Episode 64 : Why White Leaders Should Go Beyond the New ISO D&I
Seri yang sudah diarsipkan ("Feed tidak aktif" status)
When? This feed was archived on September 30, 2024 05:35 (). Last successful fetch was on August 03, 2024 11:26 ()
Why? Feed tidak aktif status. Server kami tidak mendapatkan feed podcast yang valid secara terus-menerus.
What now? You might be able to find a more up-to-date version using the search function. This series will no longer be checked for updates. If you believe this to be in error, please check if the publisher's feed link below is valid and contact support to request the feed be restored or if you have any other concerns about this.
Manage episode 360290218 series 2949162
what does it look like throughout your organization? And who's getting promoted? And who's not getting promoted? Who is getting pushed out of the organization? Right? How are they getting pushed out? It is notoriously it is notorious, or well known that black people often are put on pips performance improvement plans, to push them out to organizations. And so one thing we're focused on here at positive hire is utilizing intersectionality. Right? Not just looking at gender, but looking at race, looking at parenting, or caregiving, looking at education, social economic status, and access to executive to sponsors to mentors, to see how that is impacting people's careers, and an income and pay and access as well, because it truly makes a difference. And so I like how ISO sets it up. To go into organizations asked for this information, you're going to get more more most of the information from HR, but you can still go to supply diversity, right? You still want to have sit downs with ERG leaders, and other employees in the organization. But even outside of that, you're looking and asking people, What are their individual responsibilities to the organization, what you may find is, some people, I have no accountability, I just come here and do my job. And it's really understanding more of, of course, the culture within the organization. And I think it's a great opportunity to do that. Under supply diverse supply chain, along with supplier diversity, we talk about procurement, and organizational stakeholders. And oftentimes we think about external stakeholders, stakeholders, right? But what about organizational stakeholders? How do they fit in? And how are they impacted with diversity and inclusion? We're like, well, I'm, I've talked about employees, are you talking about vendors? And yes, we are. But we don't often really understand how diversity equity inclusion impacts them, whether it's negative and or positive, and what does it look like for those people in organizations that are stakeholders. And so I really encourage you to really take a deeper view as to what it can be, because I so is really pulling in on different parts of companies that we haven't looked at before. And then next, we're looking at product delivery. And we will return talking to Christina, and we were talking to Lori, and they were both talking about learning and development and inclusive instruction design. We have to also think about that in product development and product delivery. Because if we, and I get and I push back on this often, and I do it with my own development team, and that you're developing something with you in mind, I need you to develop things with various users in mind. What does that look like? How can we make a product or service easiest and most beneficial to these types of people, people who are disabled people who don't have access to high speed internet like me, when I'm at home in rural South Carolina, how are they able to deliver a product. And so as we said, in the pandemic, and students were sent home to work virtually the assumption that Oh, they'll just jump on the internet. Rural areas do not have high speed internet. And so now you're sending three kids home on a on computers and tablets. And you're pulling in all of this, the slower internet, it's not high speed, I'm just say a slower trying to do their schoolwork. And so you're going to get a lower result because you didn't develop software, with people with slower internet in mind, based on assumption they had high speed. And so you really, with with this ISO 30415 standard is having companies really dissect and understand what is that like for people overall that they serve? And not just and really how dei or DNI as it's called diversity inclusion for ISO specifically, what does that look like? And I don't think we've gotten that. So I'm gonna pause here to see if anybody else is Has anybody else read or heard of the ISO 30415 standard? And I would love to know your thoughts because I think it's an interesting approach to go through and Started doing assessments with inside of your organization, positive hire I went through to get certified. And because I really like, these core parts of it, looking at your product delivery, and how di plays a part in that, also how it you're looking at your governance, and you're looking at responsibilities and accountability. Because when you do that assessment, you're documenting who is responsible. So if it's Sarah, in, in production management, if it's Chad in finance, whoever it is, they're literally listed as being responsible for this part of the DNI plan. And that generally isn't what happens, we'll see more of the diversity, diversity and inclusion team, or the chief diversity officer being held responsible when things don't go right, or when they do. And I think this puts a different spin on it. Now. Is it easy to do you don't like anything, the best part of I think, of this particular standard, is the Plan, Do Check Act. So you're consistently in this process of movement is not as though a consultant comes in and does it. And so Okay, here, this is what we recommend. But you're consistently going through the process to improve how many of you have ever gone to work ever hired a trainer, and you worked out one time and you're done, you're fit, it doesn't work like that is consistently changing your diet, doing different exercises, you may be on medication, so you have to figure out which exercises are are better for you. You may be over 40 or perimenopause or, or in menopause. And you may find different exercises that work for you and your 30s don't work for you now, right? So it's really important that with the ISO or with whichever process you're using, you have a plan, Do Check Act, because you want to consistently go through change management. But it takes time and it takes effort. And it takes you being consistent. And that is really what I like the best about this particular process is it is not a one and done type of process. If this is something you're interested in, definitely, definitely let me know, we can definitely set up a call with you. We want to know where your organization is, in, in, in really doing dei throughout the organization. Are you looking at your data analytics? How are you looking at your data analytics, we get a lot of people that are still focused on gender, and not understanding the different levels of intersectionality. Even age, right now we saw a lot of boomers leave and older Gen Xers retire at the beginning of the pandemic and even now, saying, You know what, I don't want to I'm not going to stay for this. I'm gonna go ahead and leave I went through 2008 recession, I'm done. I'm stressed out enough, it really start dissecting it understanding what are the experiences of the people in your organization? Because that's truly truly important. But more importantly, how can you help those people be successful? How can you help them feel as though they belong in the organization? And how do you do it in a way by giving them the tools and access to training and access to people so that they feel as though they belong? And that they can be a success in that organization? No matter where there's not not a promotion? Maybe they just want the company to pay for I don't know pet insurance has gotten really popular. Maybe they're looking for paid maternity leave. And you really haven't pushed that before I thought about what is what does it look like in your organization, or even priced it out and find that it's actually beneficial to offer it in your organization. A friend of mine here in South Carolina, he was working at a college and we're just telling Gen Xers he was working with a lot of millennials and they were decide, you know, got married and decide to have their first children they found out they weren't getting paid maternity leave, they quit. This is pre pandemic. So trying to find instructors now but these young women soon to be mothers quit when they found out the organization. This particular college did not offer paid maternity leave. They was like That's ridiculous. Well, my friend and his spouse found out they didn't offer anything at all for paternity leave, they ended up adopting and, and the husband ended up utilizing all of his PTO the wife is was working for a fortune 10 company If they didn't offer paid maternity leave, or any
paternity support at all, and it was so surprising, even heard, the wife's manager was so surprised. And so these are the things that I saw can help organizations go through and assess, because as their employees are going through experiences, whether you're sharing an exit interviews or not managers are sharing why their employees have left, and the things that really matter, because they lost good employees that brought so much to the organization that may be difficult to replace. All right. So this everybody, if you have thoughts and questions, go ahead, my calendar link is in there. Love to have a conversation with you about where your organization is, whatever sector inclusion, what work you do with people analytics on an intersectionality lens, to really help you retain that talent and grow the talent that you currently have in your organization and finding gaps of maybe where you need to recruit talent. Now. What I want to say in the chat if we could drop in the survey for my talk, I know I'm wrapping up a little bit earlier than I told my team but I want to get you out of here in time. But I want to say thank you for joining us joining us for day one. Don't forget to rate review and subscribe to the podcast. It helps me grow. Visit positive hire.co That's positive hire dot c o
67 episode