why diversity training and related efforts have to change!
DESCRIPTION
Why Diversity Training and Related Efforts Have to Change! . For: Workforce Diversity Network Power of Inclusion Conference 2011 By: Mauricio Vel á squez, MBA President, CEO The Diversity Training Group 692 Pine Street Herndon, VA 20170. Meet Mauricio Velásquez. - PowerPoint PPT PresentationTRANSCRIPT
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Why Diversity Training and Related Efforts Have
to Change! For: Workforce Diversity NetworkPower of Inclusion Conference 2011By:Mauricio Velásquez, MBAPresident, CEOThe Diversity Training Group692 Pine StreetHerndon, VA 20170
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Meet Mauricio VelásquezMauricio Velásquez is the President and CEO of The Diversity Training Group (DTG) in Herndon, VA. Mauricio serves as a diversity strategy consultant, diversity trainer, sexual harassment prevention trainer, toxic employee, executive coach, mentoring trainer, and expert witness (20 yrs).
DTG’s clients include small and large organizations and public and private entities. From the Surgeon General of the Navy to the DOJ, from Guantanamo Bay, Cuba to Spain, Italy, Japan and Guam most recently. From the White House to Native American Tribes to law enforcement to Nixon Peabody, Energy East/RPG in this town.
Mauricio has trained in every state but North Dakota. Work and life has taken him to more than 75 countries.
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Mauricio’s Mission TodayProvoke ThoughtFacilitate Discussion and LearningAdd ValueProvide Subject Matter ExpertiseMake the conversation today real, pertinent
and useful
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Our #1 Ground Rule Today
PARTICIPATE!Don’t hold backShoot at my fightMake me dance
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So what are you seeing?Why are we having this conversation?
Why Diversity Training and Related Efforts Have to Change!
Let’s start with the organizational conversation first – big picture
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Turn to your colleagueDiscuss for 60 secondsBe ready to share your top answers with
room!
Why Diversity Training and Related Efforts Have to Change!- Organizationally Speaking (Big Picture First) before we focus on diversity training specifically
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What audience said…Why D & I has to change? The word, the language of our field changing Productivity - Different ideas -> different people Bias ---- A few people committee, savioritis Not getting results/not working Done wrong -> Backlash No follow through/no post work Stagnation -> no momentum/flat No leadership/leadership -> has not measure No time/no resources, Stronger efforts in past Commitment/resilient, reluctant – ambush, Be comfortable ->
being comfortable
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What DTG is seeing…IN GENERAL / BROADLY SPEAKING…Training, all training has been slashed (economy)People being promoted into supervisory and
management roles with no training at all (or training comes – after the fact)
No conversation about “Can this person manage people different from him/her?”
A lot of denial – “We don’t have D & I issues?I truly believe….“Most people can barely manage people like
themselves let alone people who are different”
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DTG is hearing / getting a lot of..Why are we doing this?Why diversity and inclusion? Why now?What is diversity and inclusion?Why should I care?What is in it for me or for my organization?Did they talk to anyone prior to training?None of these questions are answered prior to
coming to the workshop or training.Diversity professionals inside and outside
organization are not “doing the up front work.”
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When you don’t do the “up front”The audit / needs assessment / diagnosis work…
(interviews, focus groups, survey work)
The “down the back work” gets harder, you become vulnerable
What is “down the back work?”
- BACKLASH!!!!!
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What is Backlash?Audience said….Backlash Blame Denial Retaliation Sabotage/set up/Ambush Ridicule Passive - Aggressive Diminished to lowest common dominator
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BacklashResistanceSkepticism is naturalCynicism can be avoided (with proper up
front work) Definitely a bad attitude coming into
sessionSabotageIronic – Participants have a “bias about a
workshop on bias”
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Feeding the “Monster”What You Don’t Know You Don’t
Know
(DKDK)
What You Don’t Know
(DK)
What You Know
(K)
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Now we focus on training itself Doing a fair amount of “rescue diversity work”
– someone else started the conversation but created “enemies” - polarized
Few learning cultures out there (people who want to go to training – any training)“No time for training”“Too busy”Bias for a workshop on bias – bias squared
Training itself is ineffective Why would you embrace diversity and inclusion “if you were
the enemy, the ‘bad guy?’’
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Bad versus Good Training
What pops into your head?
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Audience for “Bad Training” Too much humor Exclusive - one group - No commitment Reactionary – reason doing I –way/expect centered/didactic No training Mandatory – e-learning in lieu of Mechanical/not fluid Not participant – centered Numbers/stats – too much (not argument) Train all - I pot at who is missing Too safe/too PC (old bad videos)
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Audience for “Good Training”
Inclusive/everyone – participate, all participate Discomfort – is minimized Leadership/support/commitment - Top Risk Taking by all Asking – Tough questions Ahas - many Insights Tip/Tool/Techniques
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Audience mentioned…Metrics Measure like you measure anything else
Levels of training Don’t know you don’t know – to what you know
(Awareness) – measure what? Skill based Coaching problem solving – can measure Knowledge application – behavioral change, case studies,
solving problems, resolving conflict – can really measure
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Bad Training - Good Training
Fuels backlash No platform for backlash Confrontational - "in your face“ Non-confrontationalExpert trainer drives course Facilitator leads Theory-based, academic Practical, "real world” Negative examples or role plays Positive examples are
used Expert-centered Participant-centeredPolarizes participants Unifies participantsNo pre-work or post-work Mandatory pre / post
work
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Bad Training - Good Training
"Off the shelf" - one school “Customized" – eclecticNo/little diagnosis/needs analysis Mandatory up front
work"Hit or miss” “Always on target”"Blame and shame” Positive"Live in the past” “Look to the future“Divisive UnifiesAwareness-based Skill / Knowledge-based "What next?” “I know what to do"
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Bad Training - Good TrainingTalks about victims Talks about shared
responsibilities"Build the temple, they will come” "They don’t worship in
a temple!”HR driven “Grass roots” driven Diversity trainer is the savior Diversity trainer is an
advisorDependence on trainer Client-trainer partnershipIn a hurry Cautious, take your
timeCheck the box There is no boxReactive Proactive
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What 1 thing makes the biggest difference?
What is the lynch pin?
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Diversity Dashboard – like in a car you have gauges…
What are the gauges?What are you watching?What should everyone be watching?
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The gauges…Where are we sourcing?Who are we hiring?Who is leaving voluntarily?What does the exit interview data tell us?Who is staying? Who is moving up?Who have we identified as high potentials?Compare year to year for trends…..D & I issues have to be relevant, we have to
stay relevant in these times…
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Summarizing Workplace is changing, getting more diverse
You cannot stop itDenying these changes are happening is foolish Ignoring these changes do not make them go away
Marketplace is changing, getting more diverseYou cannot stop itDenying these changes are occurring is foolish Ignoring these changes does not make them go away
Having diversity issues is not a bad thingAll organizations have diversity issuesNot addressing these issues is where organizations "go very wrong“
What is a diversity issue?
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Definition of a D&I Issue….You have a firm/organizational diversity (inclusive
workplace) issue…when an issue (i.e., policy or business practice - formal,
informal, internal or external) has a different impact on a particular group (for example, who gets mentored, choice assignments, overtime – who does not)
when it happens more frequently to a particular group (for example, who gets to go to conferences, high visibility work, put on committees, teams)
when it is more difficult for one group to overcome (upward mobility for a particular group within a firm including “glass or brown ceilings”)
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More on D & I Issues…A diversity issue exists where the firm policy or business
practice has an impact exclusive of difference (not inclusive of difference). Is there a trend or pattern (intentional or unintentional) that affects different groups of staff differently?
Having a diversity issue is not necessarily a bad thing. Doing nothing about it given you have knowledge of the issue(s) is where firms go wrong (a kind of negligence so to speak). Being in denial about these issues does not make them go away. Ignorance is not bliss!
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So, how to address these issues
WORST PRACTICES FIRST – NOBODY TALKS ABOUT THEM!
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Worst Practices1. Firm has no diversity strategy or plan 2. Firm has no diversity mission or vision3. Firm has no core values 4. Firm is only rolling out “off-the-shelf” diversity
training 5. Firm wants to cut straight to training6. Firm is not “weaving diversity and inclusion” into
the fabric of the organization 7. Firm is not willing to acknowledge the workplace
is changing (labor force), the marketplace is changing (client force) and society-as-a-whole is
changing
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More Worst Practices Firm does not value the competencies, the skills of
being an inclusive manager The actual diversity training rolled out is awareness-
based only The actual diversity training is the old past failed
formula of “blame and shame” diversity training
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3 KEY Worst Practices Firm’s definition of diversity is narrow and not inclusive –
too focused on “traditional EEO/AA roots of diversity” and really not where the field and the conversation is today.
Firm has no Chief Diversity Officer – a part-time or full-time person who is fully dedicated to be the internal change agent, the keeper of the culture of the firm constantly ensuring it is inclusive.
Firm has a CDO but all this firm did was promote the highest ranking minority professional in their ranks (usually from another department) and put them in as a figurehead because that is all they are – they have no diversity education background, no budget, no resources or support and most important no influence or power.
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Now for BEST PRACTICESYOUR ACTUAL D & I TRAINING…1. …comes with an actual workbook2. …includes predetermined training objectives3. …is built around objectives that came from some kind of
a prior training needs analysis4. …is linked to your organization’s mission and core
values5. …reflects an acknowledgement by firm leadership that
“status quo” is not working6. …implies a bias for action7. …is part of a much bigger organization-wide diversity
strategy and
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MORE BEST PRACTICES8. …is an acknowledgement that we have not been
preparing our supervisors and managers to do their job
9. …includes skills, tools, tips and techniques for dealing with diversity issues
10. …is linked to your annual performance appraisal process
11. …has messages that are also woven into your new hire orientation, your supervisory, managerial and executive development curricula
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Now for BEST PRACTICES
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In closing….Organizations cannot continue to support
"the status quo"Cannot continue to manage your human
resources the "same old way“ – the way we have always done it
New workers, new workplaces, new emerging markets - require new management techniques and methodologies
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Dimensions of Diversity
Individual
Group
OrganizationalAffiliation
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
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Dimensions of Diversity
MilitaryExperience
Religion
Income
WorkExperience
GeographicLocation
Language
Education
WorkStyle
FamilyStatus
CommunicationStyle
Age Gender
EthnicHeritage
Race
Mental/PhysicalAbilities
SexualOrientation
Operational Role and Level
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Dimensions of Diversity
Individual
Organizational Affiliation
Group
Individual
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Behaviors, Attitudes, and Values…
…influence our behavior
Behaviors
Attitudes
Values
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What Your Scores Tell You0 - 20 Naive Acts with no knowledge or awareness of biases and
prejudice and their impact on others. What they don’t know they don’t know. This person has no clue as to the impact of their actions on others.
21 - 40 Perpetuator
Aware of biases and prejudices, but continues behaviors and actions that reinforce and support stereotypes and intolerance. This person is aware of the impact of their actions on others, but continues with such behaviors nevertheless, “You can’t teach an old dog new tricks.”
41 - 59 Avoider Aware of biases and prejudices, but makes a conscious choice to ignore inappropriate behavior or withdraw from it. This person would rather turn and walk away than understand and address inappropriate behaviors or that bias that can appear or be misinterpreted as support. “If you are not part of the solution, you are part of the problem.”
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What Your Scores Tell You60 - 75 IWE Change Agent
Acts as a role model. Takes action when appropriate and addresses behaviors when important. IWE Change Agent will take risks and use the many tools available to him/her. IWE Change Agent will take peers aside and provide feedback and coaching with the intent to improve work relationships and personal productivity.
76 - 80 Fighter Attacks all actions and confronts all behaviors. Always on the lookout for injustice but is often too confrontational, sometimes in public settings. Although a very important role, too often these individuals are labeled as “troublemakers.” If you have this energy, this fervor, please consider the change agent approach to problem-solving and inclusivity.
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Some Tools PERSON
SEPARATE
BEHAVIOR
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Start Message
Start with a PositivePlease stop_______________________________________
(describe negative/unproductive behavior)
Start_____________________________________________ (describe new, more appropriate/positive behavior)
Continue_________________________________________ (describe ongoing positive behavior)
End with a Positive
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I-StatementHow do I coach someone when I feel my differences are being held against me?
(Start with a Positive)
When you ___________________, I feel ______________________ (describe behavior) (impact of behavior)
I would prefer ___________________________________________ (new behavior – more appropriate/productive)
ORI feel _____________________, when you ____________________
(impact of behavior) (describe behavior)
I would prefer ___________________________________________ (new behavior – more appropriate/productive)
ORWhen I see ______________, it makes me feel ____________________
(describe behavior) (impact of behavior on you/group)
I would prefer _______________________________________________(new behavior – more appropriate, more productive)
(End with a Positive)
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How Do We Categorize People?
DIVERSITY
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Using Communication to Solve Problems
Step Action ExampleIdentify and agree on the problem (consensus) Ask the right questions.
Ask for the facts Verify the information Decide what else you need to
know
“Help me understand exactly” “Let me make sure this is recorded
correctly” “I will be able to help you better if
I know…”
Conduct problem-cause analysis to identify a specific problem and its cause
Restate the problem in simple terms
Get agreement on the problem and its importance/impact
“So, the basic issue is…” “It seems we agree it is important
to fix this because…”
Identify solutions/alternatives
Ask what can be done to solve the problem
Suggest other options for consideration
Tell them what you can do
“What ideas do you have on how this can be fixed?”
“In similar situations we have..” “I really wish we could do exactly
what you suggested. However, according to…, we must…”
?
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Using Communication to Solve Problems
Step Action ExampleImplement solutions/take action with the help of the customer
Ask for their cooperation Tell them what you will do Suggest how they can help,
now and the next time
“I’ll need your help to…” “Here is what I can do…” “To get this resolved quickly,
I’ll need you to…, and if this should happen again, please…”
End with an agreement and a thank you. Monitor and follow up on the situation
Summarize what will be done, and by whom
Thank the customer for cooperation and help
Promise to follow up to ensure the solution really worked
“Can I assume that we agree on…?”
“Thank you for being so cooperative in helping us to solve this problem.”
“I will call you in a week to be sure the situation is resolved.”
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Action PlanHow can I create an inclusive
work environment? How can I use what I have
learned in this class in my organization and beyond?
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For more information…CONTACT:
The Diversity Training Group692 Pine StreetHerndon, VA 20170Tel. 703.478.9191Fax [email protected] Mauricio Velásquez, MBA - President
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DTG is a Team of Experts in...Stress Management / Bullying / Anger
Management / Toxic EmployeesOrganizational RedesignCross-Cultural Communication Cultural IntelligenceConflict Resolution & MediationSexual Harassment E-LearningDiversity Education E-Learning
… consulting & training.
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Our ApproachFORM a partnership with our clientDIAGNOSE with a thorough,
organization- wide needs analysisDESIGN a customized program based on a
diversity strategyDEVELOP high impact training materialsIMPLEMENT or execute the strategy
which typically includes trainingEVALUATE and follow up