Promote a CULTURE of “Create a culture that promotes CONSCIOUS consciously thinking about inclusion 05 INCLUSION; as if it was a business objective.” programs alone -Male Emerging Leader, don’t work ManpowerGroup, Americas Generic programs do not work. The last three decades prove this. Programs don’t change behaviors and don’t improve the numbers. They can even breed complacency, rewarding activity not the results. Accountability sits with senior leadership and decision makers to promote a culture of Conscious Inclusion. HR can help leaders facilitate change; training can raise awareness. Leaders must change the culture. Simply increasing female representation will not shift the needle. Women and men must be represented at all levels and in every business unit. Leaders must know exactly where they need women to be. Looking at macro numbers 06 is not enough; it results in pink ghettos – women only in HR, Communications and BE EXPLICIT: support roles instead of P&L and staff roles. WOMEN WHEN Women need to be coached and sponsored to succeed, and they need experience and AND WHERE? exposure to advance. Be ACCOUNTABLE: SET MEASURABLE and 07ACHIEVABLE OUTCOMES In business, it is about outcomes and what you want to achieve. Every hiring and promotion decision can be justified but if that isn’t moving closer towards the tipping point then Conscious Inclusion and gender parity just won’t happen. Articulate a talent legacy - how things will change and what it will look like by when. Plan for it as if it were a strategic business priority or investment. True change takes time, focus and discipline. “There need to be clear goals and expectations, a structured process of validating and a formal feedback process.” -Male Emerging Leader, ManpowerGroup, Americas 16 | 07 STEPS TO CONSCIOUS INCLUSION: