Concepts like diversity and inclusion are important; but they’re more than just buzzwords, and they can and do impact your bottom line. We’d love to show you the whys and hows at the September Biz Café, which will begin with a presentation by diversity consultant Lauren Slemenda and conclude with a panel discussion from experts representing traditionally underserved groups. That’s right: We’re shaking things up in September and transforming Biz Café into a Q/A panel discussion! So come armed with your questions — maybe even those you’ve been uncomfortable asking before, like: • What the heck does cisgender mean? • Will hiring someone with a disability end up costing me more money in training, insurance or equipment? • Doesn’t hiring a more diverse workforce open me up to potential discrimination suits? • How do I find people of color who have the skills I need? In this Biz Café — “How a diverse workforce improves your bottom line” — here are some of the takeaways, as facilitated by Lauren and our panel: • Learn which techniques for boosting diversity work, which ones don’t, and how you can start taking steps today towards a more equitable and synergistic workplace. • We’ll discuss new, innovative techniques that research has shown to be effective, including universal design and bystander intervention, and dive into why traditional approaches like day-long diversity workshops might actually be making things worse. • We’ll also talk about how things you might not think of as “diversity initiatives” (like setting realistic timelines for projects and encouraging lifelong learning) are powerful tools in creating a corporate culture that supports and sustains equity and inclusion.

1. The Business Case for Equity
and Inclusion
(AND HOW TO DO IT RIGHT)
© Outside the Circle Consulting, 2018

2. Get Ready
to Get
Uncomfortable
© Outside the Circle Consulting, 2018

3. Measurable Benefits
 Increased market share and better performance
 Better serve and communicate to consumer groups from a variety of backgrounds
 McKinsey & Co., 2015: “Companies in the top quartile for racial and ethnic diversity are 35%
more likely to have financial returns above their respective national industry medians.”
 Productivity and Innovation
 Richer solutions and better results
 Center for Talent Innovation, 2013: Companies with both inherent and acquired diversity are
158% more likely to understand their target end-users and innovate effectively if one or
more members on the team represent the user’s demographic.
 Employee Attraction, Retention and Satisfaction
 Employees who are part of an inclusive environment are less likely to leave
 Stephen Frost, 2014: “Discriminating against women, homosexuals and disabled people is
costing $64 billion dollars a year in the US alone.”
© Outside the Circle Consulting, 2018

4. Here’s the Real
Bottom Line
EQUITY AND INCLUSION ARE
AN INVESTMENT IN THE
FUTURE OF YOUR
ORGANIZATION.
© Outside the Circle Consulting, 2018

5. Why “Diversity”
Isn’t Enough
“…it is NOT the diversity that is the
problem. It is the unconscious
handling of diversity that creates
the lack of fairness in the
organization. It is not the fault of
the diverse, nondominant groups
nor is it the fault of the
homogenous, dominant groups in
power. It is that diverse
organizations require more
sophisticated leadership, conscious
awareness, thought, behavior and
tools to reap the benefits of what
true diversity can provide.”
-Laura Liswood, Senior Advisor,
Goldman Sachs
© Outside the Circle Consulting, 2018

6. Equity
© Outside the Circle Consulting, 2018

7. Inclusion
“FULL AND AUTHENTIC
INCLUSION HAS MORE TO DO
WITH COMPLETE MEMBERSHIP
IN A COMMUNITY RATHER
THAN TIME SPENT IN [AN
ORGANIZATION]…
MEMBERSHIP IS ABOUT
BELONGING, HAVING FULL
ACCESS, BEING ACCEPTED,
BEING SUPPORTED, AND
HAVING AN ENVIRONMENT
IN WHICH EVERY [PERSON]
CAN [BE THEIR] BEST.”
–TIM VILLEGAS
© Outside the Circle Consulting, 2018

8. Stop Wasting Your Money
 Typical diversity training exercises were followed by a 7.5% drop in the number of
women in management. The number of female African American managers fell by 10%,
while the number of male African Americans dropped by 12%.
 Businesses in the US collectively spend between $200 and $300 million each year on
diversity training.
 These make us feel good but accomplish nothing.
 Trainings that concern diversity are more effective when they are voluntary and used to
achieve specific company goals.
 Ex. Training on Mitigating Unconscious Bias in the Hiring Process
© Outside the Circle Consulting, 2018

9. Do This Instead
© Outside the Circle Consulting, 2018

10. Universal Design
Create physical, learning and
work environments so that they
are useable by a wide range of
people, regardless of age, size or
disability status.
© Outside the Circle Consulting, 2018

11. Bystander
Intervention
Teach employees to recognize a
potentially harmful situation,
interpret it as a problem, and
help.
© Outside the Circle Consulting, 2018

12. Stop Relying on
the Written Word
Things do happen outside of
memos, e-mails and written
policy. Allow for a more free and
open flow of information.
© Outside the Circle Consulting, 2018

13. Set Realistic
Timelines
Set timelines for work that allow
for the unexpected and give you
time to do things right.
© Outside the Circle Consulting, 2018

14. Accept Multiple
Truths
Two seemingly disparate
thoughts can exist and be true at
the same time. Work to create a
culture that accepts and
embraces this.
© Outside the Circle Consulting, 2018

15. Get
Uncomfortable!
Big, awesome, wonderful things
don’t usually happen inside our
comfort zone. Allow for conflict
and discomfort.
© Outside the Circle Consulting, 2018

16. What Are Your
Questions?
OUTSIDE THE CIRCLE CONSULTING
LAURENCSLEMENDA@GMAIL.COM
© Outside the Circle Consulting, 2018