1. LEADING WITH DIVERSITY: CHAMPIONS IN ACTION

2. 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

3. 10 innovative male and female CEOs show the way

4. 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

5. 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.

6. 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

7. 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

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

9. 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

10. Thank You! Fiona Krautil M 0420 520 024E