RAGAN VIRTUAL WORKSHOPThursday, August 13, 2020

INTERCULTURAL COMPETENCE:WHAT LEADERS HAVE TO LEARN

ABOUT DIVERSITY EQUITY AND INCLUSION

Aerial Ellis, Ed.D.Presenter

AWFUL NOT GOOD OKAY GOOD GREAT

1 2 3 4 5

How are you feeling mentally, emotionally and physically?

Leadership

Is about

Behaviors

@aerialellis

PHYSIOLOGICAL SAFETY

OPEN-MINDEDNESS

ACTIVE LEARNING

TRANSPARENCY

FOLLOW ME & SHARE THE CONVO

@aerialellis

“What were they thinking?”

“how could they let that happen?”

“Where’s the diversity?”

Leaders

Must have

Intercultural Competence

@aerialellis

various ways of life

INTERCULTURAL

a level of understanding

COMPETENCE

Leaders

Must have

TRAINING & EDUCATION

@aerialellis

152 senior comms/PR leaders at multinational corporations with a minimum of 10 to 15 years of experience who have the task of designing, communicating, implementing and executing diversity and inclusion practices/plansand programs

41% had only practiced DEI in their present role for five years or less

All had participated in DEI training provided a current or former employer

More than Half had participated in DEI training conducted by an expert trainer

or consultant

@aerialellis

Over half felt confident in their overall Perceived level of Intercultural competence

82% believe that leaders who have DEI as a job function needed

training/education to improve their intercultural competence

@aerialellis

FIVE SEGMENTS WERE RANKED:

INTERCULTURAL COMMUNICATION

INTERCULTURAL SENSITIVITY

INTERCULTURAL AWARENESS

INTERCULTURAL EXPERIENCES

INTERCULTURAL RESEARCH

COMMUNICATION

82%• Listening• Relating• Observing• Adapting

SENSITIVITY

80%• Empathy• Tolerance• Openness• Acceptance

AWARENESS

79%• Differences• Nuances• Behaviors• Norms

RESEARCH

79%• Data• Patterns• Facts• Inquiry

“I think it's trying to continue to develop my skills individually as an ally and also continue to learn

about diversity and the personal leading by example.” “I probably have the advantage of having more

knowledge, not to mention sensitivity to the different lifestyles, backgrounds, experiences that people have with whom we communicate and of course to have been in leadership.”

“Typically, as a leader, as a person of color, I typically have had to sometimes educate my team as to how much differences matter regardless of whether that's a difference of gender, or sexual identity, or race. So that intercultural competence is really, really critical.”

The organization that I work for has a ton of courses, programs, leadership development

opportunities that I've taken advantage of so that I could develop more expertise in this area.

“There needs to be some more formal training. I think one of the challenges that needs to

happen though, and this is both on the academy and the industry side, that first, we have to

admit that we got a problem.”

“I think leaders need some kind of course or training on how D/I links to the business. Because if they don't get it, then they're going to continue to approach it or not, more from a compliance base or a more formally it's a social responsibility thing, versus it's a business imperative.

NEXT STEPS?

Evidence-based Training & Assessment measures

Data of outcomes

Equitable policies and procedures

@aerialellis

GO BEYOND THE SURFACE. DEI EDUCATION IS more than implicit bias.

Commit to a series of learnings.

Train the Trainer. Set them up for success

Segment the progress. Leave no one out.

"Every leader who seeks a legacy of longevity and effectiveness realizes that he or she stands on the shoulders of someone else. This requires us all to be human."

- dr. aerial ellis

Trainings and Resources www.advisory83.com

CALLINGALL CULTURE

LEADERS

LET’S TALK!