It Starts With YOU
It Starts With YOU
Sandra Sims-Williams Chief Diversity Officer Publicis Groupe
CULTURAL ORGANIZATIONAL SECONDARY Industry Union Affiliation
PRIMARY Education
Age
Race
Identity
Sexual Orientation Gender Identity
Body Language Time
Level
Geographic Location
Ethnicity
Mental or Physical Ability
Religion
Gender
Power and Authority Views
Being or Doing
Role in the Company
Competition or Cooperation
Communications Style
Language/Accent Appearance Working Style
Marital/Relationship Status Parental/ Family Status
Location
Management Status Work Experience
Division/ Department Flexible/ Structured
Conflict Resolution Preferences
Tenure
Traditions/ Observances
Personal Space Individual or Team
When your talent walks through the door every morning, they should expect: 1. Basic responsibilities and the goals of their manager/team and organization 2. Leadership and organization values 3. Performance management: How they are being assessed –their manager is being held accountable for partnering with them to get the best results and elevating team performance 4. Communication –from leadership to the organization on the progress of the work, the opportunities 5. Learning opportunities - both formal and informal
People want to work for companies that: • Take seriously corporate social responsibility • Provide professional development opportunities • Offer stretch assignments • Provide mentorship opportunities • Make the effort to effectively manage people’s careers • And of course provide a work environment that is fair, welcoming and genuinely inclusive.
RETENTION – Ask your talent!
• What policies do we need to adopt? • What new benefits should we consider? • What pro bono opportunities should we support? • What employee-led business resource groups should we launch?
Summary 1. All talent should have the opportunity to learn from, contribute to and be included on the journey toward inclusion. 2. While inclusive policies and practices set the stage for a positive work environment, engagement is about assuring all talent feel welcome, valued, appreciated, celebrated so that they deliver their very best work. 3. By prioritizing talent engagement and inclusion of all talent companies can support their own recruiting and retention efforts helping to give them a competitive edge in the marketplace.
Sandra Sims-Williams Chief Diversity Officer Publicis Groupe
CULTURAL ORGANIZATIONAL SECONDARY Industry Union Affiliation
PRIMARY Education
Age
Race
Identity
Sexual Orientation Gender Identity
Body Language Time
Level
Geographic Location
Ethnicity
Mental or Physical Ability
Religion
Gender
Power and Authority Views
Being or Doing
Role in the Company
Competition or Cooperation
Communications Style
Language/Accent Appearance Working Style
Marital/Relationship Status Parental/ Family Status
Location
Management Status Work Experience
Division/ Department Flexible/ Structured
Conflict Resolution Preferences
Tenure
Traditions/ Observances
Personal Space Individual or Team
When your talent walks through the door every morning, they should expect: 1. Basic responsibilities and the goals of their manager/team and organization 2. Leadership and organization values 3. Performance management: How they are being assessed –their manager is being held accountable for partnering with them to get the best results and elevating team performance 4. Communication –from leadership to the organization on the progress of the work, the opportunities 5. Learning opportunities - both formal and informal
People want to work for companies that: • Take seriously corporate social responsibility • Provide professional development opportunities • Offer stretch assignments • Provide mentorship opportunities • Make the effort to effectively manage people’s careers • And of course provide a work environment that is fair, welcoming and genuinely inclusive.
RETENTION – Ask your talent!
• What policies do we need to adopt? • What new benefits should we consider? • What pro bono opportunities should we support? • What employee-led business resource groups should we launch?
Summary 1. All talent should have the opportunity to learn from, contribute to and be included on the journey toward inclusion. 2. While inclusive policies and practices set the stage for a positive work environment, engagement is about assuring all talent feel welcome, valued, appreciated, celebrated so that they deliver their very best work. 3. By prioritizing talent engagement and inclusion of all talent companies can support their own recruiting and retention efforts helping to give them a competitive edge in the marketplace.
