Culture First 2019: Day 1, Move from diversity data to inclusive action, Part 2
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The document outlines strategies for moving from diversity data to inclusive action, emphasizing the importance of small wins and collective progress. It provides a framework for engaging stakeholders, including identifying their roles, gaining buy-in, providing support, and creating accountability. Additionally, it discusses the role of leadership and employee resource groups in fostering a successful diversity and inclusion initiative.
Culture First 2019: Day 1, Move from diversity data to inclusive action, Part 2
- 1. Move from diversity data to inclusive action Customer Connection Day Masterclass Jess Brook, Snr People Scientist & D&I Lead, EMEA Bailey Edgell, Snr Customer Success Coach & D&I Lead, Americas
- 3. “This is the best way”
- 4. Or is it?
- 5. The power of progress – Defined – Concrete – Distinct – Complete Small Wins
- 7. The power of progress “ By itself, one small win may seem unimportant. A series of wins at small but significant tasks, however, reveals a pattern… That attracts allies who bring new ideas Karl E. Weick Supporting self-efficacy That creates conditions for other small wins That attracts allies who brings new ideas
- 9. You don’t need to go it alone (and you probably shouldn’t)
- 10. Getting others involved 1. Identify their role – Why might you want them to get involved? – Are they actors? Stakeholders? Giving feedback?
- 11. Getting others involved 1. Identify their role – Why might you want them to get involved? – Are they actors? Stakeholders? Giving feedback? 2. Gain their buy-in – How is D&I relevant to their priorities? – What is personally valuable to this individual/group? – What will they learn from this process?
- 12. Getting others involved 1. Identify their role – Why might you want them to get involved? – Are they actors? Stakeholders? Giving feedback? 2. Gain their buy-in – How is D&I relevant to their priorities? – What is personally valuable to this individual/group? – What will they learn from this process? 3. Provide support – Based on their role, what type of help might they need? – What resources can you provide them to guide them through?
- 13. Getting others involved 1. Identify their role – Why might you want them to get involved? – Are they actors? Stakeholders? Giving feedback? 2. Gain their buy-in – How is D&I relevant to their priorities? – What is personally valuable to this individual/group? – What will they learn from this process? 3. Provide support – Based on their role, what type of help might they need? – What resources can you provide them to guide them through? 4. Create accountability – Based on their role, what milestones will they need to pass? – Who are their stakeholders? – What feedback loops can you create?
- 14. Leadership 1. Identify their role – Serve as role models and champions – Set D&I strategy for their dept./teams – Sign off on D&I budget 2. Gain their buy-in – Impact on business performance, engagement, innovation – A common element of compliance – Could report this metric to the Board 3. Provide support – Coach them through having difficult conversations on inclusion with their teams – Educate and empower them to be leaders of the future 4. Create accountability – Own quotas or targets for team diversity – Communicate commitment to the company/teams – Make D&I a Board metric
- 15. Employee Resource Groups 1. Identify their role – Provide input on company-wide strategy – Identify programs to implement – Support D&I efforts in onboarding 2. Gain their buy-in – Additional responsibility and learning opportunity outside their role – Ability to impact entire company 3. Provide support – Gain their manager’s buy-in – Connect them with a leader who can champion their group’s efforts – Connect them with other ERGs 4. Create accountability – Create a charter for ERGs and what they should accomplish – Leverage our Action Framework to give them action planning capability
- 16. A call to action
- 18. Thank you!