The D&I Value Proposition: How do Outstanding Diversity and Inclusion leaders create the right brand and image
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The D&I Value Proposition: How do Outstanding Diversity and Inclusion leaders create the right brand and image? As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision. Learning Outcomes: This seminar is designed to explore career and professional development opportunities in diversity and inclusion At the end of this seminar, participants will be able to: a) Explore strategies for building the right brand and image b) Examine what it means to transform organizational culture c) Create a personal plan for excellence in diversity and inclusion leadership d) Explore business challenges that impact diversity and inclusion leaders
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The D&I Value Proposition: How do Outstanding Diversity and Inclusion leaders create the right brand and image
- 1. THE D&I VALUE PROPOSITION How do Outstanding Diversity and Inclusion leaders create the right brand and image?
- 2. Panelists • William Patrick Sr. IT Security Analyst Northrop Grumman Corporation(Moderator) • Nicole Durham Director, Diversity & Inclusion Exelon Corporation • Chavis Harris Director Ethics, EEO and Corporate Citizenship Huntington Ingalls Industries • Cheryl Walker-Robertson Chief Protocol Officer Protocol International
- 3. Agenda • Align D+I Strategy with Company Vision and Goals • Create a plan for excellence in diversity and inclusion leadership • Understand business challenges that impact diversity and inclusion leaders • Transform organizational culture • Build an outstanding D+I brand and image
- 4. What is D+I?
- 5. Align D+I Strategy with Company Vision and Goals • Diversity & Inclusion should strategically tie to the company’s mission, vision, and values.
- 6. D+I not only supports the Vision, it helps you achieve the Vision.
- 7. Diversity & Inclusion is a Business Value
- 8. D&I Mission, Focus Areas, Goals and Initiatives Should Tie Together & Fit Your Organization
- 9. Understand Common Business Challenges • Leadership Engagement – Engaging leaders and sustaining engagement through changing priorities and changes in leadership • Resources – Limited funds and staff • Evolving the thinking around D+I – Ensuring D+I stays relevant in your organization – “Mood in the Middle” • Measuring Success and Tracking Metrics – Identifying quantitative results can be difficult in the beginning
- 10. Create a Plan for Excellence in D&I Leadership: Senior Leadership Support
- 11. Create a Plan for Excellence in D&I Leadership: D+I Business Case Common Drivers
- 12. Show that D+I is Valuable at Every Level – Make it Relevant! Integrating D+I as a business imperative and a core value Attracting, retaining and advancing employees who will best serve and represent our customers, partners and communities Providing a workplace that ensures we respect one another and that each of us has the opportunity to grow and contribute at our greatest potential Departmental & Organizational Results!
- 13. Transform Organizational Culture (Top Down and Bottom Up) • Bottom Up: Engage your employees
- 14. Transform Organizational Culture (Top Down and Bottom Up) • Bottom Up: Employee Resource Groups Coming Soon:
- 15. Transform Organizational Culture: Educate • D+I Webinars available to all employees • D+I SharePoint Site with educational information for leaders
- 16. Transform Organizational Culture: Communicate • Communicate D+I Commitment Internally and Externally – Employees, stakeholders, and customers should understand your company’s D+I commitment and how it directly ties to the company’s overall strategy, vision, and values
- 17. Transform Organizational Culture: Integrate D+I into Formal Processes • Internal Business Talent Review • Succession Planning • Talent Acquisition Diversity Initiatives
- 18. Create a Plan for Excellence in D&I Leadership: Importance of Continuous Improvement
- 19. Create a Plan for Excellence in D&I Leadership: Importance of Innovation
- 20. Create a Plan for Excellence in D&I Leadership: Measure and Track Success
- 21. Benefits of D+I Scorecard • Scorecard includes quantitative and qualitative measures • Provides improved transparency into workforce demographics and statistics • Allows for monitoring of trends in hiring, advancement, retention and attrition throughout company • Scorecard can be used to identify and execute on D&I priorities
- 22. Build an outstanding D+I brand and image • The result of your efforts will be a positive D+I image; both internally and externally.
- 23. Questions
Notas do Editor
- Talent Acquisition Diversity Initiatives:Exelon’s Diverse Recruitment Strategies overlap and build on each other to effectively attract diverse and outstanding talent. Early Outreach and University Programs:Exelon targets universities with diverse populations and we closely track the percentage of diverse student interns. 34% of Exelon’s 2013 Professional Interns were ethnically diverse. National Diversity Programs:Our continued partnerships with national diversity organizations, including Society of Women Engineers (SWE), Society of Hispanic Professional Engineers (SHPE), and the Black Engineer of the Year Awards (BEYA) are critical to our diversified recruitment strategy. Exelon is a corporate sponsor for each annual conference, we participate in panels, workshops, and site tours, and Exelon nominates employees who are making a difference in their respective areas for various awards and recognition opportunities. Military and Veterans Initiatives:Exelon understands that military veterans are uniquely qualified for the work we do, and we actively pursue veterans to join our team. 45% of transitioning military members are minorities, and Exelon strives to tap into this diverse and outstanding candidate pool. 11.33% of Exelon’s 2013 hires were veterans. 21.43% were people of color. 7.14% were women. Disability Outreach: We are continuing to strengthen our partnerships with organizations that support recruiting and hiring of individuals with disabilities. In 2012, Exelon developed a new relationship with GettingHired.com, a full service disability talent acquisition site. This partnership enables all Exelon’s job opportunities to be fully accessible to individuals will disabilities. Exelon is also working to strengthen our partnerships with the Wounded Warriors Project’s “Warriors to Work”, Ability Magazine, Careers and the disABLED Magazine (which offers Career Expos), and the National Organization on Diversity (NOD).