Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014 - PowerPoint PPT Presentation

the practice of inclusion towards a dynamic and systemic approach diversity in times of transition n.
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Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014 PowerPoint Presentation
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Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014

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Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014
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Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014

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  1. The practice of inclusion Towards a Dynamic and Systemic Approachdiversity in times of transition Effenus Henderson, CEO, HENDERWORKS Retired CDO, Weyerhaeuser May 19, 2014 HENDERWORKS CONSULTING

  2. background • The Evolution of Diversity and Inclusion • The Importance of Context Setting • Alignment with Mission, Vision and Values • Integration of diversity into the overall business strategy • Development of a Multi-year Change Agenda • The Importance of Leadership Commitment HENDERWORKS CONSULTING

  3. The evolution Diversity and inclusion HENDERWORKS CONSULTING

  4. The Evolution of Diversity HENDERWORKS CONSULTING

  5. The Business Imperative HENDERWORKS CONSULTING

  6. Growing Complexity HENDERWORKS CONSULTING

  7. Expanding to all Stakeholders HENDERWORKS CONSULTING

  8. Stakeholder issues HENDERWORKS CONSULTING

  9. The Change framework A multi-year change strategy HENDERWORKS CONSULTING

  10. Direction setting components HENDERWORKS CONSULTING

  11. Inclusive systems and practices HENDERWORKS ASSESSMENT FRAMEWORK • Workforce Utilization • Governance and Compliance • Work Climate and Culture • Rates of Participation in HR processes and systems • Rate of Rise of Women and People of Color • Understanding the Level of Interest of Employees in Development • Outreach and Community Relations • Alignment with Organizational Values • Employee Retention and Talent Management HENDERWORKS CONSULTING

  12. Inclusive systems and practices HENDERWORKS ASSESSMENT PROCESS • Collect data on risk areas • Work with organizational leaders to assess gaps • Use effectiveness barometer to identify levels of effectiveness • Treat data as confidential and share on a “need to know” basis • Develop action plan for improving effectiveness • Monitor and update leadership on progress HENDERWORKS CONSULTING

  13. Alignment with workforce plans HENDERWORKS CONSULTING

  14. Leadership Behavior The importance of commitment HENDERWORKS CONSULTING

  15. Leadership effectiveness HENDERWORKS LEADERSHIP ACTION FRAMEWORK • Clearly understand the demographics and composition of workforce • Make diversity leadership a personal priority • Expand recruitment efforts through targeted outreach • Build diversity and inclusion into business planning process and stakeholder relations • Make a personal commitment to develop the pipeline of diversity talent • Sponsor mentoring efforts and diversity network groups • Sponsor and participate in diversity education • Become personally involved and support diversity outreach efforts • Ensure leadership behaviors are inclusive and demonstrate a value for diversity • Create and maintain a respectful and inclusive work environment HenderWorks Framework for Leading Inclusively HENDERWORKS CONSULTING

  16. Strengthening leader behaviors HENDERWORKS CONSULTING

  17. Important behaviors HENDERWORKS CONSULTING

  18. A Respectful workplace is an inclusive workplace • A place where leaders set the tone by the words, thoughts, and actions • A place where all the dimensions of diversity are respected, valued and supported • A place where inclusion is fostered as an important part of the way business is conducted • A place where high expectations are set and where every one is held accountable for their actions. • A place where harassment and bullying are not tolerated HENDERWORKS CONSULTING

  19. lessons A dynamic and systemic approach a must HENDERWORKS CONSULTING

  20. Important lessons • Gaining traction requires dedicated leadership attention and commitment over time • Diversity and Inclusion must be viewed as part of organizational development and culture change which evolves and adapts as the business and organization changes (3 to 5 year timeframe) • A systems approach tied to organizational strategies and outcomes is critical • Attention to both short term tactical barriers (cost, profitability, etc.) and longer term consequences (retention, employer of choice, stakeholder relations) are essential • Meeting governance and regulatory requirements are a given HENDERWORKS CONSULTING

  21. Any questions HENDERWORKS CONSULTING