integrating diversity & inclusion and talent … diversity & inclusion and talent...

©2012 MasterCard. Proprietary and Confidential

Integrating Diversity & Inclusion and Talent Development

May 5-7, 2015

Shantelle Williams

Business Leader/ Senior Director, Global Talent Management & Organizational Effectiveness


Vision, Mission, and Values


Welcome to MasterCard

When different people

come together,

it’s not just beautiful,

it’s Priceless.


MasterCard’s Diversity & Inclusion Vision


My ALPS Journey@MC

The ALPS Framework

Your ALPS Action Plan


Ou

tco

me

1. Review the Corporate Strategy

2. Review the Diversity Strategy

3. Identify any overlap between the Corporate and Diversity strategies

4. Review & Align your Talent Development Strategy

Prioritize learning needs

Select common areas of focus

Align

Strategically Align the learning with the company strategy

The purpose of this step is to make sure that you have 3 pieces of information:

“What” you need to focus on;

“Who” needs to know what; and

“Who” needs to support you


1. Finalize learning priorities and common areas of focus

– “What” you need to focus on; – “Who” needs to know what; and – “Who” needs to support you

2. Identify 1-2 Executive champions to support each learning event

Learning & Leadership

Structure the best approach to make sure people learn what they

need to… and that your program is positioned for success

Ou

tco

me

Prioritize your learning events with the Executive’s strategic

initiatives

Find out the Executive’s passions (professional and personal)


Short-term

1. Select programs currently running that fit

2. Identify learning partners to help drive your learning agenda

3. Align resources and build your learning business case

Long-term

1. Create a budget to obtain resources

2. Continue to obtain Executive support and sponsorship

Programs

Use existing internal/external programs to execute faster O

utc

om

e

A high-level outline of quarterly learning events for

executive/leadership, managers, and employee engagement


1. Work with the Communications team

2. Integrate the right branding and imaging into the program

3. Make it fun and entertaining

Strategically

Re-calibrate your plan and put a communications,

marketing, and engagement “wrapper” around it


My ALPS Journey@MC

The ALPS Framework



• DRIVE RESULTS

• Deliver on financials and grow profitable market share

• Build client trust and loyalty; diversify base

• Grow consumer, merchant and government affection for our brands

• DELIVER ON STRATEGY TO SECURE OUR FUTURE

• Drive innovation and lead in digital payments

• Compete as a technology leader: engage early; partner with key players

• Touch more transactions in more markets

• Make safety and security key differentiators for our company

• Lead with services to diversify revenues, promote stickiness

• Accelerate cash displacement by capturing new payment flows, segments and markets

• Drive financial inclusion and be a force for good in the world

• Address nationalism, regulation and other challenges

• BUILD A WORLD-CLASS CULTURE

• Become renowned as one of the world’s leading business cultures and a fantastic place to work

• Hold ourselves to high standards in quality and integrity

2015 MasterCard Corporate Objectives

1. Review the Corporate Strategy


2. Review the Corporate Diversity Strategy

• Recruit, develop and retain

diverse talent

• Establish MasterCard’s

brand and reputation as a

preferred employer of choice

• Achieve business impact

through the establishment of

a more collaborative effort

Our strategy serves to create an environment

that fosters employee engagement through

inclusion by understanding how to:

Global Diversity & Inclusion Strategy


3. Identify any overlap between Corporate & Diversity strategies

• Recruit, develop and retain diverse

talent

• Establish MasterCard’s brand and

reputation as a preferred employer

of choice

• Achieve business impact through

the establishment of a more

collaborative effort

Global Diversity & Inclusion Strategy

• DRIVE RESULTS

• Grow consumer, merchant and

government affection for our brands

• DELIVER ON STRATEGY TO

SECURE OUR FUTURE

• Drive financial inclusion and be a

force for good in the world

• BUILD A WORLD-CLASS CULTURE

• Become renowned as one of the

world’s leading business cultures

and a fantastic place to work

• Hold ourselves to high standards in

quality and integrity

2015 MasterCard Corporate

Objectives


•Engage Managers and Employees in High Impact Learning

•Align Learning Resources with the Career Framework

•Create Segmented Learning Plans by Region and Role

Engagement

•Reinforce the Sales Process & Pipeline Discipline

•Introduce MasterCard Product Knowledge

•Reinforce Leading with Services & Solutions Approach w/Strategic, Critical Thinking Skills

Skill Development •Leverage

MasterCard Advisors to develop & deliver payments and technology programs

•Extend Internal & External Coaching Resources

•Introduce Virtual Communities and Just-In-Time Learning Solutions

Knowledge Sharing

•Align Learning with the Performance Management Processes:

• Objective Setting

• Rewards

• Performance Mgmt.

• Assessment

Talent Management

4. Review & Align your Talent Development Strategy

Transforming from a centralized program-centric model to a deeply integrated “capability development” focused organization that values formal and informal learning, social tools and expertise networks to

develop high performance business behaviors that drive company growth

Deliver an aligned, sustainable, targeted approach to M&A L&D


Align

Strategically Align the learning with the company strategy

Focus on Inclusion

Acquisition managers and employees need to learn MasterCard culture

Integration of existing learning programs

Integration of an existing diversity & inclusion strategy

Leadership within MasterCard and at the acquired company need to be on the same page regarding the change journey


Learning & Leadership

Hail to the Chiefs

Donna

Johnson Janice

Burns

Ron Garrow

Chief Talent Officer

Chief Human Resources

Officer

Chief Diversity Officer


Leveraging the Business Resource Groups (BRGs)


Creating a MasterCard Culture of Inclusion Conversation

Dare to Change

Accept the Change

REALize the Change

Embrace the Change

Be the Change You Want to

See

@MasterCard


Programs

EDGE (Employees Driving the Global Enterprise)

Doing Business in Africa: Leveraging Advisors Products & Solutions

GP&S College Hires: Communications & Colors

On-Demand Learning

Support

• Via MCU:

• Access to People

Manager Global Learning

Community via Take 5

Initiative

Dare to Change Program Pilot

https://fsso.mastercard.com/FIM/sps/MCUIDPsaml20FED/saml20/logininitial?NameIdFormat=Email&RequestBinding=HTTPPost&PartnerId=https://mastercard.csod.com&Target=/catalog/CustomPage.aspx?id=20000194%26mtcLinkURL=index.php

http://portals.harvardbusiness.org/mastercard/hbrchannel/

https://mastercard.myhmm.org/

LEGAL DAY

ONE 2 3 4 5 6 7 8 9 10 11 12

Compliance

Diversity

Change Management

2015 Sample Change Management Program Flow (High-Level Outline)

Compliance Training

Content – LFI Delivery - LFI

EDGE 1 Content – LD

Delivery – Online

AGILE Leadership Assessment

Compliance Training Data Privacy, Info Sec, Code of Conduct

Content – LFI Delivery – timing TBD by LFI & notification to LD

LD – Learning and Development HR – Human Resources LFI- Law, Franchise, & Integrity

AGILE Indicator Debrief

In Person Training Online Webinar/Video

Culture Assessment

Content – HR Delivery – HR

Dare to Change Workshop for

Managers

Global Diversity Office (GDO) Overview –

Video

May 11, 2015

Full Systems Access

EDGE 2 Content – LD

Delivery – Online Global Diversity Office

(GDO) Overview – Webinar / In Person

Take 5: Managers

Take 5: Employees

Take 5:: Managers

Dare to Change Workshop for

Employees

HRBP Manager Check-In and Lean-In Sessions

Take 5:: HR


1. Work with the Communications team

2. Integrate the right branding and imaging into the program

3. Make it fun and entertaining

Strategically

Re-calibrate your plan and put a communications,

marketing, and engagement “wrapper” around it

Self-Awareness

Change

Diversity and Inclusion

Fun

18 years

50 countries

15 languages

10,000 projects

Agents

Melting Pot


https://www.youtube.com/watch?v=aE4Fk8qRLoU

Diversity & Inclusion Video





The Journey Continues…

M&A Culture & Inclusion Program Evaluations

(Pre-, Post-, and Impact)

Dare to Change & No Excuses: Diversity Scenarios and Business

Cases Added/Global Rollout

Dare to Change Virtual Learning Journey

Global Diversity Overview & Cross-Cultural Sensitivity/Global Rollout

LEAD BRG Professional Development


My ALPS Journey@MC

The ALPS Framework



Sharing time with you today

at the TICE workshop

… Priceless.

Thank You

[email protected]

integrating diversity & inclusion and talent … diversity & inclusion and talent...

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