The Inclusion Breakthrough

Transcription

1 The Inclusion Breakthrough Unleashing the real power of diversity needs everyone's help to make it happen Nikki Walker Director, Inclusion & Diversity European Markets

2 Agenda The increasing importance of a diverse workforce Why does an inclusion breakthrough matter? Why does it involve everyone? What s changing at Cisco? We can all make a difference

3 Four layers of Diversity Functional Level / Classification Geographic Location Management Status Appearance Age Recreational Habits Work Content / Field Parental Status Race Gender Personal Habits PERSONALITY Seniority Union Affiliation Marital Status Ethnicity Sexual Orientation Income Work Experience Physical Ability Religion Work Location Educational Background Division / Department Unit / Group Internal Dimensions and External Dimensions are adapted from Marilyn Loden and Judy Rosener, Workforce America! (Business One Irwin, 1991) From Diverse Teams at Work, Gardenswartz & Rowe (2nd Edition, SHRM, 2003)

4 Rainbow Demographics Rule From 2010 onwards, share of population of working age expected to decline from 70% to 58% in 2050 Globally, of those who have at least a college degree, only 17% are white men Women make up 54% of university graduates across OECD countries, and have made up 6 of the 8 million jobs created since 2000 There are 50 million people with disabilities in the EU (10% of the population) Moving forward younger workers will be more ethnically diverse Employers will be increasingly dependent on female and non-white workers as the traditional labour pool shrinks. This is a fact. Source: The EU at a Glance. European Union. (December 2004) Rehearsing for the future The World Bank (2006)

5 Race for Talent

6 Facts. A more diverse range of input produces better decisions. When employees feel included, they are more engaged, productive and innovative. Who best understands our diverse global customers? Our diverse global employees. Inclusion and Diversity makes us Smarter More Innovative More Connected to Customer Needs

7 Unleashing the Real Power of Diversity Diversity without Inclusion does not work An Inclusion breakthrough transforms a mono-cultural organisation that values sameness in style and approach to a culture of Inclusion that leverages Diversity in all its dimensions.

8 Who you are shapes who we are Removing barriers Eliminating isms Increased Diversity in recruiting and hiring Eliminate biases in assignments and promotions Levelling the field Levelling the playing field Unlevel field Cross-difference partnership skills Continuous individual and team development Processes to enable all people to do their best work Raising the field Level playing field Raising the playing field

9 Why do stereotypes matter? Silent Don't smile much When they drink they drink a lot Tall, strong, blonde Nationalistic, Fish-eating Outdoor loving Sexually liberal Emotionally repressed Bad food, worse weather Cold Witty Tea-drinking Polite and aloof Good quality media Appalling behaviour abroad Play Video

10 Myths Differences create a barrier to higher performance because they slow the process and lead to conflict Diversity means white men will lose Only a few can succeed It s too challenging to bring in people from diverse backgrounds People who are different should conform

11 Cisco Europe - Inclusion Journey Leveraging learning and challenging the status quo Making Inclusion & Diversity a way of life Creating momentum Inclusion Building the platform for change Year 2 Year 3 Year 4 Year 5

12 Building the Platform Undertaking an organisational assessment Education & Alignment Vision & Strategy Begin Action in areas needing attention: Multi-cultural, multi-generation awareness building Executive education on building a balanced organisation Development of Employee Resource Groups (ERGs) Flexible Work Policies

13 Flexible Working Policies Enabled by Collaboration Technology Employee leaves the office early to miss the congestion and works from home in the evening Employee in India spends mid-day with family to work early morning and late evening hours to accommodate customers in West Employee in Norway works from afternoon to midnight to collaborate with San Jose team A new parent takes two years off to raise baby Employee with outstanding performance works part time to complete his MBA Father works exclusively from home and uses commuting time to work and spend time with family Cisco for 15 years, scales down work commitments two years prior to retirement Time Transitions Might Have Led Employee to Leave the Company

14 Creating Momentum

15 Creating Momentum

16 We can all make a difference How much do you know about the people you work with? How self aware are you? Commit to find out more

17 Changing the way we work, live, play, and learn.

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