Podcast
Questions and Answers
The vision is to enable and support an inclusive culture in the Manila Intelligence ______, where everyone belongs and has a seat at the table.
The vision is to enable and support an inclusive culture in the Manila Intelligence ______, where everyone belongs and has a seat at the table.
Hub
The organization aims for 50% ______ representation within MIH IT and MIH F&A.
The organization aims for 50% ______ representation within MIH IT and MIH F&A.
women
The three areas of focus to add value to the business are Employee Experience, Leadership Behaviors, and ______ Networks.
The three areas of focus to add value to the business are Employee Experience, Leadership Behaviors, and ______ Networks.
Affinity
The organization aims for a MiH E&I P&G Survey score greater than ______% vs YA.
The organization aims for a MiH E&I P&G Survey score greater than ______% vs YA.
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Policies will be developed to drive inclusion and systematically enable ______, ensuring everyone feels part of the organization.
Policies will be developed to drive inclusion and systematically enable ______, ensuring everyone feels part of the organization.
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Create a communi______ where all employees have a seat at the table.
Create a communi______ where all employees have a seat at the table.
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______ and accessible space is crucial for a collaborative environment.
______ and accessible space is crucial for a collaborative environment.
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Engagement is essential for a ______ workforce.
Engagement is essential for a ______ workforce.
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______ networks create opportunities for all talent.
______ networks create opportunities for all talent.
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Creating an ______ space leads to better collaboration.
Creating an ______ space leads to better collaboration.
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Execute actions in each ______: MIH, SMO, CBY
Execute actions in each ______: MIH, SMO, CBY
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The programs, systems, facilities, etc. are meant to support a ______ decision making style.
The programs, systems, facilities, etc. are meant to support a ______ decision making style.
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The approach taken is a 'fragmented' approach, focusing on ______-based activities.
The approach taken is a 'fragmented' approach, focusing on ______-based activities.
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The initiative seeks to leverage the scale of 3,000 ______ resources.
The initiative seeks to leverage the scale of 3,000 ______ resources.
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A forum is created to discuss what it takes for a ______ to succeed in the company.
A forum is created to discuss what it takes for a ______ to succeed in the company.
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To create opportunities, it is essential to build a safe and genuine ______.
To create opportunities, it is essential to build a safe and genuine ______.
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Our goal is to deliver capabilities for ______ by establishing essential policies.
Our goal is to deliver capabilities for ______ by establishing essential policies.
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Awards for ______ are established to recognize contributions to diversity and inclusion.
Awards for ______ are established to recognize contributions to diversity and inclusion.
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The first-mover on overall policies to enable ______ is a central goal.
The first-mover on overall policies to enable ______ is a central goal.
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We aim to create resources and support for ______ to strengthen our community.
We aim to create resources and support for ______ to strengthen our community.
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Female representation at Manager levels is reported at ______%.
Female representation at Manager levels is reported at ______%.
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It is our duty to ______ systems that promote equity and inclusiveness.
It is our duty to ______ systems that promote equity and inclusiveness.
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The policy for interpreters is set at ______ per hour from the central fund.
The policy for interpreters is set at ______ per hour from the central fund.
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Effective leadership involves actively ______ in inclusive practices.
Effective leadership involves actively ______ in inclusive practices.
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Networking opportunities include Coffee Chats with MiH Female ______.
Networking opportunities include Coffee Chats with MiH Female ______.
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We are driven by leaders who ______ model inclusive behavior.
We are driven by leaders who ______ model inclusive behavior.
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Neurodiversity focus includes awareness and capability for parents and ______.
Neurodiversity focus includes awareness and capability for parents and ______.
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To foster innovation, we must ______ our efforts in network creation.
To foster innovation, we must ______ our efforts in network creation.
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The organization's goal is to increase the percentage of self-ID among ______.
The organization's goal is to increase the percentage of self-ID among ______.
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The Men's Network seeks feedback on how to unite ______ networks.
The Men's Network seeks feedback on how to unite ______ networks.
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Introducing programs that support women in ______ is vital for community growth.
Introducing programs that support women in ______ is vital for community growth.
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Awards provided by the ______ recognize outstanding contributions to diversity and inclusion.
Awards provided by the ______ recognize outstanding contributions to diversity and inclusion.
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The organization aims to recognize external awards criteria for promoting ______.
The organization aims to recognize external awards criteria for promoting ______.
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Study Notes
Manila Intelligence Hub (MIH) E&I Vision
- Vision: To create an inclusive and supportive culture at MIH where everyone feels like they belong and have a voice in the organization.
- MIH E&I Strategy: Delivers an integrated and holistic E&I program across all 1800 employees.
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Focus Areas:
- Employee Experience
- Leadership Behaviors
- Affinity Networks
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Goal:
- Progress towards 50/50 male and female representation across all service lines within MIH.
- Target 50% women in MIH IT and 50% men in MIH F&A.
- To increase total country and MIH E&I P&G Survey score above the previous year's score of 84%.
- To foster a culture of inclusion where "everyone belongs".
- ** Key Initiatives:**
- Develop new policies and benefits to drive inclusion and belonging.
- Increase participation in E&I events.
- Introduce "Advocacy" events focused on individualism and "style" within diversity and inclusion.
- Increase affinity network advocacy and roles.
- Systematize affinity network opt-in via Workday (e.g., "Friend of" and men's network).
- Enhance inclusive leadership behaviors through capability-building.
How to Win
- Create a community where all employees have a "seat at the table."
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Essential Components:
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Safe and Accessible Space:
- Establish a safe and accessible space for all employees, especially under-represented segments.
- Develop essential policies and infrastructure for inclusion.
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Genuine Engagement and Application:
- Generate genuine engagement and foster a culture of application.
- Deliver capability training, E&I series, and E&I Awards with excellence.
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Affinity Networks:
- Evolve affinity networks for Women, Men, GABLE, PWD, Neurodivergent individuals, Parents & Caregivers.
- Foster a culture of support and inclusivity.
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Open Opportunities for All Talent:
- Offer open opportunities for all talent.
- Build talent through the right tools and systems within the organization.
- Focus on recruitment efforts within Talent Councils.
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Safe and Accessible Space:
- Key Leadership Role: Leaders should actively participate and role-model inclusive behaviors.
- Site Integration: Execute targeted actions and activities across all sites (MIH, SMO, CBY) through united and targeted efforts.
FY24/25 Calendar of E&I Activities
- Goal: Create a "drumbeat" leading up to the "We See Equal" event in May.
- Leverage Scale: Utilize the 3,000 Philippines resources to shift from an activity-based approach to an output-based approach.
- Support E&I activities through various programs, systems, and facilities.
- Style: Decision-making should be based on the "PVP" approach (People, Value, Purpose).
- Filipino Leadership Forum: A forum for Filipino leadership. Explore the attributes that allow Filipinos to succeed in the company.
- PWD First-Mover: Implement policies to enable PWD inclusion.
- Accessibility & Interpreter: Provide support services such as interpreters (cost: PHP 1,000 per hour).
Come from State (Baseline)
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June 2024 Baseline:
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Female representation: 61% in Manager levels, 75% in BTA.
- Initiatives: Connection/Networking, Support Group on Unique Needs, Women Specific Health Concerns (Wellbing, Talk and Activities), IT - B1 hiring 50/50
- Male representation: Focus on improving representation.
- Individualism: Consider "style", socio-economic factors for understanding diversity.
- E&I from Individual Affinities: Analyze individual affinities and their contribution to E&I.
- Experienced Hire Adjustment: Support experienced hires transitioning into the P&G culture.
- Negotiating Neurodiversity: Provide support groups and address challenges related to neurodiversity.
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Female representation: 61% in Manager levels, 75% in BTA.
Networks
- Employee Engagement: Prioritize E&I efforts with support from leadership.
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Women's Network:
- Connect: Organize coffee chats and meetings with LT and female leaders.
- CARE: Address the overall health and well-being of women.
- Cultivate: Celebrate the E&I Culture (e.g., E&I month/week).
- Parents & Caregivers Network: Expand activities beyond Halloween and Trick or Treat.
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Neurodiversity & PWD:
- Policy & Accessibility: Focus on policies, accessibility, and facilities (parking, cafeteria).
- Awareness: Increase awareness and training for parents and managers.
- Talent & Career: Support PWD career development and role planning.
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GABLE
- Men's Network: Gather feedback from Men's Network on how to better integrate different affinity networks.
- Data-Driven approach: Highlight E&I data facts and statistics.
- Overall Message: Emphasize that "Everybody Belongs and has a seat at the table."
Future Direction and Initiatives
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Journey & Evolution: Showcase the journey towards E&I.
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Filipino Leader: Explore the elements of Filipino leadership and culture.
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Advocacy and Brainstorming: Foster a sense of collective advocacy and brainstorming.
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Sustainability: Ensure E&I initiatives are sustainable across processes and systems.
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Power of We! Encourage collective voice rather than individual voices. Create a sense of movement.
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P&G Survey Goals: Increase total country and MIH E&I P&G Survey scores.
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Data and Measurement: Track progress through surveys, focus groups, and OCS results.
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Policies and Benefits: Focus on specific policy and benefits related to PWD, such as paternity leave and adoptive parent support.
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External Awards: Evaluate external award criteria and leverage them for internal initiatives.
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Communication & Visibility: Publish an E&I calendar, create interactive booths, and host floor-based gamification workstations.
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External Speakers: Invite external speakers to contribute to E&I initiatives.
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Important Themes:*
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E&I Importance: Clearly communicate the WHY behind E&I.
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Data and Goals: Provide compelling data and clearly define the goals.
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Focus on Inclusion: Always emphasize creating an environment where "everyone belongs."
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Description
Explore the vision and strategy of the Manila Intelligence Hub (MIH) for fostering an inclusive and supportive culture. This quiz covers the focus areas, goals, and key initiatives aimed at achieving gender representation and enhancing employee experience. Test your knowledge on how MIH plans to create a sense of belonging for all employees.
