Leveraging WorkLife as a Diversity Strategy

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Leveraging Work/Life as a Diversity Strategy
Presenters Kelly Baker Vice President,
Corporate Diversity, General Mills Andrea
Moselle Senior Manager, Work/Life,
AstraZeneca Moderator Andrea Wicks
Bowles Senior Consultant, Bright Horizons
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Leveraging Work/Life as a Diversity Strategy

• Business Strategies
• Maximizing employee contribution
• Continuous improvement/cost effectiveness
• Employee potential/full engagement
• Who is doing the work?
• What support do they need to be successful?
• Generational differences
• Life stages
• Career progression
• Individuality

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Leveraging Work/Life as a Diversity Strategy

• Definitely Important to Women
• Good relationship with supervisor
• Co-workers I trust and respect
• Organization/supervisor respectful of and
  responsive to personal/family matters
• Good benefits, programs and policies, especially
  for child care and time off
• Having control over work schedule and how work
  gets done
• Employees of color rate as Definitely Important
• Opportunities to learn new skills at work
• Opportunities for advancement/ promotion
• Good education/training and benefits/time for
  school and courses
• Being part of a diverse workplace
• Being part of an organization that has good child
  care and elder care benefits.

The New Workforce Reality Study by Bright
Horizons and Simmons School of Management
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Leveraging Work/Life as a Diversity Strategy

• Higher of 30s and Under Want
• Opportunities for advancement
• Positive social aspects of work
• Education and training benefits
• Child care policies and programs
• Higher of Over 45s Want
• Variety and challenge at work
• Flexibility to work on their own terms
• Elder care policies and programs

The New Workforce Reality Study by Bright
Horizons and Simmons School of Management
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Leveraging Work/Life as a Diversity Strategy

• Best Practice Organizations have
• good internal data on
• Demographic Profile of the Workforce
• Gender Breakdown
• Cultural Diversity within the workforce
• The of workforce with dependent care
  responsibilities

The Way Ahead Report- 10th Annual National
Work/Life Balance Benchmarking Study 2007.
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Kelly BakerVP, DiversityGeneral Mills
Leveraging Work/Life as a Diversity Strategy
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Agenda

• Company Overview
• Our Vision for Diversity Inclusion
• Key Work/Life Programs at General Mills
• Translating Programs to a Culture of Flexibility
• Bringing it to Life

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General Mills

• Worlds 6th largest food company
• 13.4 billion in FY07 net sales
• 28,600 employees
• Marketed in morethan 100 countries

• Includes proportionate share of JV sales

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General MillsThe Company of Champions

• Brands

• Championship

• Innovation

• Championship

• People

• Championship

• Performance

• Championship

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Key Work/Life Programs

• Flexible Work Schedules
• Summer Hours
• Sabbaticals
• Maternity, Paternity Adoption Leave
• On-site daycare sick child care
• Eldercare Assistance
• Financial Life counseling
• On-site medical services
• Concierge services
• Fitness Center
• Hair Salon Auto service

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General Mills Global Vision of Diversity
Inclusion

• A work environment where all employees are
  respected, valued contributing their unique
  skills and perspective to drive successful
  business performance

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Exceptional Diversity Progress

• Representation of women minorities in
  leadership
• Tripled the of minorities and 50 more women on
  our board of directors over the last 10 years
• Doubled the minority officers and almost
  tripled of women officers over the last 10
  years
• Top-tier, employee-driven affinity groups

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Translating Programs to a Culture of Flexibility

• Create forums to hear from employees
• Leadership must set the example
• Focus on results not where or when
• Career advancement must continue
• Work environment must support flexibility
  mobility

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Bringing it to Life

• Case 1
• Mid-manager in sales
• Working Mother with small children
• Needed reduced hours and more flexibility
• Case 2
• Senior Executive
• Woman of Color
• Visible user of flexible work arrangements time
  off policies
• Leveraged programs at different career stages
• Case 3
• Early career employee
• Single, Woman of Color
• Parents with medical issues out of state
• Currently working remotely and phenomenal results

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Creating an Integrated Work/Life and Diversity
Strategy at AstraZeneca

• Andrea Moselle
• Senior Manager, Work/Life
• AstraZeneca

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Agenda

• Evolving role of work/life at AstraZeneca
• Key elements of the work/life strategy
• Key elements of the diversity and work/life
  strategy
• Why is work/life part of the diversity agenda?
• What have we done to make it happen?

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Profile AstraZeneca

• Leading global pharmaceutical company
• 1999 merger of Zeneca (UK) and Astra (Sweden)
• 65,000 employees worldwide-HQ London
• Over 12,000 US employees HQ Wilmington DE

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AstraZeneca Brands



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Background Work/Life _at_ AstraZeneca

• Work/Life support programs at legacy companies
• 1999 Astra and Zeneca merger
• Creating a new AstraZeneca culture
• Employer of Choice
• Total Rewards
• Two headquarters - temporarily
• 2000 Work/Life group established
• WL and Diversity in Organizational Effectiveness
  function
• Flexible Work Arrangements rolled out
• Commitment to onsite child care
• Expansion of work/life programs
• 2003 Work/Life in Benefits Compensation
• 2005 Work/Life joins newly formed Diversity Team

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AstraZenecas Approach to Work/Life

• Programs, policies, resources and support to help
  individual employees manage work/life
  responsibilities
• AND
• Flexible, supportive and innovative management
  practices which enhance the quality and
  effectiveness of work and personal life

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Moving to Work/Life Effectiveness

• Work/Life Strategy evolving from Work/Life
  Balance to Work/Life Effectiveness
• A business strategy and tool to increase employee
  engagement, productivity, and retention through
  innovative work practices
• Enable employees to remain effective and
  committed in a demanding work environment
• Embed work/life in other areas of HR (and
  employee health) benefits, recruiting,
  retention, training, wellness and, yes
  diversity!

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AstraZenecas Definition of Diversity

• At AstraZeneca, Diversity refers to all of the
  ways in which we are different including the less
  visible differences that make each of us unique.
  
• Diversity can refer to age, background,
  culture, disability, educational level, employee
  status, family status, function, gender,
  language, national origin, organizational level,
  physical attributes, race, regional origin,
  sexual orientation, spiritual or religious
  beliefs and thinking or working style.

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DiversityMission

• Capitalize on diversity by engaging and
  developing a more diverse innovative workforce..
• with equal opportunity for advancement,
• making our workplace more flexible and inclusive,
  
• and meeting the needs of all of our customers

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Work/Life Diversity Strategy2007 - 2009

• Inclusive, Flexible and Innovative Work Place
•  
•  

Diverse Work Force
Market Place Leader
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StrategicObjectives

• Create a high performance workplace that is
  inclusive and flexible, where employees are
  innovative, fully engaged and feel they have
  equal opportunity for advancement.
• Capitalize on diverse teams, that exist at all
  levels
• of the organization, to provide a competitive
  advantage
• Achieve market leadership with diverse patient
  populations and those who care for them
• Establish a reputation as a great business
  partner and a great place to work for the best to
  be successful.

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Work/Life Links with Diversity

• Integrate work/life messages into diversity
  action plans
• Use supportive and flexible work environment to
  attract, retain and motivate a diverse workforce.
• Create a work environment which meets the needs
  of diverse employee groups now and in future.
• Leverage work/life effectiveness to provide
  opportunities for alternative career paths,
  networking and mentoring.
• Understand personal life as a hidden dimension of
  diversity.
• Encourage and support the creation of employee
  network groups focused around work/life issues.

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How to Integrate Work/Life and Diversity

• Employee engagement as an over-arching concept
• Talk about flexible, supportive inclusive
  environment
• Educate your boss
• Help your colleagues
• Cross-train yourself
• Keep saying and work/life!
• Find the easy crossover places e.g.
  generations, ENGs
• Integrate and embed whenever and wherever you can
• Strategy documents
• Employee orientation
• Managers training
• Diversity Summit
• Functional action plans
• Performance management
• Quotes from leaders