Today I’m speaking with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines
As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show.
In todays show we discuss several things including
- The reason New York City Transit is a unique organisation
- The elegant rule Michael introduced to promote inclusion with employee resource groups
- Affirmative Action: What it looks like in practice and much much more
Here’s some of the wisdom that Michael shared:
If you’re leading people, you’re leading Diversity
Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities:
“If you’re managing people. If you’re leading people then you need to understand that you are leading diversity already. You’re either doing a good job or you’re not. But you are. You’re doing it”
Employee resource groups can directly influence the bottom line
Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation:
“I’ve seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it”
Affirmative Action in practice
Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work:
“We’re going to look at what the census says is available in the marketplace to do these jobs, for example if it’s 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that”
HOW SUMMARY SLIDES
THE KEY TAKEAWAY
How can you manage potential conflict between your employees resource groups?
Here are some selected links to for the resources and reports I discuss in the episode.
Make sure you subscribe, I will see you in the next episode