Maximising Diversity in the 21st Century ~ How to Build an Enduring Plan for Inclusion Howard Ross Founder and Chief Learning Officer 1 Agenda • • • • • • • • • • Introduction/Set Up 21st Century Paradigm The Big Decision (Simulation) Break Diversity, Inclusion, and the Unconscious Working Lunch Perceptual Identity Tools for 21st Century Diversity Promoting Cultural Transformation Action Planning and Closure 2 Course Objectives At the end of this full day workshop, participants will have: 1. Identified sources for the development of cultural competence, intelligence and flexibility 2. A deeper understanding of unconscious bias and its impact on talent management (identifying talent, hiring, developing, retaining and promoting) 3. Developed understanding of a systemic, strategic and culture based approach to inclusion for an organisation 3 Introductions • Name, organisation, function • What diversity challenges do you see, or are you experiencing in your organisation today? • What is the cost of this challenge to your business? 4 Why Diversity? Why Now? 5 Did You Know? Inspired by Karl Fisch 34 Babies will be born in the next 8 seconds…. 4 in China 1 in the US 5 in India College Graduates in 2006 India 3.1 Million US 1.3 Million China 3.3 Million The # 1 English speaking country in the world is… China now has more English speaking people than the United States has people! The U.S. Department of Labor estimates that today’s grade school students will have 10-14 jobs by the time they are 38 years old The top 10 jobs that will be in demand in 2010 did not exist in 2004. We are currently preparing students for jobs that don’t yet exist…using technologies that haven’t yet been invented…in order to solve problems we don’t even know are problems yet. Today’s 21 year olds have… 20,000 hours on TV 10,000 hours on Video Games 300,000 emails and IMs 10,000 hours on the phone More than 50% of 21 year olds in developed countries have already created web content 50% 70% of U.S. four year olds already use a computer We are living in exponential times… Time it takes to reach an audience of 50 million people… Radio…38 years TV…13 years Internet…less than one year Internet devices worldwide… • 1984…1,000 • 1992…1,000,000 • 2006…600,000,000 • 2009…900,000,000 The number of daily text messages now exceeds the population of the planet 6,000,000,000+ There were 31 million searches on Google…this month! Who answered these questions B.G.? (Before Google) 200,000 new users join Facebook every day…almost 200,000,000 active users since 2004! YouTube has 200,000,000 hits every day Information is expanding exponentially… 3,000 new books are published… every day! It is estimated that a week’s worth of the New York Times…contains more information than a person was likely to come across in a lifetime in the 18th century. One-third of the 2 Billion children in developing countries never complete primary school. The One Laptop per Child project (OLPC) has distributed over two million computers to them since 2007 Children who historically have barely been able to read will now be connected….to you! The West’s (Europe, US and Canada) Share of the World’s Population has dropped from 33% in 1913 to 17% today An Extended View: The West’s Share of the World’s Population The West’s Proportion of the Global GDP Proportion of the World that is Urbanized The four tallest buildings in the world are now in Dubai, Taipei, Shanghai, and Kuala Lumpur Of the top ten tallest buildings in the world, either completed or under construction, only The richest man in the world now lives in Mexico The country with the most televisions is …. China The world’s largest Ferris wheel is in… Singapore By 2040 Europe will have a shortfall of 24 million workers 15 to 65 years of age Demographic changes are at historic levels in the U.S. and Europe… • Almost 12% of U.S. residents were born outside of the country…the highest percentage since the 19th Century • Sweden, Italy, Portugal, and Spain all have immigrant populations between 7 and 14% • Between 2002 and 2007 2.5 million foreignborn immigrants came to the U.K. and 750,000 British citizens left …and in the Middle East… • 90% of workers in Dubai are foreign born • Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates all have immigrant populations over 35% …and Africa… • There are one billion Africans…up from 224 million in 1950. The United Nations projects two billion in 2050, 20% aged 15 to 24, and many unemployed, encouraging immigration …and Asia • By 2015 China’s economy can be expected to be about the size of the EU and only 15% below the U.S. • Taiwan had 373,000 migrant workers in 2008 • Indian has 15-20 million English speaking college graduates • Japan’s working age population is expected to drop from 65% in 2007 to 47% in 2050 • South Korea has one of the world’s highest rates of university enrollment…many study, and settle, in other countries • 84% of the people in the world now live in developing countries • Hundreds of millions of people live and work outside their country of origin • In 1955, 75 of the 100 largest industrial businesses in the world were in the United States. By 1996 that number was 24. Estimates are that by 2037 the number will be 8. What does all of this mean? The combination of mass communication, immigration and demographic movement has radically altered the size and interaction of the world…and has brought the world into our businesses, our communities, and our homes Shift Happens • How do dynamics like this occur in, and impact the business environment in Singapore? • What competencies do individuals and organisations need to thrive in this environment? 43 “It was as if light came where there had been no light before, the intangible world became a shining certainty. The horizons of my mind widened to bright destinies where the race would still be swift, the battle strong… I showed immediately in many ways that a great change had taken place in me. I wanted to learn the name of every object I touched, and before night I had mastered thirty words. ” Helen Keller, “My Religion” Content Context Fear Excitement Horror Movies are fun!! Horror Movies are scary!! Background Ideology The body of doctrine, myth, belief, etc., that guides an individual, social movement, institution, class, or large group. Schema A concept or conceptual framework by which an object of knowledge or an idea may be apprehended. QWERTY Keyboard Christopher Latham Sholes – James Densmore, 52 The Augustus Dvorak Keyboard, 1932 Carnegie Foundation 53 Ideology Schema Background Background “…this background “enables linguistic interpretation to take place…enables perceptual interpretation to take place (and)…structures consciousness.” John R. Searle, “The Construction of Social Reality” • We perceive it as exciting or scary (perceptual interpretation) • We create words (“exciting” “scary”) to identify what we are experiencing (linguistic interpretation) • And those interpretations create a mindset that we have about roller coasters (structures of consciousness). The Changing Paradigm of Diversity . 58 Re-Inventing Diversity 59 “The world that we have made as a result of the level of thinking that we have done thus far creates problems that we cannot solve at the same level at which we created them.” Albert Einstein 60 The Big Decision TM 61 Step One: Instructions (15 min.) Individual work…do not discuss • Open your envelope and remove the profile/performance review, the narrative, and the score sheet • Mark the number of your profile/performance review on the score sheet* • Rate your candidate from 0-100% as to your recommendation to hire • List five adjectives to describe your candidate (no more than two words) 62 Step Two: Instructions (30 min.) • Gather with the group that matches the number of the profile that you reviewed • Come to a consensus decision of the percentage rating and the five (one or two word) adjectives that your group assesses to that candidate (try not to simply come up with an average score…advocate for your assessment as you would if you were on a hiring committee). Will you promote? • Prepare a flip chart with the results • Choose a presenter to share for no more than 2 minutes about your results and your process 63 The Big Decision Discussion Questions • What reaction do you have to seeing the results? • What factors were most important in driving your assessment of the candidate? • How did you resolve differences within your group? • What decisions, talent management or otherwise, do you regularly make that could be impacted in similar ways? 64 What values, standards or behaviors do you place the most emphasis on when evaluating people? 65 Value of Diversity in Problem-solving “Identity diversity among intelligent people on a team contributes more to effective problem-solving than a team comprised of the best-performing, intelligent people without identity diversity.” Scott E. Page The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools and Societies” (Princeton University Press) 2007 66 Think about the last three times you were asked for feedback on a candidate for employment, peer or supervisor. What factors were most influential in your assessment? Studies on Unconscious Bias • • • • Resumes and names Interviewing Sales and gratuities Performance reviews How do we know bias when we can’t even see it in ourselves? 69 “Because the inferences…are provided automatically by (our) underlying machinery, any knowledge or understanding of the illusion we may gain at the intellectual level remains virtually powerless to diminish the magnitude of the illusion.” Roger Shepard, Stanford University 70 The McGurk Effect Conscious Beliefs Conscious Conscious Beliefs Unconscious Unconscious Beliefs Resume: Tan Chee Meng Skills: Platforms: Software: DOS, Windows, OS10, Macintosh Lotus 1-2-3, Quattro Pro, Louts Notes, Paradox, COBOL, Compu Stat, Microsoft Excel, Microsoft Word, WordPerfect, HTML, Java Languages: COBOL, Fortran, Machine and Assembly Education: • Nanyang Technological University Systems Analyst Training Certificate, December 1996 • National University of Singapore Bachelor of Arts in History, May 1993, Minor in Computer Applications • National University of Singapore Associate of Arts in History, May 1991 Work Experience: 3/04-7/05 Petra Global Limited Vice President, Integrated Systems Development 9/98- 11/03 NCX International Ltd. Project Manager 6/01- 11/03 NAA Technologies Pte. Ltd. Analyst Joshua Bell $250,000 $32 What are the issues of “appearance” that might impact people’s assessment of talent in your culture? 77 Studies in Visual Cognition 78 11 Million pieces of information at any one time 80 What unconscious patterns may be driving your talent management and/or other business decisions? 81 Identity 82 Identity 83 Culture Shows up in Many Ways: Taboos Relationships Personal Space Gestures Decision Making Time Orientation Conflict Competition Vs. Cooperation Eye Contact Tolerance For Change Direct/Indirect Expression Of Feelings Face Saving Style 84 My Cultural Patterns 85 Culture Continuum 86 My Cultural Patterns X Nuclear X Avoid Linear Extended Expression of feelings Controlled Distant Relationships X Expressive Personal Space Close Conflict X Mental Processes and learning styles Engage X Lateral 87 My Cultural Patterns X Nuclear Expression of feelings Controlled Distant Avoid Relationships X X X X Extended X Expressive Personal Space X Close Conflict X Mental Processes and learning styles Engage X X Linear Lateral Culture Gap 88 My Cultural Patterns • What do you notice about the overlap of responses? • What variations would you expect among your peers? What implications can these variations have both on how we engage in the workplace, and on how we manage talent? • How might these anticipated variations impact your daily work experience at Fannie Mae? • Which 3-4 cultural learnings that are different from your own are most challenging for you in the workplace? • Identify ways in which you have learned your “cultural learnings.” 89 Identity 90 Identity 91 Identity 92 Culture Group Background Institutional Individual Identity Axiology (Value System) Norms of Behavior Heuristics (Problem Solving) Individualism and Empowerment Biases Interpretations Perceptions Epistemology (Learning Style) Language Self Image and Definition Logic Reactions to Change Sense of Entitlement 94 These perceptions impact our view of others, and they also impact our view of ourselves and our own competence 95 What examples do you have of where there may be “worldview” clashes? Promotions Recruitment Hiring MicroAdvantages Mentoring Culture Unconscious Perceptions MicroInequities Marketing Bias Project/Job Assignments Client/Customer Service Performance Reviews “The past is not dead. In fact, it's not even past.” William Faulkner 98 The Malleability of the Unconscious Re-Training the Unconscious • Develop a sense of Constructive Uncertainty • Studiously develop self-awareness • Understand and redirect beliefs, don’t try to suppress them • Create opportunities for positive exposure • Create and nurture an organisational culture in which we inquire not only into the decisions, but how we make them • Create constant processes for getting feedback (Especially Data!) • Increase your level of self-responsibility, and decrease guilt “Freedom is the capacity to pause between stimulus and response.” Rollo May P.A.U.S.E.! • Pay attention to what’s actually happening, beneath the judgments and assessments • Acknowledge your own reactions, interpretations and judgments • Understand the other possible reactions, interpretations and judgments that may be possible • Search for the most empowering, productive way to deal with the situation • Execute your action plan Mission, Vision, Values Organizational Culture Compensation & Benefits Orientation, Training, & Development Mentoring/ Coaching Vendor Relationships Interviewing Attrition/ Retention Metrics Marketing/ PR Recruitment Promotion/ Advancement/ Structure Cultural Competency Sales Hiring Internal Communication & Information Sharing Leadership Behaviors Service P E R F O R M A N C E Employee Behaviors History Environmental Addressing Business Challenges • When you look at the Systems Map, what areas of your business will need to be addressed in order to create an inclusive, collaborative organisation? – What’s the cost of this challenge if unaddressed? – What specific recommendations do you have for addressing the challenge? 104 Action Planning • Identify three issues of importance to move your organisation towards greater inclusion and cultural competency. • How you will you address the three issues you identified in the next 30-60 days? • What new behaviors? • Who else needs to involved? • Timeline? • Milestones? 105 Cook Ross, Inc. 106