The most successful organisations are those with the most diverse and engaged workforces. Studies show an 80% improvement in business performance among those with high diversity levels. When people feel included and able to reach their full potential, they are more engaged, more productive and often more creative. Inclusive Leadership will help you drive culture change using organisational development principles. It takes you through the key components of leading change throughout the employee lifecycle, your supply chain, and through product development. Crucially, it will help you make a…mehr
The most successful organisations are those with the most diverse and engaged workforces. Studies show an 80% improvement in business performance among those with high diversity levels. When people feel included and able to reach their full potential, they are more engaged, more productive and often more creative. Inclusive Leadership will help you drive culture change using organisational development principles. It takes you through the key components of leading change throughout the employee lifecycle, your supply chain, and through product development. Crucially, it will help you make a genuine impact on your business, through your people, both now and in the future.
Charlotte Sweeney is an experienced and pragmatic change agent with over 20 years experience of leading significant change programmes in large global organisations, coaching, facilitation and training. Fleur Bothwick has a Masters in HR Strategic Management, is an advisory member of the Pink Shoe Club Senate and an Ambassador for the CMI. She's the founder of Project Vanguard and in the Queen’s 2013 New Years Honours List, she received an OBE in recognition of her contribution to Diversity and Inclusion in the workplace.
Inhaltsangabe
Acknowledgements Foreword from Larry Hirst CBE About the Authors INTRODUCTION * What is Diversity and Inclusion? * Why is it important? * Who is the book for? * Why us? * Further thoughts PART ONE: STARTING OUT 1. WHAT IS ‘STARTING OUT’? * Starting Out * Introducing the STAR framework * Getting to grips with D&I terminology 2. ASSESSING YOUR CURRENT POSITION * What information is available? * Cultural and community norms * Analysing your data 3. CREATING THE CASE FOR CHANGE * What has worked in the past within your organisation? * What’s more important – the moral, the legal or the business case? * Creating the Burning Platform * Do you know your SWOT from your PESTLE? * What’s In It For Me? * Use data that is most relevant for your organisation! * Challenging the Status Quo 4. BUILDING A STRATEGIC PLAN * Developing your vision * Creating your strategic delivery plan * Achieving short term wins 5. YOUR ROLE AS A CHANGE AGENT * What does an effective change agent look like? * The skills and competencies required * Building your skills 6. WHO IS THERE TO HELP? WORKING WITH EXTERNAL PROVIDERS * External Benchmarking * Charters and Kitemarks * Forums and external networks * Thought Leadership and Research PART TWO: TAKING THE LEAP 7. BUILDING YOUR TEAM * Building a wider team * Where’s the programme office? * Winning supporters from the board to the shop floor 8. COMMUNICATING THE CHANGE * Creating your key messages * Creating and delivering your plan * Media channels * Adapting and embedding into everyday messages 9. BIAS AND UNCONSCIOUS BIAS TRAINING * The Impact of bias * What is Bias? * Bias and Unconsious Bias Training 10. TALENT MANAGEMENT – Recruitment to Career Development * Recruitment * Pre-hire and your organisations brand * Accessing the talent pool * Effective assessment of your talent pool * Performance management * Progression and Promotion * Training and Development 11. TALENT MANAGEMENT – Reward to Exit * Reward - pay and benefits * Leaving a company * Alumni networks * Pre-retirement programmes * Non-Exec Director positions 12.NETWORKS * What are networks and why build them? * Creating a network and getting it off the ground * Taking your local network regional and/or global * Challenges and obstacles * Measuring business impact and return on investment PART THREE: ACHIEVING CHANGE 13. INCLUSIVE LEADERSHIP DEVELOPMENT * What do we mean by inclusive leadership? * Minority specific leadership development programmes * Cross cultural working * Coaching, mentoring and sponsorship for specific communities 14. NEW WAYS OF WORKING * What
Acknowledgements Foreword from Larry Hirst CBE About the Authors INTRODUCTION * What is Diversity and Inclusion? * Why is it important? * Who is the book for? * Why us? * Further thoughts PART ONE: STARTING OUT 1. WHAT IS ‘STARTING OUT’? * Starting Out * Introducing the STAR framework * Getting to grips with D&I terminology 2. ASSESSING YOUR CURRENT POSITION * What information is available? * Cultural and community norms * Analysing your data 3. CREATING THE CASE FOR CHANGE * What has worked in the past within your organisation? * What’s more important – the moral, the legal or the business case? * Creating the Burning Platform * Do you know your SWOT from your PESTLE? * What’s In It For Me? * Use data that is most relevant for your organisation! * Challenging the Status Quo 4. BUILDING A STRATEGIC PLAN * Developing your vision * Creating your strategic delivery plan * Achieving short term wins 5. YOUR ROLE AS A CHANGE AGENT * What does an effective change agent look like? * The skills and competencies required * Building your skills 6. WHO IS THERE TO HELP? WORKING WITH EXTERNAL PROVIDERS * External Benchmarking * Charters and Kitemarks * Forums and external networks * Thought Leadership and Research PART TWO: TAKING THE LEAP 7. BUILDING YOUR TEAM * Building a wider team * Where’s the programme office? * Winning supporters from the board to the shop floor 8. COMMUNICATING THE CHANGE * Creating your key messages * Creating and delivering your plan * Media channels * Adapting and embedding into everyday messages 9. BIAS AND UNCONSCIOUS BIAS TRAINING * The Impact of bias * What is Bias? * Bias and Unconsious Bias Training 10. TALENT MANAGEMENT – Recruitment to Career Development * Recruitment * Pre-hire and your organisations brand * Accessing the talent pool * Effective assessment of your talent pool * Performance management * Progression and Promotion * Training and Development 11. TALENT MANAGEMENT – Reward to Exit * Reward - pay and benefits * Leaving a company * Alumni networks * Pre-retirement programmes * Non-Exec Director positions 12.NETWORKS * What are networks and why build them? * Creating a network and getting it off the ground * Taking your local network regional and/or global * Challenges and obstacles * Measuring business impact and return on investment PART THREE: ACHIEVING CHANGE 13. INCLUSIVE LEADERSHIP DEVELOPMENT * What do we mean by inclusive leadership? * Minority specific leadership development programmes * Cross cultural working * Coaching, mentoring and sponsorship for specific communities 14. NEW WAYS OF WORKING * What
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