Diversity 101: How to Launch A Diversity

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Diversity 101 How to Launch A Diversity
Inclusion Commitment

• Charmaine Brown, Director, Diversity Inclusion

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Who Are We?

• Forest City Enterprises, Inc., a 10.5 billion
  publicly traded real estate company, is
  principally engaged in the ownership,
  development, acquisition and management of
  commercial and residential real estate throughout
  the United States. A NYSE-listed real estate
  company (NYSE FCEA and FCEB), based in
  Cleveland, Ohio, its portfolio includes interests
  in retail centers, apartment communities, office
  buildings and hotels throughout the United
  States.

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Diversified National Presence
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Quick Survey
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Key Learning Objectives

• Understand the framework needed to develop a
  Diversity Inclusion agenda
• Understanding the role of Diversity Management
  within your organizations
• Avoid pitfalls to managing successful Diversity
  and Inclusion commitments
• Knowledge of Best Practices

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Key Non-Objectives

• Develop an instant remedy for every
  diversity-related dilemma you may be faced with
  in the workplace.
• Fulfill your diversity management
  accountabilities without focused planning,
  strategic implementation and continuous
  measurement, once you return to the workplace.
• Leap Tall Buildings in a single bound!

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Diversity - Whats So Different Now?

• Corrective Action
• Social Activity
• Race Gender
• Compliance Quotas
• Quantitative
• National
• Silver Bullet
• Singular Responsibility
• Corporate Responsibility
• Tolerance
• Measuring Activity

• Competitive Advantage
• Business Strategy/ Client Base
• Sexual orientation, Age, Disability
• Profits Service
• Quantitative Qualitative
• Global
• Multi-faceted
• Collective Ownership
• Innovation
• Inclusion
• Measuring Success

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• The diversity debate has shifted from the moral
  obligation of affirmative action to a business
  imperative. CEOs, faced with intense competition
  in global markets, record numbers of mergers and
  acquisitions, and the global war for talent, are
  focusing on how to leverage diversity as their
  competitive differentiator.
• Dr. Vanessa J. Weaver, Business Week

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Dimensions of Diversity

• Diversity is defined as the combination of
  differences and similarities that make each of us
  unique

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What Diversity Is NOT!

• Diversity is not the appropriate or politically
  correct word for describing people who are
  members of a minority group, as opposed to a
  majority group.
• Diversity does not mean non-white, non-male,
  non-heterosexual, non-English speaking or
  non-anything.
• Diverse people includes YOU and everyone you
  know. So when discussing diversity it is
  critical that you specify who you are talking
  about, i.e. women, Hispanics, persons with
  disabilities, single parents, African Americans,
  Muslims, etc.

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Further Clarification

• Despite what you think, Diversity is a noun as
  opposed to a verb. It is something organizations
  have or reflect, not something you do!
• Diversity and inclusion are not synonymous.
  Diversity refers to differences and similarities.
  Inclusion refers to organizational behaviors,
  processes and environments
• Diverse representation means the presence of
  people from different and like backgrounds
• The presence of diversity does not automatically
  mean that people are being managed inclusively.
  Well-intended managers often shy away from
  discussion of diversity and inclusion because
  they are unsure of what words are appropriate and
  they do not want to appear uninformed and/or
  prejudiced
• You do not have to have a degree in diversity or
  inclusive management in order to role-model
  leadership excellence in managing diversity
  inclusively.

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Inclusion

• The strategic process and policies, practices
  and procedures employed to build and maintain an
  environment in which diversity is represented and
  valued.

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Done Right

• Creates a high-performing, inclusive organization
• Includes ALL people in the work environment
• Capitalizes on the diverse strengths and
  uniqueness of ALL people to achieve mission
  success

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Diversity Inclusion Framework
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Key Points

• Visible and active Champions and Change Leaders
  for the principles and practices of diversity and
  inclusive management Walk the Talk!
• Develop a STRONG and compelling Business Case for
  managing diversity through inclusion
• War for Talent
• Changing Demographics
• Industry-specific challenges and opportunities
• Employer of Choice status
• Organizational Assessment (quantitative and
  qualitative)
• Current workforce statistics
• Turnover
• Succession Planning
• EEOC Charges/Lawsuits
• of Employee Relations Issues
• Employee Satisfaction Surveys
• Focus Groups

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Continued

• Clearly articulating the DI strategy at all
  levels of the organization
• Financial and Staffing resources required to
  ensure best outcome for success
• Establishment of employee network groups,
  referral networks, college relations, community
  outreach, mentoring, professional and leadership
  development

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Continue

• Monitoring and Measuring effectiveness of your
  plans
• Quantitative
• Hires
• Promotion
• Retention
• Qualitative
• Leadership involvement
• Education Training
• Communication
• Leadership accountability for ensuring
  organization achieves goal
• Scorecards
• Performance Measures
• Incentive Plans

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Continued

• Ensuring your supply chain includes diverse
  suppliers
• Consistent with efforts to achieving an
  integrated approach to managing diversity and
  inclusion
• Mirrors the growing diversity of the community
• Vital to the market share
• Increases competitive pool of suppliers

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Diversity as a FCE Value
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FC Valuing Diversity Inclusion Statement

• At Forest City, we do more than develop, own and
  manage real estate. We create exceptional places
  where people live, work and enjoy life together.
  We believe that high-quality communities have the
  power to enrich lives. And we believe that
  diversity and inclusion are critical to that
  experience. We understand that each community is
  unique and seek local partners who best
  understand the needs of their community.
• Within our own Forest City community, we embrace
  and value diverse individuals, opinions, cultures
  and abilities and actively seek them out. We
  believe that by working collaboratively, we can
  leverage the unique talents, skills, experiences
  and perspectives of our associates, business and
  civic partners, and end-use consumers to drive
  success, create a competitive edge and add
  shareholder value.

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DI Integrated into Core Business
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Thank You

• Charmaine Brown
• Director, Diversity Inclusion
• Forest City Enterprises
• [phone]
• charmainebrown_at_forestcity.net

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Resources

• Diversity Study
• www.nul.org

• Best Practices
• www.diversityinc.com
• www.mgmmiragediversity.com
• www.sodexo.com