Texas Tech University Health Sciences Center at El Paso

Cultural Competence Conference

Agenda

•What we mean by Diversity & Inclusion

•Stages of Diversity Management

•Top 50 Companies for Diversity

•Strategic Framework– Ownership & accountability– Culture of engagement and Inclusion– HR processes– D&I Structure– External partnership and recognition

• Cultural Competency Practice

ESTABLISHING A COMMON LANGUAGE

DIVERSITYAny collective mixture of characteristics we are born with or choices we’ve made and experiences

we’ve had.

It extends beyond race and gender to include such differences as:

• Background and experience, language, education, work style, ideas, function and business unit experience

• Country and culture of origin, age, sexual orientation, physical ability, religion

INCLUSION• A culture of inclusion unleashes and leverages the power of diversity.

• It is an environment where:

• Everyone feels respected and appreciated – so we can individually and collectively do our best work

• The inclusive culture of our workplace inspires us to contribute our full potential, in focused pursuit of DuPont business growth.

• The sharing of new and different beliefs generates new perspectives and drives innovation and creativity.

Research Shows… BENEFITS

The collaborative energy that is created when talented people from different backgrounds come together to focus on innovation helps drive DuPont's success.

Organizations successful in creating a diverse workforce with an inclusive culture drive an increase in:

performance productivity customer satisfaction

Diverse workplaces with culturally competent workforces have the highest employee engagement.

Working in a diverse environment helps people overcome bias.

Companies with highly committed employees tend to have higher shareholder returns.

Companies that have successfully developed a diverse workforce have: saved millions of dollars on turnover costs improved product quality produced twice the return on investment as those without a diversity focus

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Stages of Diversity Management

Danger of raising expectations with no corresponding gains in perceived opportunity

High-level and high-potential regrettable loss

Increasing difficulty in recruiting

Firm diversity plan with actions, objectives and milestones

Gains in workforce diversity and engagement

Structured resource groups and mentoring

Diversity council

Denial of opportunity to Stage 1 competitors

Metrics-driven accountability. Internal diversity/engagement metrics well above average, cutting-edge diversity management

Outpacing competitors in raising cultural-competency in marketing and sales efforts

Leveraging diversity management to create/sponsor/nurture innovation

Integrated cultural competency from recruiting to customer service

Thought leadership

Stage 1 Stage 3Stage 2 Stage 4

Workforce Focused

Marketplace Focused

Innovation Focused

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2014 DiversityInc Top 50 Companies for Diversity

36. TIAA-CREF

37. Allstate Insurance Company

38. Toyota Motor North America

39. Wyndham Worldwide

40. Rockwell Collins

41. Medtronic

42. Time Warner

43. Verizon Communications

44. Comcast

45. TD Bank

46. Monsanto47. KeyCorp

48. JCPenney

49. AbbVie

50. Nielsen

20. General Mills

21. KPMG

22. Target

23. IBM 24. ADP

25. New York Life

26. BASF

27. Eli Lilly and Company

28. Northrop Grumman

29. WellPoint

30. Colgate-Palmolive

31. Kellogg Company

32. Dell

33. The Coca-Cola Company

34. The Walt Disney Company

35. Kraft Foods Group

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1. Novartis Pharmaceuticals Corporation2. Sodexo3. EY4. Kaiser Permanente5. PricewaterhouseCoopers6. MasterCard Worldwide7. Procter & Gamble8. Prudential Financial9. Johnson & Johnson10. AT&T11. Deloitte12. Accenture13. Abbott 14. Merck & Co. 15. Cummins16. Marriott International17. Wells Fargo18. Cox communications19. Aetna

D&I Strategic Framework ~ 2013-2015

2. Cultivate an Inclusive Environment to Improve Employee Engagement and Maximize Contribution

1. Ensure Business Leader Ownership and Accountability

3. Embed D&I Principles and Practices into Core Talent Processes at All Levels 4. Develop the Fundamentals to Drive Desired Outcomes and Sustained Results

DuPont D&I Strategic Direction

Within 5 years, DuPont excels as a global leader

by engaging, empowering, and

advancing diverse talent everywhere we operate

5. Establish and Support Key Partnerships External to DuPont and Gain Recognition for Our Efforts

Diversity is about inviting a broad

breadth of people to the table

Inclusion is about leveraging the Diversity

Diversity and inclusion contributes to engagement of employees that leads to a positive impact on business performance

Redundancia Cultural Competency Simulation

Redundancia is a short simulation activity intended to give you an idea of how it feels to speak a new and unfamiliar language. Everyone will have an opportunity to speak and listen to Redundancia language, as well as to observe others communicating in the language.

Redundancia Activity:

• Introducing Redundancia

• The Redundancia Simulation

• Small Group Discussions

• Large Group Discussion & Summary

Redundancia Objectives:

• Increased empathy for people from different linguistic backgrounds

• Increased awareness of the changes in our behavior and our reactions' when communicating in a foreign language

• Learn how language ability influences perception

• Discover methods for enhancing accuracy of communication in non-native language

• Comprehend how emotions may modify, interfere with, or assist in communication in foreign language

Redundancia Stimulation:

In a group of 3, select one person to be the initial speaker, one the initial listener and one the initial observer. You will have the opportunity to participate in all roles.

When we begin the exercise, the speaker will talk for about 2 minutes on any topic he/she desires, but using the Redundancia language.

• The listener may not talk, but is allowed to encourage the speaker in a non-spoken way.

• The observer should focus on the interaction between the other two participants.

When time is called, without talking, write your thoughts of the role you just played. We will rotate roles and repeat the exercise two additional times.

The Redundancia Language

• The Redundancia language is based on English, but with the addition that whenever a verb is used, it must be doubled by use of a synonym. For example, instead of saying, “ I walked my dog,” you would say, “ I walked/ exercised my dog.”

• You will use two verbs with a similar meaning every time you need a verb in a sentence. For example, “ I got out of bed/arose and stumbled/plodded to the kitchen. I brewed/perked some coffee and made/cooked breakfast.”

• Now don’t you think/believe that speaking Redundancia should appear simple? Choose /select any topic you prefer/desire and let’s begin/start the exercise.

Redundancia Debrief:

As a Speaker: ( Talk on a simple topic for 3 minutes using the Redundancia language)

• What did I do?• How did I feel?

As a Listener: ( Be attentive and encouraging to the speaker)• What did I do?• How did I feel?

As an Observer: (Make sure the speaker is using Redundancia language. Note how the speaker behaves)

• What makes communication successful?• What makes communication difficult?

One thing I can do in order to be a better listener when a person is speaking in a second language

Lessons from Redundancia

• When communicating in an unfamiliar or uncomfortable language both behavior and our reactions to others’ behaviors change.

• Our perception of overall intelligence and competence is influenced by language ability.

• You can learn techniques that enhance the accuracy of communication in a non-native language

• Emotions may modify, interfere with, or assist in the process of communication in an unfamiliar language.

Keys to Effective Cross Cultural Communications

• Know yourself

• Be curious

• Clarify your intentions

• Take a step back from the situation

• Put yourself in the other person’s shoes

• Focus on key areas of speech that can make your message clearer:• Speed• Pronunciation• Clear meaning• Words and phrases

Keys to Effective Cross Cultural Communications

• Say the same thing in a number of ways

• Be aware of how you speak

• Check for understanding

• Encourage Feedback

• Listen, Listen, Listen