LEADING WITH DIVERSITY: CHAMPIONS IN ACTION

Why Now? Positive Signs Challenges New external reporting International business case research 22 Male Champions of Change Challenges Diverse talent still overlooked & marginalised Anchoring diversity to business strategy Lack of leadership buy-in

10 innovative male and female CEOs show the way

These CEOs have 6 things in common Strong personal values Unique personal diversity journey Deep diversity insight & empathy Look through a diversity capability lens Understand that tolerance is not enough to be your best Anchor diversity to business strategy

Diversity Culture Continuum© And are personally leading their organisation’s diversity journey Diversity Culture Continuum© Denial Difference is ignored Tolerance Difference is tolerated Acceptance Difference is accepted Value Difference Difference in thought and style is valued Leverage Difference Difference is actively embraced So lets have a look at where your organisation is at on the organisational journey to inclusion and where you would like to be to capture the competitive advantage of diversity & inclusion. So where are we at on our gender & inclusion journey? Diversity maturity line - Where is your organisation at? What behaviours do you see every day towards people who are different? What do you notice? Stand along a line based on where you think your organisation is at Is difference denied? - tolerated? – Accepted,? – Valued? – Or Leveraged What do each of these stages look like? The key to moving along this continuum are some key mindset effectiveness shifts. For example Diversity will improve business performance from Diversity is a compliance issue Diversity is a leadership issue - from Diversity is an HR issue Targeted actions that create a level playing field for all employees to compete on merit from Treating everyone the same And in the Flexibility space Flexibility Is “the way we work around here from An inconvenience Individually tailored solutions that deliver equal outcomes from Special treatment Managers focus on outputs from Managers focus on inputs Employees provide solutions from Employees ask permission.

With 5 Shared Beliefs That lack of workforce diversity is a business problem That diversity without inclusion is a numbers game Diversity is about creating the mix Inclusion is about making the mix work That diversity + inclusion builds business capability That diversity success requires long term culture change That diversity must be leader-led

And personal insight that… Diversity is a business problem Success requires long term culture change Everyone is on a diversity & inclusion journey Leaders must be equipped with expanded mindsets, knowledge & skills You get what you measure

And talent comes in many packages with unconscious bias impacting on merit-based decision making

And CEO actions include Leading by Example Challenging the status quo Using diversity strategy to catalyse new conversations Calling bias when they see it Setting diversity expectations and consequences Making flexibility “the way of work” Mentoring & sponsoring diverse talent

Thank You! Fiona Krautil M 0420 520 024 E fiona@diversityknowhow.com.au www.diversityknowhow.com.au