October 15, 2013
Integrated Approach to Driving
Diversity & Inclusion at
Rockwell Collins
Providing Thought Leadership in Support of
Corporate D&I Strategy & Goals
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Diversity Business Case
• Our employees must reflect the changing demographics to
meet the needs and expectations of a global economy.
• Establishing a diverse, talented and motivated workforce
increases our ability to develop innovative solutions by
embracing diversity of thoughts, opinions, backgrounds and
styles.
• To compete in an ever-changing global marketplace, our
diverse workforce will position us for future opportunities.
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Definitions of Diversity and Inclusion
Diversity
Difference such as race, gender, work and educational
background, sexual orientation, learning styles,
interpersonal traits, personal beliefs, age, geography,
lifestyles and physical attributes.
Inclusion
Creating an environment where everyone feels appreciated,
valued and welcomed. Valuing every individual.
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3
Diversity and Inclusion Overview
Diversity and Inclusion Strategic Framework
People
Employee
Resource
Groups
Mentoring
Retain
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Workplace
Marketplace
Training
Workforce
Planning
Branding
Philanthropy
Executive
Diversity
Council
Diversity
Advisory
Council
Strategic
Partnerships
Supplier
Diversity
Develop
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Attract
4
Transformative
Performance
Diversity
(Who)
Inclusion
(How)
Diversity
Inclusion
Inclusion
Diversity
without
without
• Decreases collaboration
• Reduces productivity &
performance
• Increases barriers
• Decreases innovation
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• Relies on sphere of
comfort
• Rewards status quo
thinking
• Decreases disruption
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Roles and Responsibilities
Chief Diversity Officer
Exec Diversity Council
Diversity Council
Diversity Office
CEO
Senior Leadership Council
Members (direct reports of the
CEO)
Executive Chairs and Vice
Chairs of the ERGs
Diversity & Workforce
Effectiveness Team
Influences, endorses, promotes
and monitors corporate diversity
strategy both internally and
externally
Reviews and approves
diversity initiatives
Develops, generates,
and recommends
diversity plan to EDC
Leads, drives, and
develops diversity plans
and initiatives. Integrates
diversity in all of HR and
Business processes
•Sets and oversees the strategic direction
of the diversity strategy
•Chairs the EDC
•Facilitates approval of the diversity
initiatives
•Speaks publicly on diversity
•Hosts annual diversity event
•Mentors a cross cultural employee
•Sponsors 2 speed mentoring events for
diverse populations annually
•Approves diversity initiatives
•Oversee progress of initiatives
•Bring new ideas to add to
initiatives
•Be a source for people in
organization and address specific
BU/SS concerns
•Implementation of diversity
strategy within specific BU/SS
•Sponsors an Employee Resource
Group
•Mentors a cross cultural
employee
•Constructs and develops
ERG diversity plans
•Implement diversity
initiatives within BU/SS
•Track the success of
diversity initiatives
•Serves as BU/SS diversity
champions and change
agents
•Serves as corporate thought
leaders on diversity
(benchmarking & bring ideas
forward)
•Serves as internal diversity
consultants
•Facilitates the process to
construct and develop plans
•Provides implementation
support
•Drives communication on
diversity
•Oversees diversity training
plan
•Tracks and reports on diversity
scorecard measures
•Coordinates with corp giving
•Drive/ Lead ERG activities
•Organizes annual diversity
events
6
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Diversity and Inclusion Overview
Purpose of Employee Resource Groups
•
Attract - Assist with Recruiting
•
Engage - Support Employee personal and professional development
•
Retain - Build Relationships (internal, customers, community)
Current Employee Resource Groups
•
African American Professionals Forum
•
Disability Network Group and Supporters
•
Friends of Asia Employee Resource Group
•
Latino Employee Network
•
Military and Veterans Employee Resource Group
•
New Hire Employee Network
•
Pride Employee Resource Group
•
Women’s Forum Employee Resource Group
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Employee Engagement
Enterprise-wide Learning Events
• Education & Awareness
Heritage Month Events
• Culture & Respect
Community Involvement
• Leadership & Ownership
Speed Mentoring
• Growth & Development
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8
The D & I Learning Continuum
Inclusive
Behaviors
Valuing difference as a
competitive edge
Diversity of
Thought
Building a Culture
of Openness
Appreciation and valuing
Taking Ownership of Diversity
and Inclusion (ILT)
Acceptance and respect
Understanding
Awareness
Understanding Diversity and Inclusion
(CBT)
Leading Diversity (ILT & Leader Led Discussion)
Business Case for Diversity (CBT)
Exclusive
Behaviors
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Affirmative Action (CBT)
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Strategic Partner Model
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Measures of Success and Accountability
• Corporate Diversity Scorecard & Business Scorecards
–
–
–
–
–
Retention
Development
Leadership Engagement
Supplier Diversity
Affirmative Action
• Voice of the Employee Survey
– Satisfaction
– Engagement Index
– Diversity Index
• Performance Reviews
– Integration
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Back-up
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Diversity Strategy
• People
– Recruit, Retain, Develop and Advance diverse talent
• Workplace
– An environment that encourages and accepts a free exchange of
ideas and perspectives
• Marketplace Diversity
– Providing innovative solutions to best serve customers and other
stakeholders
Build as in original with photos of people and words below –slide 13 of
http://www.elallc.net/development/div_course_v2/
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