Texas Tech University Health Sciences Center at El Paso Cultural Competence Conference

Agenda What we mean by Diversity & Inclusion Stages of Diversity Management Top 50 Companies for Diversity Strategic Framework – Ownership & accountability – Culture of engagement and Inclusion – HR processes – D&I Structure – External partnership and recognition Cultural Competency Practice

ESTABLISHING A COMMON LANGUAGE DIVERSITY Any collective mixture of characteristics we are born with or choices we’ve made and experiences we’ve had. It extends beyond race and gender to include such differences as: Background and experience, language, education, work style, ideas, function and business unit experience Country and culture of origin, age, sexual orientation, physical ability, religion INCLUSION A culture of inclusion unleashes and leverages the power of diversity. It is an environment where: Everyone feels respected and appreciated – so we can individually and collectively do our best work The inclusive culture of our workplace inspires us to contribute our full potential, in focused pursuit of DuPont business growth. The sharing of new and different beliefs generates new perspectives and drives innovation and creativity.

Research Shows… BENEFITS  The collaborative energy that is created when talented people from different backgrounds come together to focus on innovation helps drive DuPont's success.  Organizations successful in creating a diverse workforce with an inclusive culture drive an increase in:  performance  productivity  customer satisfaction  Diverse workplaces with culturally competent workforces have the highest employee engagement.  Working in a diverse environment helps people overcome bias.  Companies with highly committed employees tend to have higher shareholder returns.  Companies that have successfully developed a diverse workforce have:  saved millions of dollars on turnover costs  improved product quality  produced twice the return on investment as those without a diversity focus 4

Stages of Diversity Management Danger of raising expectations with no corresponding gains in perceived opportunity High-level and high- potential regrettable loss Increasing difficulty in recruiting Firm diversity plan with actions, objectives and milestones Gains in workforce diversity and engagement Structured resource groups and mentoring Diversity council Denial of opportunity to Stage 1 competitors Metrics-driven accountability. Internal diversity/engagement metrics well above average, cutting-edge diversity management Outpacing competitors in raising cultural- competency in marketing and sales efforts Leveraging diversity management to create/sponsor/nurture innovation Integrated cultural competency from recruiting to customer service Thought leadership Stage 1 Stage 3 Stage 2 Stage 4 Workforce Focused Marketplace Focused Innovation Focused 5

2014 DiversityInc Top 50 Companies for Diversity 36. TIAA-CREF 37. Allstate Insurance Company 38. Toyota Motor North America 39. Wyndham Worldwide 40. Rockwell Collins 41. Medtronic 42. Time Warner 43. Verizon Communications 44. Comcast 45. TD Bank 46. Monsanto 47. KeyCorp 48. JCPenney 49. AbbVie 50. Nielsen 20. General Mills 21. KPMG 22. Target 23. IBM 24.ADP 25.New York Life 26.BASF 27.Eli Lilly and Company 28.Northrop Grumman 29.WellPoint 30.Colgate-Palmolive 31.Kellogg Company 32.Dell 33.The Coca-Cola Company 34.The Walt Disney Company 35.Kraft Foods Group 6 1.Novartis Pharmaceuticals Corporation 2.Sodexo 3.EY 4.Kaiser Permanente 5.PricewaterhouseCoopers 6.MasterCard Worldwide 7.Procter & Gamble 8.Prudential Financial 9.Johnson & Johnson 10.AT&T 11.Deloitte 12.Accenture 13.Abbott 14.Merck & Co. 15.Cummins 16.Marriott International 17.Wells Fargo 18.Cox communications 19.Aetna

D&I Strategic Framework ~ Cultivate an Inclusive Environment to Improve Employee Engagement and Maximize Contribution 1. Ensure Business Leader Ownership and Accountability 3. Embed D&I Principles and Practices into Core Talent Processes at All Levels 3. Embed D&I Principles and Practices into Core Talent Processes at All Levels 4. Develop the Fundamentals to Drive Desired Outcomes and Sustained Results DuPont D&I Strategic Direction Within 5 years, DuPont excels as a global leader by engaging, empowering, and advancing diverse talent everywhere we operate 5. Establish and Support Key Partnerships External to DuPont and Gain Recognition for Our Efforts

Diversity is about inviting a broad breadth of people to the table Inclusion is about leveraging the Diversity Diversity and inclusion contributes to engagement of employees that leads to a positive impact on business performance

Redundancia Cultural Competency Simulation Redundancia is a short simulation activity intended to give you an idea of how it feels to speak a new and unfamiliar language. Everyone will have an opportunity to speak and listen to Redundancia language, as well as to observe others communicating in the language.

Redundancia Activity: Introducing Redundancia The Redundancia Simulation Small Group Discussions Large Group Discussion & Summary

Redundancia Objectives: Increased empathy for people from different linguistic backgrounds Increased awareness of the changes in our behavior and our reactions' when communicating in a foreign language Learn how language ability influences perception Discover methods for enhancing accuracy of communication in non-native language Comprehend how emotions may modify, interfere with, or assist in communication in foreign language

Redundancia Stimulation: In a group of 3, select one person to be the initial speaker, one the initial listener and one the initial observer. You will have the opportunity to participate in all roles. When we begin the exercise, the speaker will talk for about 2 minutes on any topic he/she desires, but using the Redundancia language. The listener may not talk, but is allowed to encourage the speaker in a non- spoken way. The observer should focus on the interaction between the other two participants. When time is called, without talking, write your thoughts of the role you just played. We will rotate roles and repeat the exercise two additional times.

The Redundancia Language The Redundancia language is based on English, but with the addition that whenever a verb is used, it must be doubled by use of a synonym. For example, instead of saying, “ I walked my dog,” you would say, “ I walked/ exercised my dog.” You will use two verbs with a similar meaning every time you need a verb in a sentence. For example, “ I got out of bed/arose and stumbled/plodded to the kitchen. I brewed/perked some coffee and made/cooked breakfast.” Now don’t you think/believe that speaking Redundancia should appear simple? Choose /select any topic you prefer/desire and let’s begin/start the exercise.

Redundancia Debrief: As a Speaker: ( Talk on a simple topic for 3 minutes using the Redundancia language) What did I do? How did I feel? As a Listener: ( Be attentive and encouraging to the speaker) What did I do? How did I feel? As an Observer: (Make sure the speaker is using Redundancia language. Note how the speaker behaves) What makes communication successful? What makes communication difficult? One thing I can do in order to be a better listener when a person is speaking in a second language

Lessons from Redundancia When communicating in an unfamiliar or uncomfortable language both behavior and our reactions to others’ behaviors change. Our perception of overall intelligence and competence is influenced by language ability. You can learn techniques that enhance the accuracy of communication in a non-native language Emotions may modify, interfere with, or assist in the process of communication in an unfamiliar language.

Keys to Effective Cross Cultural Communications Know yourself Be curious Clarify your intentions Take a step back from the situation Put yourself in the other person’s shoes Focus on key areas of speech that can make your message clearer: Speed Pronunciation Clear meaning Words and phrases

Keys to Effective Cross Cultural Communications Say the same thing in a number of ways Be aware of how you speak Check for understanding Encourage Feedback Listen, Listen, Listen