1. DIVERSITY 101: Diversity A PRACTICAL OVERVIEW DIVERSITY 101: The What, Why and How of Diversity in Organizations A PRACTICAL OVERVIEW Evangelina Holvino, Ed.D. Chaos Management, Ltd. September 30, 2008 Brattleboro, Vermont United Way of Windham County presents

2. © 2008 Chaos Management, Ltd. 1Introductions Name and organizational role One difference I bring to this group today is …

3. © 2008 Chaos Management, Ltd. 2Goals Clarify meanings of diversity – The What  What it means for you/organization Review 6 reasons for diversity – The Why  Select those important to you/organization Understand the steps to diversity in your organization – The How  Apply the MCOD model to define and support a diversity effort

4. © 2008 Chaos Management, Ltd. 3Agenda Welcome, introductions, overview What is diversity? Discussion and examples Why diversity? 6 reasons and yours Break The process of diversity  The Steps  The MCOD Model and its Application Q & A, evaluation and survey

5. © 2008 Chaos Management, Ltd. 4 Today’s Quote “ Diversity work is diversity work, regardless of whether it takes place in a corporation, a community, an organization, or a school. J. Henkelman-Bahn and J. Bahn-Henkelman, 2003

6. © 2008 Chaos Management, Ltd. 5 Diversity Meanings: Exploration Reflect on the meaning of diversity for you. What words or elements come to mind? In large group, share and discuss.

7. © 2008 Chaos Management, Ltd. 6 The What: Diversity Core Concepts The What: Diversity Core Concepts Under-represented/disadvantaged social groups  e.g., race, ethnicity/national origin, religion, sexual orientation, gender, class, ability, age (“protected classes”) continued

8. © 2008 Chaos Management, Ltd. 7 The What: Diversity Core Concepts The What: Diversity Core Concepts From eliminating, ignoring, tolerating to accepting, affirming and utilizing differences continued

9. © 2008 Chaos Management, Ltd. 8 The What: Diversity Core Concepts The What: Diversity Core Concepts Diversity Inclusion Equity

10. © 2008 Chaos Management, Ltd. 9 What is Diversity? An Example Girl Scouts of the USA is dedicated solely to girls—all girls—where girls build character and skills for success in the real world.

11. What is Diversity? An Example Statement on Diversity by the CEO of Girl Scouts: Diversity has been a core value since 1912... Before laws promoting civil rights were passed … Ensured that African-American, American Indian and Hispanic girls were able to become Girl Scouts … Available to girls who lived in rural and urban areas … Rich, middle class, and poor … Girls born in this country, as well as immigrants … © 2008 Chaos Management, Ltd. 10

12. Your “What” What statement of diversity should guide your organization? © 2008 Chaos Management, Ltd. 11

13. © 2008 Chaos Management, Ltd. 12Comments ? ? ?

14. “There are only four goals of a diversity strategy: VP of Global Workforce Diversity © 2008 Chaos Management, Ltd. 13 The Why: Quote 1.To identify, attract and retain the best people of each group; 2.To create a workplace where talent can perform their best to respond to customers; 3.To assess and understand the diversity of your marketplace and respond to your customers; 4.To use your external contributions to eliminate disadvantage and increase the diversity of the candidates in the talent pool.”

15. © 2008 Chaos Management, Ltd. 14 6 Reasons for Diversity in your Organization 6 Reasons for Diversity in your Organization 1.The numbers: the shifting demographics  Clients, products, services, growth, partners  Talent recruitment and retention 2.Productivity, effectiveness, performance 3.Legal, compliance, mandates 4.Social justice/responsibility 5.Global citizenship and leadership 6.Alignment: mission, vision, image Add your own …

16. © 2008 Chaos Management, Ltd. 15 Example of a Diversity Rationale Global Serving OperationalDiverse EffectivenessMarkets EmployerPartnerofChoice Global Serving OperationalDiverse EffectivenessMarkets EmployerPartnerofChoice

17. © 2008 Chaos Management, Ltd. 16 Why Diversity in Your Organization? Review the reasons that apply in your organization Begin to build a case for diversity…

18. © 2008 Chaos Management, Ltd. 17Comments ? ? ?

19. © 2008 Chaos Management, Ltd. 18 The How : Steps to “Doing” Diversity Articulate rationale/commit to a vision Assess gap between reality and vision Identify specific goals and metrics Select, prepare and implement activities Monitor progress and evaluate results Communicate and institutionalize (or redirect)

20. © 2008 Chaos Management, Ltd. 19 The MCOD Model: A Useful Framework THE MULTICULTURAL ORGANIZATION DEVELOPMENT MODEL Exclusionary Passive Club CompliancePositive Action RedefiningMulti- cultural MONOCULTURALTRANSITIONALMULTICULTURAL Values and promotes the dominant perspective … Seeks to integrate others into systems created … Values and integrates the perspectives of diverse identities …

21. Exclusionary Privileges values of one group Actively excludes and advocates dominance of one group Public vs. private organizations © 2008 Chaos Management, Ltd. 20

22. Passive Club Active or passive exclusion Narrow interests; informal rules Accepts only those who fit; “are like us” “Public” organizations ≠ “clubs” © 2008 Chaos Management, Ltd. 21

23. Compliance Passively committed to including others under dominant norms Follows the law (not the spirit)  Some changed policies, e.g., harassment  EEO vs AA Assimilation mode Non-dominants: tokens; entry level © 2008 Chaos Management, Ltd. 22

24. Positive Action Actively committed to including others Special efforts to recruit; develop; retain Builds competence Changed policies, e.g., Sp preferred vs required Tolerance/limited use of differences © 2008 Chaos Management, Ltd. 23

25. Redefining Actively including all differences Learning to accept and utilize differences; not perfect Representation of non-dominant members throughout Expands range of acceptable behaviors © 2008 Chaos Management, Ltd. 24

26. Multicultural Inclusive; diverse; equitable Visible and invisible differences On-going learning mode Openly confronts “isms” New systems, services, products to attend to differences © 2008 Chaos Management, Ltd. 25

27. © 2008 Chaos Management, Ltd. 26 An Open Systems Model LEADERSHIP STRUCTURES PEOPLE POLICIES REWARDS PROGRAMS MISSION INPUTSOUTPUTS

28. © 2008 Chaos Management, Ltd. 27 The MCOD Lens An Assessment Tool

29. © 2008 Chaos Management, Ltd. 28 The MCOD Lens: Application Individually, locate your organization in the MCOD stage and be ready to discuss indicators used. In similar organizational groups:  Discuss questions 1-4 on pg. 7 of MCOD article  Try to reach consensus, if same organization

30. © 2008 Chaos Management, Ltd. 29 What We’ve Learned Intentional change Strategic Need to pass through stages Where you are and where you want to be MCDO = social justice in organizations

31. © 2008 Chaos Management, Ltd. 30 Comments / Q & A ? ? ?

32. © 2008 Chaos Management, Ltd. 31 Contact Information Contact Information Evangelina Holvino, President Chaos Management, Ltd. 178 Meetinghouse Lane Brattleboro, VT 05301 holvino@chaosmanagement.comwww.chaosmanagement.com 802.257.5218 Thank you!