June 14, 2013

The Human Equity Advantage: Beyond Diversity to Talent Optimization

Filed under: Blog — twi_admin @ 7:42 pm

For decades, organizations have been struggling with diversity initiatives and most feel frustrated with them, stuck in a stalemate of competing special interest groups and a circular debate that never seems to move forward. These organizations are suffering from a serious case of “diversity fatigue”.

Diversity fatigue is the Herculean effort required by diversity practitioners to keep the momentum going amidst the toughest economic crisis since the Great Depression. It is trying to sell and re-package the business case for diversity at a time of limited dollars for any corporate imperative. It is the endless task of breaking down silos between groups, each of whom have an interest only in their particular dimension of diversity. And it is maintaining the gains with front-line managers who ask, “When will this diversity thing end? Have we not handled it by now?”

The Human Equity Advantage (Wiley; Cloth; June 2013; $39.95) presents a fresh, new management model that goes beyond traditional human resources towards the whole new area of human equity. Featuring case studies and practical diagnostic tools and assessments, this book will benefit anyone who is interested in improving their business by building on the unique talents of all employees’ innate strengths, unique abilities, personality, attitude, life experience, and virtues.

Author Trevor Wilson is available for interview and can speak about the following:
How organizations can use human equity to leverage employees’ unique talents to dramatically improve employee engagement;
How to move beyond the superficial group focus of diversity towards the robust focus on individual talent differentiation;
How organizations can move beyond eliminating disengaged employees towards eliminating dis-engagement in their work environment;
How people leaders can move beyond a deficit focused management model to a leadership model grounded in the exciting new science of positive psychology.

The Human Equity Advantage is tailored to fit today’s work environment: It is for an environment that includes globalization, unprecedented technological change, drastically changing demographics, and a plethora of differentiated employment contracts. Never has there been a more important time to truly harness all employees’ talents. Never has there been a more important time to move beyond diversity and use human equity to realize the potential in every employee and achieve a more productive organization.

About the Author
Trevor Wilson is the creator of the human equity management model.   He is founder and President of TWI Inc., one of North America’s leading firms in the field of diversity and human equity. The firm’s clients include some of the most progressive global employers, including Coca-Cola, Ernst & Young, BNP Paribas, Shell, and Home Depot. TWI’s trademarked “Human Equity” approach was instrumental in catapulting Coca-Cola’s South African division to the top performing division worldwide. Trevor is sought as much for his knowledge and expertise as he is for his style, executive presence and ability to coach executives to be the best and most Equitable Leaders. Leveraging over two decades of innovative experience in diversity, inclusiveness and Human Equity™ management, Wilson is regularly invited to participate in leading-edge diversity think-tanks and conferences, speaking to about 10,000 people each year, and is often profiled in the media. Most recently, Wilson was the only consultant from outside of the U.S. profiled in a Diversity Journal feature on the Pioneers of Diversity.

About Wiley
Founded in 1807, John Wiley & Sons, Inc. has been a valued source of information and understanding for 200 years, helping people around the world meet their needs and fulfill their aspirations. Since 1901, Wiley and its acquired companies have published the works of more than 350 Nobel laureates in all categories: Literature, Economics, Physiology or Medicine, Physics, Chemistry and Peace.

Our core businesses publish scientific, technical, medical and scholarly journals, encyclopedias, books, and online products and services; professional/trade books, subscription products, training materials, and online applications and websites; and educational materials for undergraduate and graduate students and lifelong learners. Wiley’s global headquarters are located in Hoboken, New Jersey, with operations in the U.S., Europe, Asia, Canada, and Australia. The Company is listed on the New York Stock Exchange under the symbols JWa and JWb.

June 7, 2013

Do You Have a Human Equity Champion?

Filed under: Blog — twi_admin @ 7:32 pm

One of the essential elements to evolve the discussion beyond diversity to human equity within an organization is an effective human equity champion.

This is someone who will stand up and lead the transition beyond the group-based conversation of diversity towards the individually based, talent optimization discussion of human equity. A true champion understands the subtleties of introducing this discussion without appearing to step away from previous commitments to gender equity, improved race relations, and gay rights. The champion’s role is to position this transition as the next step versus a retreat from previous commitments.

There are four specific characteristics that we have found in an effective human equity champion. We can neatly summarize these attributes as the head, heart, arms, and legs.

Head: When we talk about the head of the champion we are referring to someone who understands the need to move beyond diversity towards human equity. This starts with the champion being able to make the distinction
between diversity, inclusion, and human equity. The champion can trace and explain the evolution from diversity in the late ’80s to inclusion in the late ’90s to human equity in the last decade. The champion is also an individual who understands positive psychology and talent differentiation through a diversity lens, understanding that talent comes in all packages.

Heart: The second characteristic of a strong human equity champion is heart. These are individuals that have a gut level understanding for the issues surrounding inclusion because they themselves have experienced some form of exclusion. This can be firsthand or indirectly through a relative or close friend or associate. A CEO I know who regularly supported LGBT issues became a true champion when his 25-year-old son came out of the closet. Suddenly the issue shifted from statistics and reports to real life. It is my contention that while head and understanding can be developed in an effective champion, it is very difficult if not impossible to transmit “heart” if it is missing.

Arms: The next characteristic of an effective human equity champion is the ability to reach the executive agenda. I call these the arms of the champion. In light of the recent, turbulent economic times, keeping something on the executive agenda in most organizations is more than a challenge. Those who champion human equity within their organization have figured out how to do this and have the power and the access to make it happen. These are individuals who follow the adage “what’s of interest to my boss is my interest.” One human equity champion I know has made diversity, inclusion, and human equity a standing agenda item on his executive agenda. This means the top twenty individuals in his organization are having a focused discussion about these topics at least every ninety days.

Legs: The final attribute of a good champion is legs, i.e. they walk the talk. One of the key principles for proper implementation of human equity is that actions speak louder than words. The champion demonstrates the traits of a truly equity and inclusive leader. True to the adage “what you do speaks so loudly I can’t hear what you’re saying,” the champion within an organization demonstrates what we call unconscious competence in the equitable leader, competencies such as dignity and respect, openness to difference, and equitable opportunity.

In 1996 Wilson started TWI Inc. to specialize in the area of equity and diversity as a business issue. In the same year, Wilson published Diversity at Work: The Business Case for Equity.

source: http://www.diversityjournal.com

,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,