Transcript 22sep16 – Diversity and Inclusion

Monthly Webinar Series
DIVERSITY AND INCLUSION AS A
DRIVER OF EMPLOYEE
ENGAGEMENT
September 22, 2016
Topic Agenda
Agenda
Item
2
Time
(min)
Introduction / Why the topic
3
Some Background
5
The Link between D&I and Employee
Engagement
10
Your Turn:
Are there differences in engagement by
diversity group?
15
Implications and Best Practices
5
Your “best practices”
Q&A
10
Matt Rakowski
Regional Sales Director
Norm Baillie-David, MBA, CMRP
SVP Engagement - TalentMap
3
TalentMap by the Numbers
15 years in business
7,000+ employee engagement surveys
since inception
1,000,000+ employees surveyed
500+ employee engagement surveys
annually
Only 1 Focus
Sample Clients & Benchmark
Award Programs
Technology & Engineering
Financial Services
4
Not-for-Profit & Association
Health Sciences
Other
Why the Topic?
Some Background
6
Diversity & Inclusion: What are we talking about?
Diversity:
“the collective mixture of differences and similarities that include, for
example, individual and organizational characteristics, values, beliefs,
experiences, backgrounds, preferences, and behaviors.”
Inclusion:
“the achievement of a work environment in which all individuals are
treated fairly and respectfully, have equal access to opportunities and
resources, and (feel they) can contribute fully to the organization’s
success.”
Society for Human Resource Management
7
Already, different perspectives
According to Millennials, diversity means “the
blending of different backgrounds, experiences,
and perspectives within a team, which is known
as cognitive diversity.”
And inclusion is “the support for a collaborative
environment that values open participation from
individuals with different ideas and perspectives
that has a positive impact on business.”
Boomer and Xers view diversity as a
“representation of fairness and protection to all,
regardless of gender, race, religion, ethnicity, or
sexual orientation.”
Inclusion for boomers and gen-Xers is the
business environment that integrates individuals
of all of the above demographics into one
workplace. It’s a moral and legal imperative, in
other words: the right thing to do to achieve
compliance and equality, regardless of whether it
benefits the business.
Source: https://www.fastcompany.com/3046358/the-new-rules-of-work/millennials-havea-different-definition-of-diversity-and-inclusion
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A Brief History
9
Canada has had a Different Experience
1971: Trudeau Sr. Policy of Multiculturalism
1988: Canada Multiculturalism Act
10
Multiculturalism vs. Equality (“Colo/ur Blindness”)
“Paradoxically, emphasizing minimization of group differences reinforces majority
dominance and minority marginalization”
English: Acknowledging differences leads to better feelings of inclusion.
Minimizing differences, even in the quest for “equality for all” (i.e. colour
blindness), leads to less inclusion, e.g. “I don’t feel I can be my full self – I need to
minimize my differences with the majority”
11
The Link between Diversity & Inclusion
and Employee Engagement
12
What the Research Says (the Business Case):
• Companies who disregard diversity as a component of their business strategy
have a higher percentage of disengaged workers, and
• Organizations that effectively capitalize on the strengths of all employees and
leverage their differences and unique values have the most engaged
employees.
Source: Dr. Rohini Annand, Diversity Inc.
http://www.diversityinc.com/diversity-management/how-diversity-and-inclusion-drives-employee-engagement/
• Companies with more women on the board statistically outperform their peers
over a long period of time. Source: Catalyst
• Inclusive teams outperform their peers by 80% in team-based
assessments. Source: Deloitte Australia
• Gender-diverse companies are 15% more likely and ethnically-diverse
companies are 35% more likely to outperform their peers. Source: McKinsey
13
Who’s Measuring and Managing Diversity as it
Relates to Employee Engagement?
Municipalities
Provincial/State Governments
Canada
Corporate America
14
But are actually here
Most Organizations Talk Like
They’re Here
15
The TalentMap Client Experience
16
Example Questions
Strongly
Disagree
Disagree
Neither
Agree nor
Disagree
Agree
Strongly
Agree
N/A, No
Opinion
Diversity, Respect, and Inclusion
1. I feel accepted, comfortable and safe within my organization.
2. Diverse identities, ideas and ways of thinking and working are
valued in my organization.
3. Our workforce reflects the diversity of the community of Red Deer.
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4. My organization has a clear definition of what is considered a
respectful workplace.
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5. Overall, my workplace feels respectful.
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Read each statement and indicate your level of agreement.
17
PERFORMANCE SCORES BY MAIN SURVEY ATTRIBUTES
Data is rounded to the nearest whole number
Unfavourable
Neutral
18
Favourable
* Number indicates % Favourable score
SAFETY
4 7
WORK ENVIRONMENT
10
DIVERSITY RESPECT AND INCLUSION
11
PROFESSIONAL GROWTH
12
COMPENSATION
88
9
81
14
75
18
15
71
16
69
IMMEDIATE SUPERVISOR
18
15
INNOVATION
17
20
64
CITIZEN FOCUS
15
23
63
DEPARTMENT MANAGER
16
22
62
28
60
THE CITY OF RED DEER'S VISION
12
TEAMWORK
20
WORK/LIFE BALANCE
66
20
27
PERFORMANCE FEEDBACK
17
22
CORPORATE LEADERSHIP TEAM
54
33
31
0%
57
25
14
INFORMATION & COMMUNICATION
60
20%
54
19
40%
51
60%
% Frequency
80%
100%
DRIVERS OF ENGAGEMENT
Survey Dimension
PROFESSIONAL GROWTH
DIVERSITY, RESPECT
AND INCLUSION
19
Relative Weight
(Impact on Engagement)
14.5%
12.0%
INNOVATION
10.1%
IMMEDIATE SUPERVISOR
7.9%
TEAMWORK
7.1%
ORGANIZATIONAL VISION
7.0%
DEPARTMENT MANAGER
7.0%
WORK ENVIRONMENT
6.4%
CORPORATE LEADERSHIP TEAM
5.4%
PERFORMANCE FEEDBACK
4.7%
SAFETY
4.7%
CUSTOMER FOCUS
4.3%
INFORMATION & COMMUNICATION
3.8%
WORK/LIFE BALANCE
3.2%
COMPENSATION
1.8%
KEY STRENGTHS AND OPPORTUNITY AREAS
20
Better Than
Benchmark
COMPENSATION
DIVERSITY, RESPECT AND INCLUSION
DEPARTMENT MANAGER
Weak
Engagement
Driver
INFORMATION &
COMMUNICATION
WORK ENVIRONMENT
TEAMWORK
WORK/LIFE BALANCE
CUSTOMER/CITIZEN FOCUS
SAFETY
CORP. LEADERSHIP TEAM INNOVATION
ORGANIZATIONAL VISION
IMMEDIATE SUPERVISOR
PERFORMANCE FEEDBACK
Worse Than
Benchmark
PROFESSIONAL GROWTH
Strong
Engagement
Driver
Are there Differences in Employee Engagement by
Diversity Group?
Gender/Women
Persons with disabilities
Age
Ethnicity
Sexual orientation
Answers:
1. Despite facing a labour market disadvantage and barriers to workplace
equality, women tend to be more engaged than men, although they feel less
able to express their voice at work.
2. There is a significant and worrying gap in terms of disability – with disabled
employees less engaged than their non-disabled colleagues.
3. There are no significant differences in terms of sexual orientation,
race/ethnicity, or religious affiliation. However, in Canada, we have noted
significantly lower engagement among Aboriginals.
4. Millennials, Boomers and Xers are all equally engaged, overall. However, new
workers tend to score higher on employee engagement and this decreases
progressively with experience until about 20 years experience, where it rises
again.
Sources: TalentMap surveys/benchmark, IPA.co.uk
Implications
• Diversity and inclusion is an important driver of employee engagement – there
is a business case as well.
• Engagement requires more than value statements and “ideology”:
• Engaging diversity groups requires both diversity and inclusion through
policies, programs and behaviours
• Valuing diversity and inclusion through actions results in strong feelings of
pride and positive affiliation amongst the majority as well – driving higher
engagement overall.
• Attitudes regarding diversity and inclusion need to be measured as part of the
employee engagement survey(s), and actioned accordingly.
• Like other employee engagement drivers, improvement of attitudes towards
diversity and inclusion require “bottom-up” employee participation as well as
senior leadership accountability.
24
Selected “Best Practices” in Improving Diversity
and Inclusion
• Focus on Inclusion from Day 1*
• Employee Resource Groups
• Mentoring
• Diversity Learning Labs
• A great resource: http://bestpractices.diversityinc.com/
25
Your Turn
What are some of your D&I policies,
programs or initiatives that you have
found are working well at also
improving employee engagement?
26
UPCOMING TALENTMAP LEARNING SESSIONS
Event
Format
Topic/Location
Date
HR Executive Technology
Conference
Conference
and Trade
Show
McCormick Place, Chicago IL
October 4-7, 2016
Conference Board of
Canada/TalentMap
Workshop
Full-day
Workshop
Employee Engagement Practices, Drivers
and Survey Design, Halifax NS
October 20, 2016
People Analytics Summit
Canada
Conference
Toronto, ON
November 1, 2016
Canada’s Top Employer
Summit
Conference
Four Seasons Hotel, Toronto ON
November 14,
2016
Conference Board of
Canada/TalentMap
Workshop
Full-day
Workshop
Employee Engagement Practices, Drivers
and Survey Design, Edmonton AB
November 17,
2016
THANK YOU!
QUESTIONS AND DISCUSSION
Monica Helgoth
VP Engagement – TalentMap West
[email protected]
1-888-641-1113, x515
Louie Mosca
Director of Sales – TalentMap East
[email protected]
1-888-641-1113, x501
Norm Baillie-David
SVP Engagement
[email protected]
1-888-641-1113, x504
Matt Rakowski
Regional Sales Director
[email protected]
1-888-641-1113, x509
FOR A COPY OF THE PPT OR RECORDING:
http://www.talentmap.com/webinar-past/
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