Jones & Associates Consulting, Inc.

Transcription

1 Jones & Associates Consulting, Inc. Jones & Associates Consulting, Inc. is a diversity and organizational change consulting firm based in San Diego, California. Founded in 1993, our mission is to develop leaders and human systems that counter oppression through diversity, inclusion, and organizational excellence. We lead with listening to partner with our clients in order to gain an understanding of the company culture, history, and politics. This allows us to partner with our key client contacts so that we can tailor our training and consulting content, style, and approach in a way that will support moving diversity and in Jones & Associates consultants develop an inclusive, hi engaging environment in which individuals from diverse backgrounds, varying professional levels, and an array of pe worldviews engage in a respectful dialogue towards increased understanding of themselves and Our Clients Jones & Associates consultants have worked with in the corporate, government and educational arenas. Some Allergan America Online CBS Honda Hyndai Paradise Valley Hospital Qualcomm Sempra Energy Toyota Financial Services UCSD Medical Center UHP Healthcare Jones & Associates Consulting, Inc. is certified as a Minority Business Enterprise by the San Diego Regional Minority Supplier Development Council.

2 Why focus on Diversity and Inclusion? Diversity of thought leads to creativity and innovation. Diversity means the various ways we are different. It includes differences that are visible and invisible such as age, gender, ethnicity, and physical abilities; as well as differences that lie below the surface such as thought styles, religion, nationality, region, and education. Inclusion focuses on creating a workplace where differences are embraced and valued; where respect for the individual is the foundation for providing every employee with the opportunity to develop their skills and talents so they can achieve their highest level of success, and so that society views your company as an organization they can support. Inclusion must happen in an organization s strategies, systems, processes, and practices. We believe it is critical to maintain an intentional focus on Diversity, Inclusion, and Cultural Competency to achieve success in the 21st Century. The Skill of Cultural Competency Cultural Competency is the skill that provides practical behaviors and actions to support employees, supervisors, middle managers, senior managers and executives in building a high performing culture that leverages the value of diversity through inclusion. Much of our work is based in helping companies build culturally competent leaders who can support the organization s goals to succeed in the current global reality. See 2 page 7 for more about Cultural Competency.

3 The Three Views of Diversity Initiatives In business, diversity initiatives are generally viewed from three different lenses The Social Imperative "The Right Thing to Do" The Compliance Imperative "The Legal Thing to Do" The Strategic Business Imperative "The Innovative Thing to Do" 3

4 The Social Imperative Many well- meaning companies first approach diversity from the Social Imperative. In the broadest sense, organizations believe that creating a diverse and inclusive environment is the right thing to do, This approach is evident in corporations that exhibit some of these arguments and efforts: Being a Company that Society wants to exist Community Involvement Corporate Sponsorship Awareness Training Cultural Celebrations Corporate Image: Good Citizens Good Public Relations Part of our Corporate Social Responsibility 4

5 The Compliance Imperative In the Compliance Imperative, diversity and inclusion is viewed as the legal thing to do. In an effort not to raise concern or cause legal or public relations problems, diversity is approached from a compliance lens. Approaching diversity from a compliance lens includes: Risk mitigation Compliance training and tracking EEO, ADA, ADEA, Affirmative Action Contract requirements Corporate image: Law Abiding Hiring Quotas 5

6 The Strategic Business Imperative The third and most underused view of diversity is the Strategic Business Imperative. Beyond the need to do the right thing and the need for compliance, viewing diversity and inclusion as the innovative thing to do is the net step for an organization to succeed in a rapidly changing global environment. Companies that have achieved this level of diversity and inclusion demonstrate their commitment in some of these ways: Achieving and sustaining higher performance Corporate image: Employer of Choice Innovative supplier diversity Community partnership and investment Culturally competent workforce Diversity and representation leveraged for innovation and results 6

7 Developing Cultural Competency Developing the skill of Cultural Competency amongst managers allows them to provide leadership, maximizing the benefits of diversity and inclusion for higher performance. Managing diversity and inclusion through Cultural Competence prepares managers to: Address aspects of differences that have an impact on workplace performance. Work effectively across generational differences to create high performing teams. Remove and/or reduce barriers that create obstacles to the full participation and inclusion of all associates. Fully utilize the skills, talents and contributions of all associates. Harness the creativity that occurs when we draw from different ideas and backgrounds. Practice candid communication to provide performance feedback across differences. Build and maintain respectful relationships in their interactions with associates and external stakeholders suppliers, business partners and members of all communities. 7

8 The Four Elements of Cultural Competency Cross- cultural Effectiveness Skills The skills necessary to effectively interact, communicate, and resolve conflict across cultural differences. Cultural Self- awareness The awareness of how the various cultural groups we belong to, consciously and unconsciously, influence our worldview. The awareness that each of us functions within a cultural context Cultural Intelligence The knowledge and understanding of the cultures and backgrounds that others who are different from us function within and are influenced by. Countering Oppression through Inclusion The ability to identify, take actions and develop systems to address prejudice or discrimination, counter privilege, create fairness and dismantle oppression in the workplace. 8

9 Putting Cultural Competency into action to Lead the Change Through a focus on skills, behaviors and systems, managers can build an inclusive work environment that respects and values differences. For change to be sustainable, managers must focus their efforts at three levels: Personal Learn About Yourself Engage in continuous learning Understand your attitudes Identify personal assumptions and beliefs Deal with unconscious biases you may have Organizational Cultural Group- level Build Diverse and Inclusive Relationships Listen to understand Challenge assumptions and behaviors that create barriers to inclusion Build inclusive and high performing teams Form effective relationships across differences Lead the Process Build cultural competency skills Develop goals, measures, and foster accountability Build tools, processes, and systems Serve as a role model Communicate Act as a resource Identify and remove barriers 9

10 Contact Us Jones & Associates Consulting, Inc. is a Certified Minority Business Enterprise Jones & Associates Consulting, Inc Frazee Road Suite 300 San Diego, CA