Principal of IBIS and leading expert in diversity and inclusion, guiding global organizations for over 19 years on leveraging diversity as a business advantage.
An organizational psychologist by training, she partners with organizations to effect sustainable organizational change by conducting cultural assessments, developing comprehensive strategic diversity action plans, and designing compelling and interactive classroom-based and online training.
Shilpa collaborates with key stakeholders to strategically plan, implement, and measure diversity initiatives. Shilpa has worked with global organizations to guide management and executives on being effective across cultural and geographical boundaries. She delivers outcome driven and systemic consultation to diversity committees, senior members of HR and business leaders. Shilpa’s clients include Aetna, Barclaycard US, Boeing, Campbell Soup, ESPN, Framingham State University, Grainger, Genzyme, Microsoft, Nestle, Progress Software, Sun Life Financial, State Street Bank, Texas Health Resources, Thrivent Financial of Lutherans, Tredegar Corporation, and Williams Sonoma.
Shilpa Pherwani graduated from Kanpur University (India). She received her Master’s from Springfield College in Industrial/Organizational Psychology where her focus was on Organizational Development.
To effectively integrate Diversity & Inclusion (D&I) in the HR role, HR professionals need to implement strategies for addressing conscious and unconscious biases in HR systems. Unconscious Biases are pervasive in most societies, and often people are unaware of their unconscious biases. It is important to address unconscious biases because behaviors that may arise from biases can demoralize team members and, undermine engagement and productivity.
While unconscious biases are pervasive, research shows that they are also possible to change. The FLEX Model, developed by Ibis Consulting Group, is a useful tool to address biases and promote inclusion.
Global companies founded in the U.S. have traditionally exported U.S. approaches to project management, team design and communication to their locations outside of the U.S. Has the same approach been applied to diversity training?
Today’s global diversity leaders are versed in the concepts of respect and inclusion, yet global diversity training too often disproportionately emphasizes race and gender, to the point of excluding other forms of diversity. The association of diversity training with race and gender has led to the international perception of diversity as a U.S. issue stemming from equal opportunity laws that are not be relevant in other countries.
Workforce Diversity Network
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