closing the diversity gap by integrating cutting edge research in your association
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Connecting Great Ideas and Great People
www.asaecenter.org
Content Leaders:Cynthia D’Amour, MBA, Leadership Strategist, People Power Unlimited
Sue Pine, CAE, AMC National Accounts, Philadelphia Convention & Visitors Bureau
Closing the Diversity Gap by Integrating
Cutting-Edge Research in Your Association
Date August 18, 2009Time 9:00 – 10:15 AM
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How We Got Here In 2007 the ASAE Board approved the
Diversity Committee’s proposal to include diversity as a part of its multi-year strategic plan.
In support of the Diversity Initiative, the Research Department also began a multi-year study of diversity in associations.
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How We Got Here, continued
The study has been designed by Dr. Mary Tschirhart, Director of the Nonprofit Center at North Carolina State University.
The three-phased research study will conclude in the coming year
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How We Got Here, continued
Phase 1: Literature ReviewPhase 2: Meta-Analysis of research already
available Phase 3: A comprehensive survey of
diversity practices in association management.
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How Do YOU Define Diversity?
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Narrow vs. Broad Definitions
Economic, Political, Goodwill ROI
Focused onmanagement goals
Learning styles, education discipline, experience, etc.
Help specific disadvantaged groups
Demonstrate commitment
Race, gender, sexual orientation, age, physical ability
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Add to the Complexity – Legislation!
Civil Rights Act 1964 - Title VII1965 Executive Order 11246Later on added pregnancy, age and disabilityAffirmative Action and EEOC
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4 Paradigms of Diversity in Orgs
Discrimination & Fairness – Access & opportunityAccess & Legitimacy - Someone like meLearning & Effectiveness – Play nice & profit Value & Integrating – Better together
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Terms Diversity – Who? Inclusion – How? Diversity Work place culture Diversity & inclusion Diversity management Global diversity
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Do You Have an Official Diversity
Statement? SHM 2008 75% NP did not May send messages to groups Self-fulfilling prophecies
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THE BIZ CASE FOR DIVERSITY
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4 Main Clusters of Benefits
Employee talent base Internal work processes External mktg interactions Competiveness & adaptability
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Food for Thought
May reinforce stereotypes Broad glosses history Workplace can take on moral issues – beyond profits Opportunity for win-win
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WHAT DOES THE EVIDENCE FOR THE BIZ CASE SAY?
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10 Broad Conclusions from Review
1. Cannot assume if A then B2. Increased opps for conflict3. No guarantee performance4. No guarantee profits5. Commitment ability
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10 Broad Conclusions from Review contd.6. Mkt impact = anecdotal7. Type of diversity matters8. Social ID can change9. Training may LT change10.Situational factors matter
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What does the evidence for
the biz case MEAN?
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DIVERSITY AND INCLUSION INITIATIVES
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How committed are you - really?
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7 Competencies D&I Practitioners
The Conference Board (Lahiri 2008)
1. Change management2. Global perspective3. Business acumen4. Strategic Ext. Relations5. Visionary & Strategic Ldrshp6. Integrity7. HR Disciplines
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Diversity Training Findings
Lack of needs assessment Lack of support from top Lots of tools available Lack of research re tools
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What Does Your Diversity Program Look Like?
Orientation shapes program Goals linked to Biz case leads to activity
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Choices for Diversity Training
Awareness Skill-based Combo
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Other Training Findings
Confrontation Same vs. mixed groups Minority vs. not trainer Potential benefits inspire
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ResourcesTwo Available White Papers:
Literature Review – Meta-Analysis of research already available
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Contact InformationCynthia D’Amour, MBALeadership StrategistPeople Power Unlimiteddamour@peoplepowerunlimited.com734-994-0097
Sue Pine, CAEAMC National AccountsPhiladelphia Convention & Visitors Bureauspine129@verizon.net215-431-3678
SEE YOU NEXT YEAR!Annual Meeting & Expo
August 21 - 24, 2010Los Angeles, CA
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