Greater Valley Forge

Human Resource Association

© 2019 GVFHR

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– Health & Welfare Benefits

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– HR/Benefits Technology

• Local boutique service, National resources

Villanova University

› College of Professional Studies› SHRM Essentials of HR

› SHRM-CP/SHRM-SCP Exam Prep

› Graduate Programs in HR Development› Master of Science in HRD

› Graduate Certificates:› HR Analytics & Research

› HR Leadership

› HR Business Partner

› Organization Development

› Inclusion & Diversity Strategy (New! Launching Fall 2020)

› http://hrprograms.Villanova.edu

HR TEA Live!The Future of Diversity,

Equity, & Inclusion

Jameel Rush, PHR, SHRM-CP

Chief Diversity Officer, Aramark

Adjunct Faculty, Villanova University

Bethany Adams, MA, SHRM-SCP

Associate Director, Graduate HRD

Villanova University

HR Tea Live Recording!

Bethany Adams, MA, SHRM-SCP

Available on iTunes & Google Play

2.5 SHRM recertification credits available for

listening to each full season!

HR Tea Live Recording!

Bethany Adams, MA, SHRM-SCP

Part I: Presentation• Future of Diversity, Equity, & Inclusion -

Jameel.

• What can you do now in your organization - Bethany.

Part II: Moderated Q&A• Bethany will moderate questions.

• You can speak your questions. Raise hand, wait to be called on.

• You can type your questions.

Type question in chat.

Bethany Adams, MA, SHRM-SCP

Speak your Question:

• Open .

• Select .

• Wait to be called on.

• Unmute to speak.

• Mute when finished.

Or type your question:

• Open Chat

• Type question.

Mute/Unmute Chat

Questions?

• Raise your hand or type in the chat to ask a question.

• Please only unmute when called on by Bethany.

• Please keep questions brief and applicable to the whole audience as much as possible.

• Remember to mute when you are done speaking.

Bethany Adams, MA, SHRM-SCP

The Future of DEIin the Workplace.

Jameel Rush, PHR, SHRM-CP

Chief Diversity Officer, Aramark

Adjunct Faculty, Villanova University

Diversity, Equity, and Inclusion

Jameel Rush, PHR, SHRM-CP

DIVERSITY

People and perspectives.

INCLUSION

Power, voice and culture.

EQUITY

Policy, practice, & position.

Jameel Rush, PHR, SHRM-CP

Catalyst The Center for Talent Innovation

For every 1% rise in the

rate of gender diversity

and ethnic diversity in a

workforce there is a

3% and 9% rise in sales revenue,respectively.**

Financial Times, The inclusive workspace, 2014

The business case is clear.

Jameel Rush, PHR, SHRM-CP

Disability inclusion lags behind…

59% of companies

reported disability resource

groups (93% groups for

other diversity)

77% reported disability

inclusion in senior leader

public promotion (94%other diversity)2

Only1/3 of females

report male

senior leaders

supporting their

advancement,

compared to 2/3 of males1

In a survey measuring

covering (making great

effort to minimize stigma

associated with personal

differences)…

In a hiring study, candidates with

Caucasian-sounding names received

than the candidates

with African American-sounding names, regardless of industry

or occupation

50% more call-backs

83% of LGB individuals 79% of Blacks 67% of women of color 66% of women 63% of Hispanics…

compared to

45% of straight White

men reported covering3

1 Source: McKinsey and

Lean In Foundation

2015 Women in the

Workplace study

2 Source: National

Organization on

Disability 2017 Disability

Benchmarks

3 Source: Deloitte

University, Kenji Yoshino

2013 Uncovering talent:

A new model of inclusion

The current reality shows a grim picture of the employee experience.

Organizational Paradigms (Approaches)

Jameel Rush, PHR, SHRM-CP

Diversity work has

changed drastically

since the mid-

1980s and will

continue to shift

moving forward.

Jameel Rush, PHR, SHRM-CP

Future of Work

Demographic Shifts

Rapid Technology

Change

Fluid Gigs

Industry Disruption

Decentralization

CSR

Since 2000, 52% of

companies in the Fortune

500 have either gone

bankrupt, been acquired, or

ceased to exist. An

estimated 40% of the

companies on the list today

will not exist in ten years.

Constellation Research

Changes in the Work

Jameel Rush, PHR, SHRM-CP

Shifting Work Means Shifting Strategy

• Shifting demographics means fluid cultures Increased income inequality, more woman, more people of color

• Bias and inequity will take different forms Artificial intelligence learns and reinforces human bias

• Voice of the consumer and shareholder Shareholder activism campaigns and resolutions have reached record

highs since 2017

• COVID-19 & Driving inclusion across distances Increased distance means creating inclusion will need to be intentional

Jameel Rush, PHR, SHRM-CP

2050 Shifting Population HighlightsWoman

• Woman and men remain similarly vulnerable to

displacement by automation

• Current projections show very moderate gains in

top paying roles

Racial & Ethnic Minorities

• Minority populations grow by 50%

• Largest growth in Hispanic/Latinx population

• Non-Hispanic whites only group projected to

decline

Older Workers

• 65+ projected to double to around 20% of the

population

• 85+ projected to grow by 200%

LGBTQ+

• Federal protections for LGBTQ+ workers

• Formalized mechanisms for gender identity shifts

• Same-sex partnerships normalized

• Gender identity and orientation definitions

expanded

Individuals with Disabilities

• Older Americans more likely to identify with

some sort of disability

• Most common disabilities associated with

movement limitations

• Rising focus on neurodiversity

• Retirement plan changes

• Caretaker support systems and benefit expansions

• Talent attraction tools for minorities and woman

• Cultural compliments vs cultural fit

• Organizational agility and individual change agility

• Personal is work and work is personal

Jameel Rush, PHR, SHRM-CP

• Software developers are over 80% male and 90% white or Asian.

• AI systems learn to make decisions based on training data, which can include biased human decisions.

• Reflect historical or social inequities, even if sensitive variables such as gender, race, or sexual orientation are removed.

• Amazon stopped using a hiring algorithm after finding it favored applicants based on words like “executed” or “captured” that were more commonly found on men’s resumes.

• Flawed data sampling, in which groups are over-or underrepresented create bias in the system.

Bias in Artificial Intelligence

Jameel Rush, PHR, SHRM-CP

Equity Driven Internally and Externally

Jameel Rush, PHR, SHRM-CP

COVID19 & Creating Inclusion for Remote Workers

1. Create a positive mindset around remote employees.

2. Pause to consider who isn’t in the room.

3. Ensure information is communicated equitably.

4. Design accessible meetings.

5. Promote a means to build social capital.

https://cookross.com/blog/creating-an-inclusive-environment-for-remote-employees/

What can you do nowin your organization to promote DEI?

Bethany Adams, MA, SHRM-SCP

Associate Director, Graduate HRD

Villanova University

Organizational Agility

• DEI efforts will only happen with purposeful organizational change efforts.

• Create dialogue with leaders about inclusion.

• Look in the mirror and review existing policies.• Handbook

• Performance Reviews

• Hiring Forms

• Look at the data.

• How are you positioned for the future?

Bethany Adams, MA, SHRM-SCP

The NFL is considering draft

incentives for hiring minority head coaches,

general managers, and

increasing coaching

fellowships for minority

players.

Currently the NFL has only 4 out of 32 minority head

coaches, and 2 general

managers, for a league with

70% African American players.

New York Times

How do you listen?

• Where is feedback on diversity, equity & inclusion in your organization included in your existing internal HR tools? • Engagement Surveys

• Performance Reviews

• Internal Audits

• Benefits assessments

• Exit Interviews / Stay Interviews

• What external forums are you utilizing for feedback?

Bethany Adams, MA, SHRM-SCP

Glassdoor found that more

than 57% of employees

think their company should

be doing more to increase diversity among its workforce.

Glassdoor

You can shape the future!• Set goals that influence the market.

• Focus on training at all levels.• Leadership• Hiring • Middle Management

• Framing Matters• Drive culture change focused on inclusivity for

fairness & morality.

• Courageous Allyship• Social equity often depends on majority

members taking risks to challenge the status quo.

Bethany Adams, MA, SHRM-SCP

HR practitioners should

use data-driven insights to better

understand how to

approach diversity &

inclusion initiatives.

Research suggests

employees will react more

positively when D&I

initiatives are framed as

simply “the morally right thing to do.”

Christian Thoroughgood, PhD, Villanova HRD

Questions?

Jameel Rush, PHR, SHRM-CP

Chief Diversity Officer, Aramark

Adjunct Faculty, Villanova University

Bethany Adams, MA, SHRM-SCP

Associate Director, Graduate HRD

Villanova University

Questions?

• Please only unmute when called on by Bethany.

• Please keep questions brief and applicable to the whole audience as much as possible.

• Remember to mute when you are done speaking.

Bethany Adams, MA, SHRM-SCP

Thank you!

Jameel Rush, PHR, SHRM-CP

Chief Diversity Officer, Aramark

Adjunct Faculty, Villanova University

Bethany Adams, MA, SHRM-SCP

Associate Director, Graduate HRD

Villanova University

Thank you to tonight’s sponsors

Hope to see you at our next Webinar at 9am on June 4th

Mid-Year Legal Review: What We’ve Seen and What’s Ahead