OF DIVERSITY RESEARCH:GROVEWELL’s
two partners have carried out original research on the globalization of
diversity for a Fortune 50 corporation. Their Diversity International
And Domestic project asked this:
Contributions of GROVEWELL LLC
that a U.S. firm wishes to gain in stature and market share in a specific
country, to what extent can that firm’s diversity initiatives be transferred
to its offices and operations there?
explained in a 76-page report (executive summary available by post on request),
are summarized thus:
and egalitarianism are core U.S. values that play a prominent role in the
American mindset. They guide the way we think about and react to
non-mainstream people in our midst. They give “diversity” strong
moral support and account for its acceptance here at home.
Americans tend to rely on
norms and rules that they assume are valid for everyone. This helps
explain why U.S. businesspeople are enthusiastic about exporting good ideas
such as diversity.
People abroad apply value
constellations unlike ours to the question of how to think about and react
to the non-mainstream people in their midst. In some cases, people
Any attempt to directly transfer
from the U.S. to other cultures our value-laden set of diversity policies,
initiatives, and programs is likely to run afoul of local cultural traditions
do not put nearly as much effort
into categorizing one another as Americans do.
assume that ascribed human differences
are a proper basis for assigning certain types of people to economic or
feel comfortable organizing their
lives around the notion that some types of people have more intrinsic worth
view “discrimination,” in the
sense of sorting human beings into different categories, as a desirable
skill and socially useful activity.
Local cultural traditions
and sensibilities can be understood and navigated successfully,
however, by applying the existing insights and discovery processes of the
intercultural and anthropological fields.
Founded in 1990, GROVEWELL LLC
provides a wide range of services focused on global leadership to major
corporations, including dozens of business units worldwide of Johnson &
Johnson. GROVEWELL’s signature
service is Coaching for Global Advantage, the only available executive
coaching that is genuinely global in content and delivery as well as in
will be the project leader for GROVEWELL.
Kathy has consulted for over 30 years, helping major firms achieve high
performance by aligning people, performance, and strategy in the context
of culture. Following an early career as a practicing anthropologist,
Kathy led the talent development and succession planning efforts in various
organizations and businesses, primarily Aetna Life & Casualty. Her
approach combines diversity, talent management, leadership development,
and organizational design – including structure, process, and strategy
– to fully leverage talent and maximize organizational performance.
She has created global leadership competency models and development programs.
At Aetna International, she helped build global leadership and organizational
strength in Hong Kong and Malaysia. She then led organization design
and high performance initiatives at Aetna’s corporate level.
independent consultant since 1995, Kathy is past president of the Organization
Design Forum and serves as a designer and facilitator for the Organization
Design Forum’s 7-Step Workshop on Organization Design. She works
with the virtual teams of major corporations, often demonstrating her gift
for facilitating leadership teams spread across two or more continents.
A sought-after executive coach, Kathy co-developed GROVEWELL’s
signature brand of executive coaching, Coaching for Global Advantage.
For Kathy's full professional biography, click here;
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AND INTERCULTURAL EXPERTISE
Consortium for Global Understanding comprises many of the foremost experts
in global diversity and inclusion around the world. Its consultants
bring not only diversity and inclusion expertise, but also – and significantly
– intercultural knowledge and on-the-ground experience. Thus, CFGU
contributes an indispensable element to adapt diversity and inclusion to
the regional and local cultural context, and thereby to ensure that efforts
to globalize diversity are successful. (Due to the separation of
the diversity and intercultural fields, particularly within the U.S., this
combination of experience and expertise is rare. Yet it is vital
to the success of a firm’s global diversity initiative.)
Contributions of the
for Global Understanding
has developed a strategic framework to develop and implement global diversity
and inclusion effectively and for long-term sustainability. CFGU
is able to mobilize over 100 highly skilled consultants worldwide, 60%
of whom reside outside the U.S. Many speak internationally on global
diversity and inclusion. Each has a passion for global diversity
and an experience-honed understanding of cross-cultural factors.
OF LARGE-SCALE DIVERSITY
CFGU has long experience in the development and implementation of large-scale,
complex, global diversity and inclusion initiatives. CFGU clients
be the project leader for the Consortium. Shannon is one of very
few diversity authorities who also is an expert in the intercultural field.
Following an early career as a diversity & intercultural consultant,
Shannon joined ProGroup, a provider of diversity consulting, training,
tools, and products. First as a senior consultant, then as vice president,
Shannon designed multi-year strategic global diversity initiatives, consulted
with corporate executives to promote inclusion strategies across business
units, developed qualitative and quantitative data gathering and analysis
tools, led client delivery teams of up to forty consultants, and launched
and managed a global affiliates program on three continents. As VP, she
had P&L responsibility for over 45% of ProGroup’s annual revenues.
& Touche: Involved 26,000 employees. Included global scoping
and design, creation of strategy and business case, needs assessment, collaboration
with diversity councils, and training implementation.
Corporation: Involved 18,000 employees. Included needs
assessment, collaboration with diversity councils, strategy development,
implementation of company-wide training, and managerial skill-building.
Involved cultural integration following a merger. Deliverable was a global
intercultural training program for implementation in the U.S. and Europe.
Consumer Electronics: Involved development of a diversity and
inclusion strategy as well as a three-year plan, needs assessments, formation
& education of diversity councils, and senior leadership engagement.
of the Consortium for Global Understanding in 2004, Shannon now consults
internationally and speaks regularly at international conferences.
For example, in 2005 she delivered “Global Diversity & Inclusion –
A Strategic Approach” at the Conference Board’s annual workshop in Chicago;
and “Creating Value By Valuing Differences” at the Women’s International
Network (WIN) conference in Geneva. For Shannon's full professional
biography, click here;
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