training at

all levelshttp://www.globalsecurity.org/military/library/news/2011/03/mil-110308-afps03.htm


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RECOMMENDATIONS FOR SUCCESS

• Create a diversity committee• Create and lead a cross-divisional

implementation team• Design a research agenda focused on diverse

population groups• Build accountabilities into the diversity

program


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QUESTIONS?

Documents

Executing Effective Diversity Programs Gregory Jenkins