HENDERWORKS CONSULTING

E F F E N U S H E N D E R S O N , C E O , H E N D E R W O R K SR E T I R E D C D O , W E Y E R H A E U S E R

M A Y 1 9 , 2 0 1 4

THE PRACTICE OF INCLUSION TOWARDS A DYNAMIC AND SYSTEMIC APPROACH

DIVERSITY IN TIMES OF TRANSITION

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BACKGROUND

• The Evolution of Diversity and Inclusion• The Importance of Context Setting• Alignment with Mission, Vision and Values• Integration of diversity into the overall business

strategy• Development of a Multi-year Change Agenda• The Importance of Leadership Commitment

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THE EVOLUTIONDIVERSITY AND INCLUSION

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THE EVOLUTION OF DIVERSITY

Complianceand

Affirmative Action

Diversity and Valuing

Differences

Diversity and Organizational Inclusion - The

Strategic Imperative

Diversity and Inclusion

beyond the workforce, workplace,

and organization

Monetizing the value of D

& I to stakeholder relations,

sustainable development and bottom line results

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THE BUSINESS IMPERATIVE

Business• Profitability• Innovation• Market

Development• Globalization• Product Design• Supply Chains• Quality

Economic• Demographic

Changes• Sustainable

Development• License to

Operate• Regulatory and

Public Policy

People• Recruitment• Engagement• Development• Retention• Satisfaction• Innovation• Perspectives

Leadership• Work Systems• Organizational

Development• Organizational

Trust• Succession• Performance

Outcomes

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GROWING COMPLEXITY

Civil Society

Reputation

Governance

License to Operate Public Policy

Investment

Employment

Sustainability

Supply Chains

Social Media

Human Rights

Cultural Identity Freedom

Protection

Social Responsibilit

y

Social Justice

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EXPANDING TO ALL STAKEHOLDERS

Employees

Customers

Communities

SuppliersClients

Investors

Government

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STAKEHOLDER ISSUES

Employees

Engagement

Satisfaction

Productivity

Retention

Investors

Transparency

Decisions

Ethical Conduct

Business Results

Customers

Market Penetration

Demographic impact

Customer satisfaction

Communities

License to Operate

Human Rights

Volunteerism

Sponsorships

Regulators

Public Policy

Regulatory Change

Emerging civil society

trends

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THE CHANGE FRAMEWORKA MULTI -YEAR CHANGE STRATEGY

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DIRECTION SETTING COMPONENTS

Leadership Role Modeling

Governance and

Compliance

Progressive Outreach

Culture and Climate

Talent Management

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INCLUSIVE SYSTEMS AND PRACTICES

HENDERWORKS ASSESSMENT FRAMEWORK• Workforce Utilization• Governance and Compliance• Work Climate and Culture• Rates of Participation in HR processes and

systems• Rate of Rise of Women and People of Color• Understanding the Level of Interest of

Employees in Development• Outreach and Community Relations• Alignment with Organizational Values• Employee Retention and Talent

Management

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INCLUSIVE SYSTEMS AND PRACTICES

HENDERWORKS ASSESSMENT PROCESS• Collect data on risk areas• Work with organizational leaders to

assess gaps• Use effectiveness barometer to identify

levels of effectiveness• Treat data as confidential and share on

a “need to know” basis• Develop action plan for improving

effectiveness• Monitor and update leadership on

progress

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ALIGNMENT WITH WORKFORCE PLANS

Understand External Influencers and Internal Drivers

External Influences• Technology Advancements• Education Trends• Demographic Trends• Industry Trends• External Workforce Trends• Competitor Employment

Options

Internal Drivers• New Technology• Business Operations Changes• Work System Changes• Mfg Process Changes• Workforce Changes• Turnover Patterns• Employee Engagement

Identify Critical Workforce Issues and Gaps

Identify Mission Critical Skills and

Roles

Assess Employee Value Proposition

Define Targeted Future Workforce

Develop and Execute Strategic Actions

ResourcingDevelopmentRecruitment

RetentionDiversity and Inclusion

Pay and BenefitsWork Design

Managed EntryKnowledge Transfer

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LEADERSHIP BEHAVIORTHE IMPORTANCE OF COMMITMENT

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LEADERSHIP EFFECTIVENESSHENDERWORKS LEADERSHIP ACTION FRAMEWORK• Clearly understand the demographics and composition

of workforce• Make diversity leadership a personal priority• Expand recruitment efforts through targeted outreach• Build diversity and inclusion into business planning

process and stakeholder relations• Make a personal commitment to develop the pipeline

of diversity talent• Sponsor mentoring efforts and diversity network

groups• Sponsor and participate in diversity education• Become personally involved and support diversity

outreach efforts• Ensure leadership behaviors are inclusive and

demonstrate a value for diversity• Create and maintain a respectful and inclusive work

environment

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HenderWorks Framework for Leading Inclusively

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STRENGTHENING LEADER BEHAVIORS

Building Inclusive

Leadership Skills

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IMPORTANT BEHAVIORS

Trust

Circle of Influenc

e

Commitment to

Diversity and

InclusionEqual

Opportunity for Growth

and Developmen

t

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A RESPECTFUL WORKPLACE IS AN INCLUSIVE WORKPLACE

• A place where leaders set the tone by the words, thoughts, and actions• A place where all the dimensions of diversity are

respected, valued and supported• A place where inclusion is fostered as an

important part of the way business is conducted• A place where high expectations are set and

where every one is held accountable for their actions.• A place where harassment and bullying are not

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LESSONSA DYNAMIC AND SYSTEMIC APPROACH A MUST

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IMPORTANT LESSONS• Gaining traction requires dedicated leadership attention and

commitment over time

• Diversity and Inclusion must be viewed as part of organizational development and culture change which evolves and adapts as the business and organization changes (3 to 5 year timeframe)

• A systems approach tied to organizational strategies and outcomes is critical

• Attention to both short term tactical barriers (cost, profitability, etc.) and longer term consequences (retention, employer of choice, stakeholder relations) are essential

• Meeting governance and regulatory requirements are a given

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21HENDERWORKS CONSULTING5/19/14

ANY QUESTIONS