1. Diversity and inclusion as a driver of employee engagement
Monthly Webinar Series
Diversity and inclusion as a driver of employee engagement
September 22, 2016

2. Topic Agenda Agenda Item Time (min) Introduction / Why the topic 32
Agenda
Item
Time (min)
Introduction / Why the topic 3
Some Background 5
The Link between D&I and Employee Engagement 10
Your Turn:
Are there differences in engagement by diversity group? 15
Implications and Best Practices
Your “best practices”
Q&A
Matt Rakowski
Regional Sales Director
Norm Baillie-David, MBA, CMRP
SVP Engagement - TalentMap

3. TalentMap by the Numbers3
TalentMap by the Numbers
15 years in business
7,000+ employee engagement surveys since inception
1,000,000+ employees surveyed
500+ employee engagement surveys annually
Only 1 Focus

4. Technology & Engineering Not-for-Profit & Association
Sample Clients & Benchmark 4
Award Programs
Technology & Engineering
Not-for-Profit & Association
Health Sciences
Financial Services
Other

5. Why the Topic?
More organizations requesting “diversity” questions and surveys, but little understanding if or how this relates to engagement. Compliance vs. effectiveness. But when we do measure it, especially inclusion – we see dramatic impact in terms of engagement.
Recent results pointing to strong case for including D&I as a standard measurement.

6. Some Background

7. Diversity & Inclusion: What are we talking about?
“the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”
Inclusion:
“the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and (feel they) can contribute fully to the organization’s success.”
Society for Human Resource Management

8. Already, different perspectives
According to Millennials, diversity means “the blending of different backgrounds, experiences, and perspectives within a team, which is known as cognitive diversity.”
And inclusion is “the support for a collaborative environment that values open participation from individuals with different ideas and perspectives that has a positive impact on business.”
Boomer and Xers view diversity as a “representation of fairness and protection to all, regardless of gender, race, religion, ethnicity, or sexual orientation.”
Inclusion for boomers and gen-Xers is the business environment that integrates individuals of all of the above demographics into one workplace. It’s a moral and legal imperative, in other words: the right thing to do to achieve compliance and equality, regardless of whether it benefits the business.
Source: a-different-definition-of-diversity-and-inclusion

9. A Brief History

10. Canada has had a Different Experience
1971: Trudeau Sr. Policy of Multiculturalism
1988: Canada Multiculturalism Act

11. Multiculturalism vs. Equality (“Colo/ur Blindness”)
“Paradoxically, emphasizing minimization of group differences reinforces majority dominance and minority marginalization”
English: Acknowledging differences leads to better feelings of inclusion. Minimizing differences, even in the quest for “equality for all” (i.e. colour blindness), leads to less inclusion, e.g. “I don’t feel I can be my full self – I need to minimize my differences with the majority”

12. The Link between Diversity & Inclusion and Employee Engagement

13. What the Research Says (the Business Case):
Companies who disregard diversity as a component of their business strategy have a higher percentage of disengaged workers, and
Organizations that effectively capitalize on the strengths of all employees and leverage their differences and unique values have the most engaged employees.
Source: Dr. Rohini Annand, Diversity Inc.
Companies with more women on the board statistically outperform their peers over a long period of time. Source: Catalyst
Inclusive teams outperform their peers by 80% in team-based assessments. Source: Deloitte Australia
Gender-diverse companies are 15% more likely and ethnically-diverse companies are 35% more likely to outperform their peers. Source: McKinsey

14. Who’s Measuring and Managing Diversity as it Relates to Employee Engagement?
Municipalities
Provincial/State Governments
Canada
Corporate America

15. Most Organizations Talk Like They’re Here
But are actually here
Most Organizations Talk Like They’re Here

16. The TalentMap Client Experience

17. Example Questions

18. PERFORMANCE SCORES BY MAIN SURVEY ATTRIBUTES
Data is rounded to the nearest whole number
* Number indicates % Favourable score

19. (Impact on Engagement)
DRIVERS OF ENGAGEMENT
Survey Dimension
Relative Weight
(Impact on Engagement)
PROFESSIONAL GROWTH
14.5%
DIVERSITY, RESPECT AND INCLUSION
12.0%
INNOVATION
10.1%
IMMEDIATE SUPERVISOR
7.9%
TEAMWORK
7.1%
ORGANIZATIONAL VISION
7.0%
DEPARTMENT MANAGER
WORK ENVIRONMENT
6.4%
CORPORATE LEADERSHIP TEAM
5.4%
PERFORMANCE FEEDBACK
4.7%
SAFETY
CUSTOMER FOCUS
4.3%
INFORMATION & COMMUNICATION
3.8%
WORK/LIFE BALANCE
3.2%
COMPENSATION
1.8%

20. KEY STRENGTHS AND OPPORTUNITY AREAS
Diversity, Respect and Inclusion
CORP. LEADERSHIP TEAM
ORGANIZATIONAL VISION

21. EXAMPLE COMMENTS ON DIVERSITY, RESPECT AND INCLUSION
“Respect is improving. The management is beginning to realize the importance of respect in the workplace. New ideas are not readily accepted, but rather very slowly. “
“I do feel that fostering a respectful workplace is a priority in the corporate culture, and I appreciate that. Cultural diversity is not there yet, but I am encouraged by the new inclusion work that is happening. Diversity in ways of thinking, ideas is not really there.”
“The biggest thing and you're already doing it is the diversity and inclusion workshops/courses. I've heard things said in this organization that are not very inclusive and it makes me uncomfortable to hear them.“

22. Are there Differences in Employee Engagement by Diversity Group?
Gender/Women
Persons with disabilities
Despite facing a labour market disadvantage and barriers to workplace equality, women were more engaged than men, although they feel less able to express their voice at work. •The youngest workers tended to score higher on employee engagement and this decreased progressively with age until the former default retirement age of 65 from where it rose sharply. •There was a significant and worrying gap in terms of disability – with disabled employees far less engaged than their non-disabled colleagues. •There were no significant differences in terms of sexual orientation, ethnicity or religion.
Age
Ethnicity
Sexual orientation

23. Answers:
Despite facing a labour market disadvantage and barriers to workplace equality, women tend to be more engaged than men, although they feel less able to express their voice at work.
There is a significant and worrying gap in terms of disability – with disabled employees less engaged than their non-disabled colleagues.
There are no significant differences in terms of sexual orientation, race/ethnicity, or religious affiliation. However, in Canada, we have noted significantly lower engagement among Aboriginals.
Millennials, Boomers and Xers are all equally engaged, overall. However, new workers tend to score higher on employee engagement and this decreases progressively with experience until about 20 years experience, where it rises again.
Sources: TalentMap surveys/benchmark, IPA.co.uk

24. Implications
Diversity and inclusion is an important driver of employee engagement – there is a business case as well.
Engagement requires more than value statements and “ideology”:
Engaging diversity groups requires both diversity and inclusion through policies, programs and behaviours
Valuing diversity and inclusion through actions results in strong feelings of pride and positive affiliation amongst the majority as well – driving higher engagement overall.
Attitudes regarding diversity and inclusion need to be measured as part of the employee engagement survey(s), and actioned accordingly.
Like other employee engagement drivers, improvement of attitudes towards diversity and inclusion require “bottom-up” employee participation as well as senior leadership accountability.

25. Selected “Best Practices” in Improving Diversity and Inclusion
Focus on Inclusion from Day 1*
Employee Resource Groups
Mentoring
Diversity Learning Labs
A great resource:

26. Your Turn
What are some of your D&I policies, programs or initiatives that you have found are working well at also improving employee engagement?

27. UPCOMING TALENTMAP LEARNING SESSIONS
Event
Format
Topic/Location
Date
HR Executive Technology Conference
Conference and Trade Show
McCormick Place, Chicago IL
October 4-7, 2016
Conference Board of Canada/TalentMap Workshop
Full-day Workshop
Employee Engagement Practices, Drivers and Survey Design, Halifax NS
October 20, 2016
People Analytics Summit Canada
Conference
Toronto, ON
November 1, 2016
Canada’s Top Employer Summit
Four Seasons Hotel, Toronto ON
November 14, 2016
Employee Engagement Practices, Drivers and Survey Design, Edmonton AB
November 17, 2016

28. Thank you! Questions and discussion
Monica Helgoth
VP Engagement – TalentMap West
, x515
Norm Baillie-David
SVP Engagement
, x504
FOR A COPY OF THE PPT OR RECORDING:
Louie Mosca
Director of Sales – TalentMap East
, x501
Matt Rakowski
Regional Sales Director
, x509