USING MENTORSHIP TO ENCOURAGE DIVERSITY IN ORGANIZATIONAL LEADERSHIP

Mike Adams

HRD 830

Professor Newmark

November 11, 2013

Diversity…

“He who is different from me does not impoverish me -he enriches me. Our unity is constituted in something higher than ourselves - in Man... For no man seeks to

hear his own echo, or to find his reflection in the glass.” ― Antoine de Saint-Exupéry

The World is Changing…

The nation’s landscape is dramatically shifting, from a once white-male dominated demographic to now a more diverse climate that is influencing buying power, politics, and authority.

Women wearing different hats…

Corporate America has seen a shift in the population of women, as they are now performing dual roles of Employee-Mother.

…but CHANGE has not reached the Boardroom

Fewer than 20% and 10%, women and ethnic minorities, respectively, make up Senior leadership positions. This compares to the 65% of white males that occupy CEO or similar positions.

Are these not enough?

Diversity is a strategy

• Unfortunately, even with such federal programs as AA and EEOC, diversity amongst leadership hasn’t made a major impact due to the short-natured approach of such practices.

• Diversity & Sensitivity trainings offer low impact as well due to lack of sustained communications and because many are only addressing diversity amongst groups, rather than embracing differences amongst individuals…in general.

What will it take?

• Linking diversity to executive bonuses (compensation)

•Increased accountability more than Human Resources regarding D&I

•Getting to know and investing in diverse communities

•Create external advisory councils to assist with diversity

•Expand recruitment beyond Ivy League schools –

•Mentoring & Sponsoring

•Diversity management programs

•Diversity-based talent boards

What is Mentoring?

• In the context of business, mentoring is a mutual relationship whereby a more experienced leader provides guidance to a less-experienced protégé, in terms of career advice, emotional support and networking.

• Case studies have shown that mentoring within white male executives occurs much earlier than non-whites, providing earlier development and access to future career opportunities.

Effective mentoring requirements for diversity professionals

• Careful, calculated pairing of mentor & protégé – Various mentors from different backgrounds (race and gender)

• Partnership buy-in– Environment of trust and openness

– Strong communication channels (i.e. frequency and time spent)

• Guidance on building a diverse network

• Sustainment of a supportive, organization culture– Diversity executive development workshops

– In house minority associations

– Talent pools reflect diversity amongst organization

The Outcome

Diversity Mgt Tips for HRD Professionals

• Design a continuous diversity mgt leadership program

• Keep Senior leadership informed – What’s working and what’s not

• Facilitate discussion groups, in addition to training programs

• Perform outreach to minority-based affiliations (i.e. schools, churches, organizations)

• Coordinate development programs for minorities & women

• Don’t tolerate discrimination. Hold all levels accountable

• Continually show the benefits of how diversity in leadership helps the organization.

The End

Questions or Comments?