Contact Us
  Search
Wisconsin State Council SHRM Developing Professionals - Serving the HR Profession
 
Director of Diversity and Inclusion
 
 
HISTORY

Over 30 years ago, starting in the early 1980s, diversity first became a popular buzzword and topic. Since then, Fortune 500 corporations, government agencies at all levels, and large and small nonprofit organizations have all been doing “diversity work.” Various components of diversity have been added to elementary and secondary school curricula and courses that focus on diversity are being offered—and required—on many college campuses.

What do you think of when hearing the word ‘Diversity’. An unassuming word association may apply to the word 'Different'. The word 'Different' almost every time has an undesirable overtone related with it. The word ‘Diversity is also applied to the derivation of words like ‘Div-ided’, ‘Div-ision’, ‘Div-arication’ meaning ‘separation or into’.

WISHRM defines diversity as difference. The premise is that differences in perspectives, experience, backgrounds, etc., can offer benefits to any organization. While diversity referred to race and gender, today it is much more. Although these two aspects are very important and laid a foundation, it became apparent there were numerous ways in which we differed. At times there can be barriers between co-workers due to cultural, educational, functional, regional, or even style differences.

Accordingly, when the majority of people in the workplace hear diversity are they two steps away from disapproval or going their separate ways? Not everyone associates diversity to negativity. There were some other pleasing words that come up to explain diversity like; ‘Variety' 'Change' and ' Transformation' just to mention a few.

These dimensions make us individuals and allow us to make unique contributions to the success of the organizations we belong to; no matter where we come from, who we are, or what our background is, there is a place for all of us.

So, why have employers held onto the word if they are trying to bring people together? Are employers truly presenting the concept of diversity correctly in order to create unity?

Now there is a new word ‘Inclusiversity’ that is rapidly and widely being accepted and applied in workplaces. The word is intended to clarify the intent of any blended group, team or project. This choice of wording is first and foremost intended to include others, include different ideas, perspectives and backgrounds.

Inclusive organizations encourage and harness similarities to make their services relevant and approachable. An inclusive organization draws upon the widest possible range of views and experiences, so it can listen to, and meet, the changing needs of its customers, staff, shareholders, vendors, partners and supporters.

By using the term 'Inclusiversity' along with pursuing greatness, employers can appreciate a positive momentum in their work place. All employers should be reminded that ‘Inclusiversity’ is the quest for improvement, growth and profit by linking the differences of everyone.

Why Embrace 'Inclusiversity'?

Inclusiversity enriches organizations. It is blending an environment that elicits the very best from employees that is fundamental to the success of any employer.

We learn from experiences, beliefs, and perspectives that may be different from our own and these lessons can be taught best in a richly comprehensive, intellectual and social environment. 

It plays a key role for employers, because it impacts interactions between staff. Employer Inclusiversity should be reflected in the workforce like in the customers/clients they serve.
An employer’s goal is to promote an inclusive organizational culture through its’ training and corporate culture that integrates differences in order to enhance innovation, quality of service, and teamwork providing an economic impact.

It provides for the combination of;

Humans……. (race, gender, sexual orientation, ethnicity, age)
Cultures……. (language, religion, class, ethics, values)
Systems……. (organizational role, function and culture, geographic location)

It promotes personal growth and a healthy workplace by fostering mutual dignity and teamwork. ‘Inclusiversity’ encourages critical thinking; and helps employees learn to communicate effectively with people of varied backgrounds.

It enhances an employer’s economic competitiveness by effectively using through ‘Inclusiversity’ the talents and abilities of all employees regardless of their backgrounds and cultures.

 
Diversity As Synergy
 
The word ‘Synergy’ is one of those fun words to use. By Synergy I mean the interaction of two or more agents or forces so that their combined effect is greater than the sum of their individual effects. Try using the word the next time you are at a social gathering, and decide which of your colleagues is most impressed by you expounding on the virtues of something being synergistic.
 
Workplace diversity is one of those things that bring about Synergy. Yeah, yeah, we all know that we are to value diversity and it is the right thing to do. Human resource professionals can inadvertently become talking heads for diversity without really being passionate about diversity. Their can be limited understanding about the real payoff of having a diversity initiate within a corporation’s overall strategic plan. Straight to the point diversity operationalised in the workplace significantly helps render a strategic plan realized, rendering more gains than what is expected!
 
Thinking of diversity in this way leaves us with positive images of which we see the benefits. But, do we really view workplace diversity as a positive benefit? The fact is that most workplaces are becoming increasingly diverse and heterogeneous.  People from different genders, races, ethnic origins, ages, cultures, family structures, and lifestyles find themselves working together.  Embracing the change that comes with diversity is not about being ‘politically correct’ or ‘doing the right thing’. It’s about valuing and appreciating individual differences. Yet, when you value diversity an interesting things happens: you see more clearly the sameness in each other. Desiring diversity has a way of bringing about greater respect because of the uniqueness and commonality we share together.
 
Embracing diversity in the workplace leads to increased creativity. Some of the greatest accomplishments in civilization emerged when people of diverse backgrounds worked together and exchanged ideas. The Renaissance came out of the East meeting the West during the Crusades. America is known for its inventiveness and advancements due in large part to the diversity brought about being a nation of immigrants.
 
To embrace diversity and see it as bringing synergy to the workplace means that we are willing to:
  1. Come to terms with our attitudes, beliefs, and expectations about others while gaining comfort with different-ness.
  2. Believe that diversity is big enough to include everyone-young and old, immigrant and native, black or white, and goes beyond race and gender.
  3. Recognize that past inequities are in the past and focus should be in the present to reduce stereotypes and discrimination.
  4. Acknowledge that we human beings resist change, and find comfort in and trust people most similar to ourselves.
Embrace differences, plan for diversity and anticipate the synergy that creates measurable outcomes and gains to your company’s mission and strategic plan.

John D. Emmart, Psy.D, SPHR
Mercy Health System
 
 
Diversity Award
 
What is the Workplace Diversity Advocate Award and why is it offered?
To recognize those organizations and/or companies who foster an inclusive work environment in which all employees
are inspired to contribute their best through their different perspectives, backgrounds and experiences. Award an
organization who has been a role model in their local community as a strong advocate for diversity. This award will be
based on organizational achievements. The Workplace Diversity Award is presented to the recipient at our WI State SHRM Conference that is being held October 12-14, 2011 at Monona Terrace in Madison, WI.

Who is eligible?

Organization/company nominated for this award should:
  • Have displayed diversity in their local community.
  • Be a role model for others in their advocacy of diversity.
  • Have demonstrated leadership in championing the cause of racial, cultural, ethnic, linguistic, and other aspects of diversity within the human resources profession and community.
  • Be an organization, company or division of an organization/company that is based in the State of Wisconsin.
Winners

The Wisconsin State Council of SHRM congratulates both of our winners of the 2012 WISHRM Diversity Advocate Award. Here is a summary of each of their great accomplishments.

2012 WISHRM Diversity Advocate Award
 
Goodwill NCW
How does the organization embrace, celebrate, and include diversity in its workforce?
  • Diversity efforts included at various workplace environments.
    • Retail stores
    • Administrative offices
    • Mentoring & Shadowing Opportunities
  • View diversity as a journey not an end point
 
How has the organization served as a role model for others in their advocacy of diversity?
  • Has been at the forefront of the community, advocating for diversity, inclusion and social justice
  • Developed leadership in other organizations across the state.
  • At the front lines of working to prevent recidivism for recently released incarcerated people and in working in restorative justice system.
  • Getting men engaged and involved in preventing domestic violence and sexual assault.
  • Developed several programs such as;
    • American Indian Services
    • Miracle League
    • Harmony Cafe
 
Describe the innovative diversity initiatives implemented by this organization.
  • Initiatives that stand out include:
    • Beyond Boundaries of Autism
    • FISC: financial counseling and support for people of all means
    • Circles of Support: volunteer-based wrap-around support and services for recently incarcerated people to help prevent recidivism.
  • Internal diversity-related initiatives;
    • Chaplain position created who is faith-friendly but not faith-based.
    • Diversity & Inclusion Leader position created
 
How has this organization shown their awareness and commitment toward diversity?
  • Sponsors and supports dozens of community based diversity events;
    • MLK Jr. celebrations
    • NAMI events
    • Juneteenth
    • Foods for All Nations.
  • Offers space to a variety of diversity related organizations;
    • Casa Hispania
    • Fox City Rotary Multicultural Center
    • Epilepsy Foundation
    • Juvenile Diabetes Research Foundation
 
How do this organization’s management practices and behaviors support diversity?
  • Has 12 core values of which three (3) are;
    • Put People First in all aspects of the mission.
    • Provide opportunities for growth and development of people
    • Embrace diversity and full inclusion
 
 
Schreiber Foods Inc. (GIMT)
How does the organization embrace, celebrate, and include diversity in its workforce?
  • Casts a wide net in terms of its recruiting efforts
  • “We are Schreiber” video highlights the diversity of workforce
  • Vision with respect to diversity is to create a workplace reflective of the worldwide partners it hires and the global population it serves.
  • 1800 people surveyed very good comments about D&I
  • Cultural holiday observances for partners at facilities in Utah and Mexico
  • Veterans comprise a significant portion of workforce
  • Uses Internet newspaper and video system to communicate the importance and value of diversity initiatives within org.
  • Internal promotions are posted through video allowing worldwide review
 
How has the organization served as a role model for others in their advocacy of diversity?
  • Initiatives to elevate diversity awareness and foster inclusion
  • Heavy emphasis on working with certified women-owned and minority owned businesses
  • Packers Mentor Protégé Program
  • Leaders on special international assignments
  • Assisted in development of the Multicultural Mentoring Program – helps multicultural students
  • Partners serve on BOD of Boys and girls club BB BS Green bay chamber diversity committee
  • Tutoring programs with at risk students
  • GB partners participate in Rebuilding Together efforts to repair homes for people who can’t afford
  • Engaged in our communities videos highlight the work partners complete.
 
Describe the innovative diversity initiatives implemented by this organization.
  • Provides multiple opportunities for partners to learn how diversity and inclusion impact
  • Internal class entitled “Championing Diversity”
  • Partners helping Partners program
  • Engineering team designed a production line to accommodate a newly disabled partner and provided a wheelchair for this person.
 
How has this organization shown their awareness and commitment toward diversity?
  • Amplified its commitment through the introduction of many programs detailed in document.
  • GLOBAL inclusion and multicultural team
  • Vision reflects focus on diversity and inclusion
  • 68 female leaders all in NOWBL
  • Representation on the Green bay SHRM Diversity Committee
  • Recruiting team continues to cast a wide net by recruiting nationwide
 
How do this organization’s management practices and behaviors support diversity?
  • Begins at the top, all leaders go through diversity training.
  • Promotes respect of all partners
  • Company sponsored global job shadowing
  • Cultural lunch and learn sessions
 
 
2012 Goodwill NCW
Schreiber Foods Inc. (GIMT)
Press Release
2011 Northeast Wisconsin Technical College
Wisconsin Public Service
Press Release
2010 The Milwaukee Center for Independence
Mental Health Center of Dane County, Inc.
Gundersen Lutheran Health System of La Crosse
 
2009 Quarles and Brady, LLP  

2008

Helwig Carbon Products

Press Release

 
Additional Information
 
Contact Information
Carl Jaskolski
Carl Jaskolski
WI State Council Director of Diversity and Inclusion
Phone: (414) 581-5189
carl.jaskolski@cuw.edu
 
Bio:
Carl Jaskolski has worked in the human resources profession for over 30 years. As an educator, he has been teaching over 15 years at Concordia University-Mequon both Graduate and Undergraduate courses in human resources for the university.

Having worked in union and non-union environments as well as in civil service, privately owned, profit making and non-profit organizations he is committed to doing what he can in order to have the employer and employee work collectively and maintain a productive and harmonious relationship.

Carl has provided numerous seminar presentations for organizations on sexual harassment, inclusiversity and supervision. He has received international recognition in his pursuit to clean up corporate communication. Articles have appeared about his “Language Code of Ethics” policy for the workplace in the New York Times, Wall Street Journal, Washington Post and on MSNBC.

Mr. Jaskolski received his BA in Mass Communication–Journalism and Master’s degree in Human Resources and Labor Relations from the University of Wisconsin-Milwaukee.
 

 
More Information
 
 

 
Resources:
 
 
 
     
© 2008 Wisconsin Society for Human Resource Management Council
2830 Agriculture Dr. Madison, WI 53718         Phone: 608.204.9827