diversity & inclusion€¦ · naw chro roundtable discussion august 13, 2020 diversity &...
TRANSCRIPT
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NAW CHRO Roundtable
Discussion
August 13, 2020
Diversity &
Inclusion
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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?
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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.
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EQUALITY EQUITY INCLUSIVE DESIGN
EQUALITY DOES NOT EQUAL SAME
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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%
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Done well, diversity and inclusion maximizes performance of individuals, teams, and organizations
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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.
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TRANSFORMATIONAL APPROACH
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• 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
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HOW TO MOVE
Build
Inclusive
Leadership
Shape
Behavioral
Inclusion
Drive and
Sustain
Change
Architect
Structural
Inclusion