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10/9/2019 1 How to Participate Today Audio Modes Listen using Mic & Speakers Or, select Use Telephone and dial the conference (please remember long distance phone charges apply). Submit your questions using


  1. 10/9/2019 1 How to Participate Today • Audio Modes • Listen using Mic & Speakers • Or, select “Use Telephone” and dial the conference (please remember long distance phone charges apply). • Submit your questions using the Questions pane. • A recording will be available for replay shortly after this webcast. 2 1

  2. 10/9/2019 The Water Leadership Institute is a program aimed at educating, training, and providing opportunities that enable developing and emerging leaders to build strong lasting relationships within the water industry. Join the legacy - Registration for 2020 opens this November 3 Embracing Workforce Diversity to Lead from Where You Are WLI19 4 2

  3. 10/9/2019 Agenda Part 1 - Break the Illusion and go for Inclusion Part 2 - Pass the Buck(ets): Intergenerational Knowledge Transfer Part 3 - Not all Leaders Wear Capes 5 Join the Conversation! Part 1 - Break t he Illusion and go for Inclusion : #FlushTheBias Part 2 - Pass t he Buck(et s): Int ergenerat ional Knowledge Transfer: #FlushTheGap Part 3 - Not all Leaders Wear Capes : #LeadersNoCapes 6 3

  4. 10/9/2019 Part 1 - Break the Illusion and go for Inclusion Unconscious bias in the workplace - developing awareness and steps to increase inclusion 7 Contributors: Break the Illusion and Go for Inclusion MODERATOR BIAS BUSTER SPEAKER 1 Ellen Stitt Mike Anderson Abbye Neel Sr. Operator/Mechanic Wastewater Superintendent Water Conservation Specialist City of Coeur d’Alene Fort Collins Utilities SPEAKER 2 SPEAKER 3 Andre Garces Melissa Darr Aleah Henry Conveyance Team Leader Process Engineer Staff Water Engineer PLUMMER Associates Arcadis Cole Engineering Group 8 4

  5. 10/9/2019 Bias Buster A father and son are out driving. Their car crashes, killing the father. An ambulance takes the badly injured son to the local hospital. In the operating room, the surgeon looks at the patient and says “I cannot operate on this patient. He is my son.” How is this possible? HIS MOM IS THE SURGEON 9 Key Terms Diversity: Encompasses the whole human experience Inclusion: The effort to embrace differences and make each individual feel welcomed and respected 10 5

  6. 10/9/2019 Major Inhibitor of Inclusion Unconscious Bias: • Instinctive prejudice or unsupported conclusions made against one person or group compared to another • Automatic, fast paced judgements that are not made deliberately 11 Diversity - Gender # Occupation Secretaries & Admin 1 Assistants Receptionists & 2 Information Clerks 3 Billing and Posting Clerks Bookkeeping, Accounting & 4 Auditing Clerks 5 HR Specialists Plumbers, Pipefitters, 6 Steamfitters Heating, AC & refrigeration 7 Mechanics and Installers 8 Pipelayers 9 Crane & Tower Operators Mobile Heavy Equipment 10 Mechanics 12 6

  7. 10/9/2019 Diversity - Race # Occupation 1 Masons & Concrete Workers 2 Painters, Maintenance 3 Truck and Tractor Operators 4 Construction Laborers 5 Landscaping & Groundskeeping Trades (Pipelayers, plumbers, 6 pipefitters, electricians, etc.) 7 Civil Engineers 8 Sales & Manufacturing 9 Hydrologists 10 Environmental Scientists & Specialists 11 Construction Managers 12 Chief Executives 13 Lawyers 14 Cost Estimators 13 Why diversity and inclusion matter in the workplace LGBTQ+ job seekers 80% 5% of are less likely to get an interview employers admit to making In water utilities, decisions based on average, 67% on accents men’s wages of public 27% uncomfortable are higher talking to a than women’s disabled person 14 7

  8. 10/9/2019 Why diversity and inclusion matter in the workplace _____ More 35% Companies that likely to have ranked in the top returns above quartile for gender water industry diversity on executive standard 27% teams rank _____ higher in value ____ more 1.7x creation likely to be _____ 2.3x innovation the cash leaders flow per employee 15 Why diversity and inclusion matter in the workplace INNOVATION COMPANY REPUTATION HIRING PROBLEM SOLVING EMPLOYEE ENGAGEMENT PERSPECTIVES EMPLOYEE TURNOVER 16 8

  9. 10/9/2019 Bias Buster The words of my boss from earlier that morning were still ringing in my ears when I found myself slamming the brakes of my car to avoid a nasty collision. An incompetent driver was cutting across two lanes at a roundabout just in front of me. Still perspiring somewhat, I carried on to drop off my screaming child with the nanny. It was a hectic morning. 17 Bias Buster Poll 18 9

  10. 10/9/2019 What can I do individually? Step 2 Step 1 Review Internal Conversations Promote Self Awareness Step 4 Step 5 Step 3 Be Flexible and Inviting Change your Lens Challenge your Bias https://implicit.harvard.edu/implicit/takeatest.html 19 Join the Challenge: #FlushTheBias ● Post your commitment to inclusivity ● Comment on unconscious bias ● Share your stories 20 10

  11. 10/9/2019 Want to Learn More? Tests for Bias Identification: Teaching Tolerance • https://www.tolerance.org/professional-development/test-yourself-for-hidden-bias New York Times Sequence Puzzle • https://www.nytimes.com/interactive/2015/07/03/upshot/a-quick-puzzle-to-test-your-problem- solving.html Harvard Implicit Bias Test • https://implicit.harvard.edu/implicit/takeatest.html Statistics: • www.joshbersin.com/2015/12/why-diversity-and-inclusion-will-be-a-top-priority-for-2016/ • www.asanet.org/sites/default/files/savvy/images/journals/docs/pdf/asr/Apr09ASRFeature.pdf • www.talentlyft.com/en/blog/article/244/top-10-benefits-of-diversity-in-the-workplace- infographic-included • www.blog.capterra.com/7-studies-that-prove-the-value-of-diversity-in-the-workplace • www.ceoaction.com/ 21 Questions / Sharing 22 11

  12. 10/9/2019 Bias Buster Who is the teacher? 23 Passing the Buck(ets): Inter-generational Knowledge Transfer 24 12

  13. 10/9/2019 Group Members Morgan Brown Ryan Lacharity Amy Eberhardt Water Environment Federation, VA Region of Waterloo, Ontario Arcadis, OH Aaron Rivard Chris Waul Kristi Steiner Genesee County Drain Commissioner Milwaukee Metropolitan Sewerage Clean Water Services, OR Water & Waste Services, MI District, WI 25 Introduction 26 13

  14. 10/9/2019 Age Range of Workers in Water Occupations vs. All Occupations Source: Renewing the Water Workforce: Improving Water Infrastructure and Creating a Pipeline to Opportunity – Joseph Kane and Addie Tomer June 2018 27 How do We Retain and Pass on Institutional Knowledge? 28 14

  15. 10/9/2019 Today’s Focus: Communication Training Succession Planning 29 Communication Aaron J. Rivard (presenting) Morgan Brown 30 15

  16. 10/9/2019 Pick the Appropriate Communication Method for the Content 31 How? By Utilizing… • Preferred Methods of Communication • Media Richness Theory • Effective Communication Strategies 32 16

  17. 10/9/2019 • Received responses from 182 workers throughout the water and wastewater Inter- sector Generational • Of those Surveyed: Survey  Baby Boomers (1946-1964): 18.7%  Generation X (1965-1979): 33.5%  Millennials (1980-200): 47.8% 33 Communication Preferred for Everyday Business 34 17

  18. 10/9/2019 Media Richness Theory The Media Richness Theory(MRT), describes and evaluates the tools and their effectiveness during the communication process. It is a measurement on how well the message is received between the sender and receiver during communication, within a certain time frame. 35 Media Richness Theory RICHER MEDIUMS MORE Face to Face Effectiveness of Communication Video Conferencing Telephone / 2-Way Radio Written/Address Docs Unaddressed Docs/Bulk LESS LEANER MEDIUMS 36 18

  19. 10/9/2019 Effective Communication Strategy: Pick the Right Type • Don’t text, when it requires a phone call • An email is good, but a face to face is better 37 Effective Communication Strategy: Right Type. Right Time. • Be Clear • Be Concise • Be Easily Understood • Be Aware of Context • Be Able to Listen • Be Open to Feedback 38 19

  20. 10/9/2019 Training Kristi Steiner (presenting) Ryan Lacharity 39 Training with the Purpose of ‘Passing the Bucket' Requires... 1. An understanding of how each generation is motivated with a focus on generational and topic-specific training styles 2. Empowering experienced staff to transfer knowledge to younger staff 40 20

  21. 10/9/2019 Typical Motivators BABY BOOMERS (1946-1964) Want ownership, receive recognition and feel valued One Size Does NOT MILLENIALS GENERATION X (1980-2000) Fit All (1965-1979) Tenacious, savvy and technological prefer diversity, fun, self-reliance adept, believe they can handle and non-traditional methods anything that comes their way 41 Training Can Overcome Intergenerational Barriers Consider the medium and context  Learning preferences  Level of detail The motivators are not set in stone and it's important to focus on similarities over differences across generations as well as job roles 42 21

  22. 10/9/2019 Developing a Culture of Knowledge Transfer To engage staff and ensure successful training Training across organizations - not just within • A sense of purpose, utility, and clear outcomes • 43 Training is Best Served…Interactive 44 22

  23. 10/9/2019 What Should Successful Training Look Like? • Engagement • Retention of knowledge • Post training follow-up reinforces concepts 45 Types of Training Methods 46 23

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