ReimagineHR: How Mazars Got Creative About Becoming More Inclusive

ReimagineHR: How Mazars Got Creative About Becoming More Inclusive

According to recent research from CEB (now Gartner), in order to create an inclusive climate for teams, organizations need to focus not only on climate quality (the average level of inclusion that employees feel) but also on climate strength (the variation between how different employees perceive the inclusivity of their team). In a session on building inclusive leaders at our ReimagineHR conference in London on Thursday, we heard from Tyra Malzy, Chief Learning Officer at Mazars, about her experience integrating inclusion into her company’s business practices and engaging its younger workforce in decision-making. Here are some of the strategies she shared:

Normalize Inclusion in Leadership

As Malzy explained, Mazars needed to reach out to its millennial employees and help senior leadership see the business value of including these employees in its decisions. To meet these goals, the company made several key choices.

  • Start with saying “yes”: Mazars found that when leaders were concerned with the impact of change, they often responded in a risk-averse manner, usually resulting in saying “no” to ideas that deviated from the organization’s typical decision-making process. By making a habit of saying “yes” more often, this helped generate a more open environment for co-developing solutions.
  • Crowdsource ideas from employees: An important component of making leadership more inclusive is empowering employees to lead from the ground up. Mazars created an app for individuals to share their ideas with others within the company, vote on those which they like the best, and then have the top five presented to senior leaders. Finally, the executive team picks which business ideas to implement. Mazars also surveyed employees to understand their thoughts on management preferences and organizational culture. They then used this information to create specific projects associated with the interests of the employees.
  • Bring visibility to functions and individuals that are doing this well: By sharing examples of diverse groups that are outperforming other teams or functions, Mazars challenges teams with limited diversity to step up their diversity of thought and improve their outcomes.

Create a Culture of Inclusivity in Decision-Making

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Intel Moves Forward Target Date for Meeting Representation Goal

Intel Moves Forward Target Date for Meeting Representation Goal

In January 2015, Intel CEO Brian Krzanich unveiled an ambitious diversity and inclusion initiative, announcing that the company was allocating $300 million toward a plan to achieve “full representation”—meaning that Intel’s US workforce should be at least as diverse as that of the United States as a whole—by 2020. On Tuesday, the tech giant released its mid-year diversity report for 2017, showing where that effort stands halfway to its deadline. Like its past few reports, this one shows Intel making progress, albeit slowly and unevenly, toward its goals. While the raw percentages appear to show little progress—Women’s representation in all roles increased 0.3 percent over last year, but representation among underrepresented minorities remained fairly static—Krzanich says the company is now on track to meet its goal of “full representation” by 2018 instead of 2020, Lydia Dishman reports at Fast Company:

It’s important to note that full representation means that Intel’s target is “market availability,” which measures how many skilled people exist in the external U.S. labor market (drawn from multiple sources, including university graduation data from the National Center for Education Statistics and the U.S. Census Bureau) as well as Intel’s own internal market. That means the company is tracking its efforts in hiring, retention, and progression for every job category–both technical and nontechnical–for women, African-Americans, Hispanics, and Native Americans.

As such, there have been some positive gains since December of 2014 when the gap to full representation was 2,300 employees. Today among about 55,000 employees in the U.S., that gap is down to 801 people, an improvement of 65%.

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