D i V e R S I T y : STRATEGIC IMPERATIVE

D D ii V V e e R R S S I I T T yy ::STRATEGIC IMPERATIVESTRATEGIC IMPERATIVE

A G E N D AA G E N D A Changing DemographicsChanging Demographics Workforce ScanWorkforce Scan Purchasing PowerPurchasing Power CBSR: Ten Step ProcessCBSR: Ten Step Process SummarySummary The Next Level: The Next Level:

Strategic IntegrationStrategic Integration

CHANGINGCHANGINGDEMOGRAPHICSDEMOGRAPHICS


Compelling Reason WhyCompelling Reason Why

Changing DemographicsChanging Demographics

2

4

6

8.9

0

1

2

3

4

5

6

7

8

9

1927 1974 1999 2050


Compelling Reason WhyCompelling Reason WhyChanging DemographicsChanging Demographics

GlobalGlobal

Trend AnalysisTrend Analysis

2B – 4B More2B – 4B More

Greater Urban UtilizationGreater Urban Utilization

OlderOlder



NationalNational

25% of U.S. Population = People of Color25% of U.S. Population = People of Color

U.S. is 5U.S. is 5thth Largest Spanish Speaking Largest Spanish Speaking CountryCountry

More African Americans in U.S. than More African Americans in U.S. than Population of CanadaPopulation of Canada



NationalNational

2010: 1 in 4 Children – Latino2010: 1 in 4 Children – Latino

2020: 33% - People of Color2020: 33% - People of Color

2030: 70 Million Americans 65+ 2030: 70 Million Americans 65+

2030: 77 Million Baby Boomers2030: 77 Million Baby Boomers

2060: English 62060: English 6thth Language Language


“…“…America’s population will increase America’s population will increase

by 50% over the next 50 years, withby 50% over the next 50 years, with

almost 90% of that increase in thealmost 90% of that increase in the

communities of color.”communities of color.”

-Norman Y. Mineta-Norman Y. MinetaSecretary of TransportationSecretary of Transportation

WORKFORCEWORKFORCE

SCANSCAN


Compelling Reason WhyCompelling Reason WhyWorkforce ScanWorkforce Scan

Workforce CompositionWorkforce Composition

1.1. Women = 46.3% Women = 46.3%

2.2. African Americans = 11.4%African Americans = 11.4%

3.3. Latinos = 13.7%Latinos = 13.7%

4.4. Asians = 4.4%Asians = 4.4%

5.5. Other Groups = 2.3%Other Groups = 2.3%-Bureau of Labor Statistics: Monthly Labor Statistics, 11.07-Bureau of Labor Statistics: Monthly Labor Statistics, 11.07



Department of Labor – BLS: 2000 -2010Department of Labor – BLS: 2000 -2010Philadelphia:Philadelphia:

a. Asian labor force inc. = 44.1%a. Asian labor force inc. = 44.1%b. Latino labor force inc. = 36.3%b. Latino labor force inc. = 36.3%c. African-American labor force inc. c. African-American labor force inc.

= = 20.7%20.7%

Multi-generational workforceMulti-generational workforceFastest growing age group: 45-64Fastest growing age group: 45-64



Workforce ScanWorkforce Scan

““Oil Industry Huge Labor Crisis”Oil Industry Huge Labor Crisis”

““..Shortage in Manufacturing”..Shortage in Manufacturing”

“…“…Not Enough Nurses…”Not Enough Nurses…”



““If America is to continue its If America is to continue its position as the principal economicposition as the principal economicforce in the global marketplace, force in the global marketplace, it must include all members ofit must include all members of

its society in productive its society in productive enterprise.”enterprise.”


““United StatesUnited States companies with more companies with more racially diverse staffs tend to deliver racially diverse staffs tend to deliver higher shareholder value than otherhigher shareholder value than other

companies. companies.

Racially diverse companies generated a Racially diverse companies generated a share price yield that was 12.8% share price yield that was 12.8% higher than all of the S&P 500 in higher than all of the S&P 500 in

2004.”2004.”

-New Zealand Herald-New Zealand Herald


FORTUNE 500FORTUNE 5004 MEN OF COLOR4 MEN OF COLOR9 WOMEN9 WOMEN14% BOARD OF DIRECTORS14% BOARD OF DIRECTORS

FORTUNE 1000FORTUNE 1000 = 19 WOMEN= 19 WOMEN

U.S. BOARD OF DIRECTORS U.S. BOARD OF DIRECTORS AFRICAN AMERICANS = 1 ON 39%AFRICAN AMERICANS = 1 ON 39%

LATINOS = 1 ON < 10% LATINOS = 1 ON < 10%

ASIAN = 1 ON 9%ASIAN = 1 ON 9%


““WHAT AN ORGANIZATION DEEMS WHAT AN ORGANIZATION DEEMS ACCEPTABLE IS FOUND AT BOARD ACCEPTABLE IS FOUND AT BOARD

AND EXECUTIVE LEVELS. AND EXECUTIVE LEVELS.

HERE IS WHERE ENTERPRISE-WIDE HERE IS WHERE ENTERPRISE-WIDE DECISIONS ARE MADE. HERE IS DECISIONS ARE MADE. HERE IS

WHERE DECISIONS ON DIRECTION WHERE DECISIONS ON DIRECTION AND RESOURCE INVESTMENT ARE AND RESOURCE INVESTMENT ARE

DETERMINED.”DETERMINED.”

-UNKNOWN-UNKNOWN

PURCHASINGPURCHASING

POWERPOWER


Compelling Reason WhyCompelling Reason WhyPurchasing PowerPurchasing Power

$0

$1,000,000,000,000

$2,000,000,000,000

$3,000,000,000,000

$4,000,000,000,000

2004 2008 2045

DISPOSABLE INCOME GRAPH

Caucasian African Amer Latino Asian Native Amer


““As this report shows, purchasing power inAs this report shows, purchasing power inthe communities of color will be gettingthe communities of color will be getting

much larger; much larger;

therefore it is necessary to have atherefore it is necessary to have astrong business and economic strong business and economic

infrastructure that will serve both theinfrastructure that will serve both thecommunities of color and all of America.”communities of color and all of America.”

Robert L. Mallett, Robert L. Mallett, Deputy Secretary of CommerceDeputy Secretary of Commerce


““Both Fortune 1000 and Both Fortune 1000 and other businesses need to other businesses need to

pay attention to the pay attention to the consumer purchasingconsumer purchasing

power that will result power that will result from that growth.”from that growth.”

-Norman Y. Mineta-Norman Y. MinetaSecretary of TransportationSecretary of Transportation

VENDORVENDORPARTNERSHIPSPARTNERSHIPS


Compelling Reason WhyCompelling Reason WhyVendor PartnershipsVendor Partnerships

Asian:Asian:• 1.1 Million1.1 Million• 2.2 Million Employees2.2 Million Employees• $326 Billion$326 Billion

Native Americans/Alaska Native:Native Americans/Alaska Native:• 201,400201,400• 191,300 Employees191,300 Employees• $26.9 Billion$26.9 Billion

-Pittsburgh Post Gazette NOW, 4.16.06 / -United States Census Bureau, 2002-Pittsburgh Post Gazette NOW, 4.16.06 / -United States Census Bureau, 2002



Native Hawaiian/Pacific Islander:Native Hawaiian/Pacific Islander:• 29,00029,000• Over 29,000 EmployeesOver 29,000 Employees• $4.3 Billion $4.3 Billion

LatinoLatino• 1.6 Million1.6 Million• 1.5 Million Employees1.5 Million Employees• $222 Billion$222 Billion




African American:African American:• 1.2 Million1.2 Million• 754,000 Employees754,000 Employees• $88.8 Billion$88.8 Billion

Women:Women:• 6.5 Million6.5 Million• 7.1 Million7.1 Million• $939.5B$939.5B


10 Step 10 Step ProcessProcess


STEP ONE:STEP ONE:• Attitude IS EverythingAttitude IS Everything• Attitude Aptitude ExamAttitude Aptitude Exam

STEP TWO:STEP TWO:• It’s About LeadershipIt’s About Leadership• 21 Irrefutable Laws of Leadership21 Irrefutable Laws of Leadership


STEP THREE:STEP THREE:• It’s About Strategy It’s About Strategy • CEO Top of MindCEO Top of Mind• Top 3 Strategic Objectives Top 3 Strategic Objectives

AlignmentAlignment• World Economic ForumWorld Economic Forum


CEO TOP OF MINDCEO TOP OF MINDEconomyEconomy

CustomersCustomersNew MarketsNew Markets

Planned GrowthPlanned GrowthRight PeopleRight People


““HR PROFESSIONALS NOTHR PROFESSIONALS NOT STRATEGICSTRATEGIC””

Employees Think We Stink At:Employees Think We Stink At:– Retention:Retention: 60%60%

– Performance Appraisal Systems:Performance Appraisal Systems: 41%41%– Training & Education:Training & Education: 42%42%

– Succession Planning:Succession Planning: 50%50%


What Makes a Successful HR What Makes a Successful HR Professional?Professional?

Interpersonal Communications:Interpersonal Communications: 83%83%

Employment Law:Employment Law: 77%77%

Business Ethics:Business Ethics: 66%66%

Change Management:Change Management: 35%35%

Strategic Management:Strategic Management: 32%32%

Finance:Finance: 2% 2%


What DoWhat DoCEOs’ Think CEOs’ Think

We Do in We Do in HR?HR?


STEP FOUR:STEP FOUR:• Declare the End From the BeginningDeclare the End From the Beginning• Quantifiable Performance OutcomesQuantifiable Performance Outcomes

STEP FIVE:STEP FIVE:• Build the CouncilBuild the Council

STEP SIX:STEP SIX:• Establish Meaningful MetricsEstablish Meaningful Metrics• Individual and OrganizationalIndividual and Organizational


STEP SEVEN:STEP SEVEN:• The Concept PaperThe Concept Paper• DescriptionDescription

Why diversity initiative is needed.Why diversity initiative is needed.How initiative will increase revenue.How initiative will increase revenue.How initiative will reduce expenses.How initiative will reduce expenses.Required resources.Required resources.Opportunity leverage.Opportunity leverage.SWOT analysis.SWOT analysis.


STEP EIGHT:STEP EIGHT:• The Strategic PlanThe Strategic Plan

STEP NINE:STEP NINE:• The ScorecardThe Scorecard

STEP TEN:STEP TEN:• Change Leadership ModelChange Leadership Model


F A C TF A C T

• 85% FAIL TO EXECUTE85% FAIL TO EXECUTE

• 70% MGMT TEAMS < 1 HOUR70% MGMT TEAMS < 1 HOUR

• 70% NO HR70% NO HR & I.T. & I.T. ALIGNMENTALIGNMENT

Dr. D. Norton/Dr. R. Kaplan, Balanced Scorecard, Dr. Christopher Zook, Profit From the CoreDr. D. Norton/Dr. R. Kaplan, Balanced Scorecard, Dr. Christopher Zook, Profit From the Core


R E A S O N SR E A S O N SLack of ownership by executive team.Lack of ownership by executive team.

Compensation not linked to new behaviors.Compensation not linked to new behaviors.

Lack of clear communication.Lack of clear communication.

Managers not held accountable.Managers not held accountable.

Quick fix syndrome.Quick fix syndrome.

Sacrifice strategy for fire-fighting.Sacrifice strategy for fire-fighting.


SUMMARYSUMMARY



It’s About LeadershipIt’s About Leadership

It’s About StrategyIt’s About Strategy

CBSR – 10 Step ProcessCBSR – 10 Step Process

Taking Your Organization to the Next Level:Taking Your Organization to the Next Level:DIVERSITY PRINCIPLES: DIVERSITY PRINCIPLES: STRATEGIC INTEGRATIONSTRATEGIC INTEGRATION


2211


Burning PlatformBurning Platform

““That’sThat’s

DisrespectfulDisrespectful!!””



“We Must Not Only Know,

We Must ActWe Must Act.”

-Dr. W.E.B. DuBois


Grace A. Odums - 215.576.0893Grace A. Odums - 215.576.0893


Diversity Strategic Plan WritingDiversity Strategic Plan Writing

Diversity Scorecard CreationDiversity Scorecard Creation

Strategy ImplementationStrategy Implementation

Customized Learning OfferingsCustomized Learning Offerings

Executive/Leadership CoachingExecutive/Leadership Coaching

Diversity Council CreationDiversity Council Creation

To Order Your Copy of:To Order Your Copy of:

Please send $59.95 to:Please send $59.95 to:G.A. Odums, P.O. Box 11221, Elkins Park, Pa 19027G.A. Odums, P.O. Box 11221, Elkins Park, Pa 19027

Please allow 3 weeks for deliveryPlease allow 3 weeks for delivery

S T R A T E G I C I N T E G R A T I O

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