1

Commercial in confidence

NAW CHRO Roundtable

Discussion

August 13, 2020

Diversity &

Inclusion

2

Commercial in confidence

2© 2020 Korn Ferry. All rights reserved

WHAT CLIENTS ASK ABOUT D&I

1How do we ensure inclusive leadership and accountability?

2How do we design an inclusive organization?

3How do we build a diverse talent pipeline?

4How do we drive change?

a

DIVERSITY is the ‘mix’.

Encompasses the full range of

human differences and

similarities. Both identity-based

and cognitive.

Unlocks the power of diversity.

INCLUSION is making the ‘mix’ work.

BEHAVIORAL – inclusive mindsets, skillsets

and relationships.

STRUCTURAL – equitable and transparent

structures, processes, practices and algorithms.

© 2020 Korn Ferry. All rights reserved 3

4

Commercial in confidence

4

EQUALITY EQUITY INCLUSIVE DESIGN

EQUALITY DOES NOT EQUAL SAME

© 2020 Korn Ferry. All rights reserved

75%70%

33% 19%

Diverse and inclusive organizations

outperform their peers.

Faster time to market

75% more likely to see

ideas become productized.

Higher growth

70% more likely to

capture new markets.

Better profitability

Companies with ethnically

diverse executive teams

are 33% more likely to

outperform on profitability.

Better innovation

Companies with

above-average diversity

report 19% higher

innovation revenue.

Better decisions

Diverse and inclusive teams make

better decisions 87% of the time.

Impact on performance

87% of the Most Admired Companies

see the positive impact of diversity and

inclusion on their business performance.

Diverse and inclusive teams make better

decisions and better solve complex tasks.

Sources: McKinsey, BCG, Center for Talent Innovation, Erik Larson, Korn Ferry.

87%

87%

© 2020 Korn Ferry. All rights reserved 5

Done well, diversity and inclusion maximizes performance of individuals, teams, and organizations

A

A

Korn Ferry’s Diversity, Equity, & Inclusion

Point of View

Diversity by design and not by default.

Critical success factors in driving organizational performance through diversity & inclusion.

Data driven

decisions

Utilizing data, analytics and science to make people decision.

Using data and storytelling to ignite action. Leaders as “data poets.”

Inclusive

leadership

Digital

integration

Thriving humansDigital transformation is about putting people first. All talent needs to flourish in the digital world.

Ethical machinesTechnology needs to be developed and deployed without codifying unconscious bias and inequity.

Business

value

D&I as a source of value creation and as a “way of doing business”.

Shared

responsibility

Organizations are responsible for removing systemic barriers and ensuring bias-free decision-making.

Individuals are responsible for tenaciously driving their own development and performance.

All talent thrives under inclusive leadership. Inclusive leaders role model inclusive behaviors and ensure structural inclusion.

Inclusive leaders maximize the collective intelligence of their teams and unlock potential of all talent.

© 2020 Korn Ferry. All rights reserved. 6

7

Commercial in confidence

7

TRANSFORMATIONAL APPROACH

© 2020 Korn Ferry. All rights reserved

• Organizations must focus on equity

not equality

• Diversity won’t make a difference

without inclusion

• Inclusion is a shared responsibility

between the organization and

employees

• All talent thrives under inclusive

leaders

8

Commercial in confidence

8

HOW TO MOVE

Build

Inclusive

Leadership

Shape

Behavioral

Inclusion

Drive and

Sustain

Change

Architect

Structural

Inclusion