david w. jamieson, ph.d. and julie o’mara making waves the forum on workplace inclusion

D&I Leading Systemic Culture Change:

How Do We Make That Happen David W. Jamieson, Ph.D. and Julie O’Mara

Making WavesThe Forum on Workplace Inclusion

©David W. Jamieson and Julie O'Mara, 2015

Plan for the SessionOur TitleCore Concepts in Culture ChangePerspectives on D&I OutcomesA Comprehensive View The Premise for this SessionOur World Café


Systemic Culture ChangeSystemic: the organization as a socio-technical system

with many interdependent, moving parts. To design or change it requires involvement, integration and alignment.

Culture: shared values, beliefs, expectations and norms that drive normal (to the organization) behaviors, processes, practices and decisions.

Organization Change: the process of shifting, transitioning or transforming the what and/or how of an organization.


Some Core Concepts in Culture ChangeCulture is the core component of an organization’s design and

influences much of the behavior and dynamics.It forms over time and becomes deeply embedded in individuals,

norms, policies, practices, rituals and other artifacts of organizational life.

It operates to drive conformity & maintain itself; and is influential across the whole system.

It therefore requires systemic change to overcome the natural cultural resistance to change.

Change in culture ultimately requires strong leadership, courage, reinforcements, rewards and numerous manifestations supporting the new values or the old culture will continue to win the daily behavior battles!


A Perspective on D&I OutcomesD&I practitioners have been working toward the same goals for

many years.With some exceptions, reaching the desired outcomes has been

illusive.The common goals/principles and outcomes seem to be:

Achievement of the organization mission & vision, efficient/effective operations, high stakeholder satisfaction

All voices heard and considered Authentic self versus just assimilation to a culture Increased inclusion, satisfaction, engagement, and teamwork Increased community involvement, social cohesion, sustainability Diverse representation at all levels Clear understanding of the comprehensive end-state achievable in D& I work


A comprehensive view of high quality D&I outcomes


Premise for this SessionD&I needs to be included in the core strategic decisions and

changes of the organization. How can this be more possible?

D&I needs a systemic change process -- dealing with the whole system -- in reaching D&I outcomes.

What needs to be different?Expertise in strategic integration and change are important in D&I

professionals and any initiatives. How can we meet those competences?

D&I needs clear visions of desired end states and its role in the organization’s success.

How can this process be helped?


Our World Café Session process based on

The World Café: Shaping Our Futures Through Conversations

That Matter

by Juanita Brown with David Isaacs and the World Café Community.

Forward by Margaret J. Wheatley. Afterword by Peter Senge.

Published by Berrett-Koehler Publishers.


World Café InstructionsThree discussion rounds. You choose table. Each a different

topic, but same process.“Nice” if there are about 6 to 8 at each table, but go to your

interest.Each round builds on previous discussion.Table host has responsibility to set stage & inform essence of

previous discussion, capture key ideas and report briefly at end of last round.

All participants use markers to write on “table cloths” and take great notes.

End result to be shared after the session.


Café Discussion Topics

1. Competence of D&I professionals2. Navigating politics3. Authentic leadership commitment4. Organizational Silos5. Understanding the breadth of D&I work and the end goals6. Understanding systems, change, and the centrality of culture7. Understanding power dynamics8. Unconscious bias9. Personal traits: confidence / boldness / willingness to risk10. Create Your Own Topic11. Create Your Own Topic

Each is a challenge or opportunity to influencing culture change to reach D&I outcomes.


Rounds One & Two15 minutes each roundHost facilitates introductionsHost leads brief framing discussion of the topic: How do you

interpret this topic? What ideas/solutions would you suggest?Discuss process / solutions / ideas Everyone jots notes and ideas on the “table cloth”Host leads 3-minute summary discussion to highlight key

pointsDave and Julie will announce when to move to next table for

Rounds Two and Three


Round Three10 minutesHost leads summarizing discussion of this topic pulling out

important ideas leading to changeHost & group determine one synthesized highlight from table

discussions to share with the larger group


Table Host Sharing


Closing Comments


Thank youDavid W. Jamieson, Ph.D.Professor & Department Chair,Organization Learning & DevelopmentCollege of Education, Leadership & Counseling,University of St. [email protected]+ 310-699-3060 (cell)

Julie O’MaraD&I Author and Consultant,O’Mara and Associates,Member, Board of Directors,Berrett-Koehler Publishers (home office) 2124 Water Rail AvenueNorth Las Vegas, NV [email protected]+ 702-541-8920

david w. jamieson, ph.d. and julie o’mara making waves the forum on workplace inclusion

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