1. Spring Roundtable Meeting: In Review May 6-8, 2015 San Francisco, CA Sponsored by Chevron Boston College Center for Work & Family

2. Additional resources All presentations and meeting takeaways are available on the members-only website: https://www.bc.edu/centers/cwf/rt/members /Meetings_and_Events.html Other topics: Global EAP Culture Change Life-Work Integration/Flexibility Mentoring Diversity Panel

3. Leading in a Global Environment Celina Pagani-Tousignant Spring 2015 BC Workforce Roundtable Meeting San Francisco, CA May 7, 2015 Normisur International 2015

4. Presentation Highlights Basic human needs are the same (Maslow’s hierarchy), and basic business needs are the same (to be successful across the globe). However, how these manifest themselves are often different, and require local and culturally sensitive perspective. People express their needs differently based on the cultural narratives (historical, political, economic, religious) they were brought up in. Coming into a new situation with rigid “mental models” can stifle success when working internationally. Listen and be open to other interpretations of reality. When looking at bringing a new project or initiative into another country: – Think about which concepts from the US model are universal and which might need to be adjusted to fit with local customs. – Build a framework for local partners to use, but let them build their own business case and fill out the details of how it can work best in their environment. – Language is important so be aware and careful of the wording we use. Example: “women of color” written on a slide - this is a very American terminology and would not be understood in other countries. Normisur International 2015

5. Martha Deevy Senior Research Scholar Director, Financial Security Stanford Center on Longevity mdeevy@stanford.edu WE’RE LIVING 30 YEARS LONGER ! SO WHAT’S THE GOOD NEWS? Adele Hayutin Senior Research Scholar Director, Demographic Analysis Stanford Center on Longevity ahayutin@stanford.edu

6. Presentation Highlights Demographic trends – If you understand demographic shifts, you can make better decisions. Increasing diversity – The White population is declining: now 62% will be ~45% in 2050 – The Hispanic population will double by 2050 to ~30% – Other minorities grow but at a slower rate – “Traditional households” —married with children— now account for less than 20% of household mix Continued growth – Increased labor force participation at older ages could boost labor supply – New AARP Report A Business Case for Workers Age 50+: A Look at the Value of ExperienceA Business Case for Workers Age 50+: A Look at the Value of Experience 6

7. Presentation Highlights An aging population – The US will soon have more people 65+ than children under 15 (near 2030) – Well over 60% of people 80-84 have no health-based limitation Stress, worry, anger reduces with age, while wisdom increases with age. We can’t learn new information as fast as we get older, some experience cognitive decline but this may be isolated. – Most employers think workers 55+ are more productive – Working longer is a good thing for employees and employers, for retirement security and for the economy – The process to retirement needs to change, employers should educate people differently Must incorporate financial decisions Make it look like a defined benefit and simplify its meaning Put employees in retirement plans automatically so that they have to opt out rather than opt in http://longevity3.stanford.edu/

8. 2015 Jennifer J. Deal, Center for Creative Leadership ©. All rights reserved. Working Millennials Who they are, what they want, and what to do about it J E N N I F E R J. D E A L, P H. D. C E N T E R F O R C R E A T I V E L E A D E R S H I P

9. 2015 Jennifer J. Deal, Center for Creative Leadership ©. All rights reserved. Conclusion Entitled AND Hardworking Needy AND Independent Want to Do Good AND Do Well High Tech AND High Touch Committed AND Leaving Accept that Millennials are:

10. 2015 Jennifer J. Deal, Center for Creative Leadership ©. All rights reserved. The people (friends, boss, and team) The work (interesting, meaningful, and balanced) Opportunities (feedback, development, and pay) Focus on:

11. Creating Inclusive Workplaces Shelley J. CorrellLori Mackenzie Director, Clayman Institute Executive Director, Clayman Institute Professor of Sociology Professor of Organizational Behavior (courtesy) Stanford University

12. © Stanford University 2015. All rights reserved. Two main points 1.Stereotypes bias the evaluations and experiences of individuals. 2.These biases can be reduced or eliminated.

13. © Stanford University 2015. All rights reserved. Correll, Benard & Paik 2007 47% 84%73% 62% 137k 148k150k 144k

14. © Stanford University 2015. All rights reserved. Reeves 2014 Thomas Meyer Seniority: 3 rd Year Law Associate Alma Mater: NYU Race/Ethnicity: Caucasian Thomas Meyer Seniority: 3 rd Year Law Associate Alma Mater: NYU Race/Ethnicity: African American 3x more edits /comments 2x more likely to find mistakes

15. © Stanford University 2015. All rights reserved. Performance Evaluations Personality vs. Accomplishment I can honestly say she is the most determined, passionate, and hardworking person I know. I wanted to pass on my high praise for her. Her passion for creating change on behalf of all women inspires others to join the cause. As a result of her drive, the Congresswoman reframed policy to include the needs of women.

16. © Stanford University 2015. All rights reserved. Presentation Highlights Example : Performance evaluations: Group Activity: describe your top performer – Description A: Communal→ team player, friendly, committed – Description B: Agentic→ big thinker, influences others, takes risks, independent – Most choose B for leadership roles

17. © Stanford University 2015. All rights reserved. Presentation Highlights Stereotype and Bias Solutions Education about the effects of stereotypes gives well-intentioned men and women the tools to avoid bias. 1.Strategically use Agentic & Communal Language 2.Focus on Accomplishments, and link to Business Outcomes 3.Block Undue Criticism of Women’s Personalities 4.Establish Clear Criteria in Advance 5.Notice Higher or Different Standards

18. The New Dad 2015: A Portrait of Today's Father Prof. Brad Harrington will discuss new BCCWF report on fathers. Open to members of your HR/Diversity Teams and ERG Groups Wed, Jun 17, 2015 12:00pm-1:00pm ET BC Workforce Roundtable Fall Meeting November 4-6, 2015, Boston, MA 25th Anniversary Conference and Gala Celebration November 5, 2015 Register at http://www.bc.edu/centers/cwf/events.htmlhttp://www.bc.edu/centers/cwf/events.html or contact cwf@bc.educwf@bc.edu Boston College Center for Work & Family

19. Questions? Thank you! Jennifer Sabatini Fraone jennifer.fraone@bc.edu www.bc.edu/cwf @BCCWF Boston College Center for Work & Family