W4: Making Diversity and Inclusion a Way of Life Tony Cooke HR Director at Adidas
HOW DO YOU ACTUALLY SAY ‘ADIDAS’? Nov 1900 – Sept 1978 Ad Adi Da Dassler
• INTRODUCING WESTERN EUROPE BENELUX SPAIN FRANCE NORDICS UK/IRE
q IT DOESN’T HAPPEN BY MAGIC q MAKING IT HAPPEN q MEASURING IF IT’S REALLY HAPPENING q SHARING SOME OWN GOALS…
• THINGS WE SAY THAT BUT DON’T REALLY MEAN…… I’M ALMOST YOUR BABY IS SOOO KEEP THIS JUST FOR THERE CUTE … US TWO … WITH RESPECT … YES OF COURSE WE’RE CONGRATULATIONS ON THE DIVERSE & INCLUSIVE. WEDDING! YOU GUYS MAKE A WE REALLY, REALLY GREAT COUPLE … ARE….…
BIG TICKETS ITEMS FOR HR IN 2019….. 146,000,000
YOU SHOULDN’T HAVE ONE WITHOUT THE OTHER! DIVERSITY is simply a representation of many different types of people (gender, race, ability, religion, etc) INCLUSION is the deliberate act of welcoming diversity and creating 146,000,000 an environment where all different kinds of people can thrive and succeed. DIVERSITY is what you have-INCLUSION is what you do with what you have!!
INSTINCTIVE REACTIONS…… What does it About time, really Not another Yes, but will it it’s the right mean? needless project make us more thing to do! from HR profitable? The Pragmatist... The Cynic.. The Meticulous... The Bottom Liner.. You’ll need plausible, credible responses to ALL of these reactions
People with different backgrounds and lifestyles naturally challenge each other Diversity creates dissent - without it we’ll get no breakthroughs or challenges This healthy dynamic stops us getting too insular and out of touch and so we come up with a wider range of possibilities
THE EVIDENCE IS IRREFUTABLE….. “The findings were startlingly consistent: for companies ranking in the top quartile of executive- “When Deloitte modelled the relationship between diversity and board diversity, Returns On Equity (ROE) were 53% inclusion and business performance, we identified an ‘uplift’ of 80% when both conditions were high... when there is high diversity and higher, on average, than those in the bottom low inclusion, or low diversity and high inclusion, the business outcomes are never as impressive as the high diversity and high inclusion combination.” quartile.” “We couldn’t have gone through all of the mergers and acquisitions and continue to be successful without having a diverse workforce. It’s “Companies with the most women board directors important to our business strategy and it makes us more innovative outperformed those with the least return on sales (ROS) by and competitive.” 16% and return on invested capital (ROIC) by 26%.” “Where workforce diversity is aligned with demographics, those employees are playing an increasingly important role in helping their customers connect with a diverse customer base.”
TANGIBLE BENEFITS FOR OUR BUSINESS? BETTER FINANCIAL PERFORMANCE BETTER REPUTATION (INTERNAL & EXTERNAL) BETTER CUSTOMER RELATIONSHIPS & MARKET SHARE BETTER INNOVATION & GROUP PERFORMANCE BETTER & BROADER TALENT Think about your business strategies. New markets, products, competitors: Wouldn’t you have a better chance if all of this stuff was in place?
PURPOSE TO BRING TO BE CREATIVE DIVERSE TOP IF THIS IS OUR TO BE DIVERSITY OF AND FIND THE TALENT WILL AMBITION, TO BE INNOVATIVE, WE THOUGHT & BEST SOLUTIONS, HELP US TO BE THE BEST SPORTS NEED ALL TEAMS DIVERSE WE NEED TO THE BEST WE COMPANY IN THE TO BRING PERSPECTIVES FOR BRING DIVERSE CAN BE IN WORLD, WE NEED CREATIVITY TO THE BEST PERSPECTIVES TO EVERYTHING WE TO INNOVATE… EVERYTHING WE SOLUTIONS, WE THE TABLE… NEED TO BE THE DO… NEED TOP DIVERSE BEST IN. TALENT… 1 4 5 2 3 TO BE THE BEST DIVERSE PERSPECTIVES DIVERSE TOP INNOVATION CREATIVITY SPORTS COMPANY TALENT Where’s your compelling ‘story’ to inspire the people?
WORKFORCE DIVERSITY – recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective WORKPLACE INCLUSION – foster a culture that encourages collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention SUSTAINABILITY AND ACCOUNTABILITY – identify and breakdown systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results Normally, 3 good objectives are enough!
WORKFORCE DIVERSITY – recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective ASSESS WHAT DOES SAYING HE/SHE WHERE/WHY ENCOURAGE YOUR IS A ‘PERFECT CANDIDATES EMPLOYEE EMPLOYER FIT’ JUST GETS ‘FALL OFF THE REFERRALS BRANDING SAY YOU THE SAME! TRAIN’ ABOUT YOU? REVIEW WHERE GET OUT AND YOU’RE PARTNER WITH SPREAD YOUR SPECIALIST SEARCHING FOR STORY TALENT ORGANISATIONS
WORKPLACE INCLUSION – foster a culture that encourages collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention MAKE SURE THE GET THE ‘ON INVEST IN BUT DON’T SENIORS ARE BOARDING’ BIT TRAINING…. STOP THERE!! ‘ALL IN’….. RIGHT TELL ENCOURAGE DON’T FORGET CUSTOMERS & DOES THE LOOK EMPLOYEE DIFFERENT PARTNERS & FEEL OF YOUR ADVOCACY GENERATIONS, AND WHAT WE OFFICES HELP? GROUPS PERSONALITIES STAND FOR....
SUSTAINABILITY & ACCOUNTABILITY – identify and breakdown systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results BRING DO A FULL ‘DE- GIVE THE INSPIRING CLUTTER’ ON SENIORS SOME SPEAKERS IN TO YOUR REAL TALK TO YOUR POLICIES…. MEASURES ENSURE PEOPLE ADVOCACY GROUPS HAVE CREDIBILITY AND GRAVITAS CREATE ARE WE ASK EMPLOYEES MEANINGFUL STRUGGLING TO HELP US MENTORING ANYWHERE? WITH POLICY OPPORTUNITIES MAKING
The Cynic.. The Meticulous... The Bottom Liner.. The Pragmatist... Have you done enough to get these guys on board? Ask them what contributions they could be making?
1.Employees overall, by function, seniority and tenure (cut by demographics) 2.Employment status (i.e., full-time, part-time, contractor) (cut by demographics) 3.Management and leadership (cut by demographics) 4.Salary (cut by demographics) – Raises and bonuses (cut by demographics) 5.Board of directors (cut by demographics) 6.Candidate pools and hiring funnels, by role (cut by demographics) 7.Voluntary and involuntary attrition rates (cut by demographics) Your ‘Meticulous’ and 8.Promotion rates (cut by demographics) Bottom Liners’ in the Management Team 9.Formal and informal complaints (cut by demographics) will be looking for these 10.Complaint resolution status (cut by demographics) with a beady eye!! Go out and ask people how you’re doing. Survey them, publish the results
9 POTENTIAL OWN GOALS TO AVOID.. 1. Not having a business case for D&I 2. Not having Seniors ‘ALL IN’ 3. Not having a good, inspirational plan 4. Making assumptions 5. Not investing in training 6. Allowing it to slip down the agenda 7. Unknowingly offending 8. Not talking about it 9. Not measuring what we’re trying to do These are all real examples – keep your own goals to a minimum!
BEFORE I GO, ONE LAST THOUGHT…. LET’S CELEBRATES PEOPLES UNIQUENESS BECAUSE THE PEOPLE WHO MIND DON’T MATTER AND THE PEOPLE WHO MATTER DON’T MIND…
THANKS FOR LISTENING* ENJOY THE REST OF YOUR CONFERENCE * Liverpudlian to English translations available upon request
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