Diversity and inclusion Cpcu – cwsc 2017

5 lessons we can learn about d&I INFORMATION

Number one Diversity and Inclusion More than just race and gender It’s about creating environments where differing voices are encouraged, such as race, ethnicity, gender, sexual orientation, generation, disability, personality type, thinking style, etc. BROADER UNDERSTANDING OF DIVERSITY AND INCLUSION

NUMBER TWO To survive in the global market today, it is crucial to create environments where all people draw upon their unique experiences, backgrounds and varying perspectives to further business goals. BUILDING AN INCLUSIVE ENVIRONMENT

Number three DIVERSITY AND INCLUSION D&I is evolving constantly and leaders need feedback about policies, retention trends, hiring processes, etc. Continual and consistent learning provided to employees to remind them of the company’s values and expectations. ERGs important! UTILIZE TALENT DASHBOARDS AND CONTINUAL LEARNING

Number four Senior leadership should model diversity and inclusion at all times. This demonstrates to employees the importance of the company’s policies and values. It is not enough to hire a diverse workforce, but leaders must create an inclusive environment that includes accountability. LEADERSHIP LEADS BY EXAMPLE

NUMBER FIVE Almost every company has an innovation department now, and if they don’t they SHOULD. D&I supports innovation through cognitive diversity which includes perspectives, interpretations and predictive models. D&I EQUALS INNOVATION

ICE BREAKER ACTIVITY TWO VOLUNTEERS NEEDED STAND BACK TO BACK UP FRONT CALL OUT DIFFERENCES TAKE ONE STEP AWAY FROM EACH OTHER CALL OUT SIMILARITIES TAKE ONE STEP CLOSER TO EACH OTHER

Scenarios and discussion Collaboration

Scenario one A new job candidate has made it through the final round and you are taking him/her for a company tour. He/she is clearly put off by the diverse workforce. The candidate has the strongest level of experience and skills needed for the position but appears uncomfortable with the diversity. The hiring decision is yours. What do you do? HIRING

Scenario two Kate, a lesbian woman in her 30s, is a highly regarded team member and her group’s top producer. Tony is her boss. He has been with the firm for 20 years. He is fond of Kate and has mentored her since her arrival at the firm. Kate is getting married to her partner and verbally invites Tony 3 months in advance because he always turns down her invitations. His religion opposes gay marriage. What should he do? What should Kate do? SEXUAL IDENTITY AND RELIGIOUS BELIEFS

SCENARIO THREE It is Black History Month and the company African American ERG is hosting a lunch/BHM celebration. Tina is new to the company and is interested in learning more about the ERG. Tina, who is Asian, attends the celebration but receives stares and feels very uncomfortable. She doesn’t think she will attend again. What should Tina do? INCLUSION

FINAL THOUGHTS Questions Personal examples