October 15, 2013

Integrated Approach to Driving

Diversity & Inclusion at
Rockwell Collins
Providing Thought Leadership in Support of
Corporate D&I Strategy & Goals

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Diversity Business Case

• Our employees must reflect the changing demographics to

meet the needs and expectations of a global economy.

• Establishing a diverse, talented and motivated workforce

increases our ability to develop innovative solutions by
embracing diversity of thoughts, opinions, backgrounds and
styles.

• To compete in an ever-changing global marketplace, our

diverse workforce will position us for future opportunities.

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Definitions of Diversity and Inclusion

Diversity
Difference such as race, gender, work and educational
background, sexual orientation, learning styles,
interpersonal traits, personal beliefs, age, geography,
lifestyles and physical attributes.

Inclusion
Creating an environment where everyone feels appreciated,
valued and welcomed. Valuing every individual.

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 Diversity and Inclusion Overview

Diversity and Inclusion Strategic Framework

People Workplace Marketplace

Workforce
Training Branding Philanthropy
Planning
Employee
Resource Mentoring
Groups Executive Diversity
Strategic Supplier
Diversity Advisory Partnerships Diversity
Council Council

Retain Develop Attract

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 Transformative
Performance

Diversity Inclusion
(Who) (How)

Diversity Inclusion
without without
Inclusion Diversity

• Decreases collaboration • Relies on sphere of

comfort
• Reduces productivity &
performance • Rewards status quo
thinking
• Increases barriers
• Decreases disruption
• Decreases innovation

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 Roles and Responsibilities
Chief Diversity Officer Exec Diversity Council Diversity Council Diversity Office

CEO Senior Leadership Council Executive Chairs and Vice Diversity & Workforce
Members (direct reports of the Chairs of the ERGs Effectiveness Team
CEO)

Influences, endorses, promotes
and monitors corporate diversity
strategy both internally and
externally
•Sets and oversees the strategic direction
of the diversity strategy
•Chairs the EDC
•Facilitates approval of the diversity
initiatives
•Speaks publicly on diversity
•Hosts annual diversity event
•Mentors a cross cultural employee
•Sponsors 2 speed mentoring events for
diverse populations annually
Reviews and approves
diversity initiatives
•Approves diversity initiatives
•Oversee progress of initiatives
•Bring new ideas to add to
initiatives
•Be a source for people in
organization and address specific
BU/SS concerns
•Implementation of diversity
strategy within specific BU/SS
•Sponsors an Employee Resource
Group
•Mentors a cross cultural
employee
Develops, generates, Leads, drives, and
and recommends develops diversity plans
diversity plan to EDC and initiatives. Integrates
diversity in all of HR and
Business processes
•Constructs and develops •Serves as corporate thought
ERG diversity plans leaders on diversity
•Implement diversity (benchmarking & bring ideas
initiatives within BU/SS forward)
•Track the success of •Serves as internal diversity
diversity initiatives consultants
•Serves as BU/SS diversity •Facilitates the process to
champions and change construct and develop plans
agents •Provides implementation
support
•Drives communication on
diversity
•Oversees diversity training
plan
•Tracks and reports on diversity
scorecard measures
•Coordinates with corp giving
•Drive/ Lead ERG activities
•Organizes annual diversity
events

6
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 Diversity and Inclusion Overview

Purpose of Employee Resource Groups

• Attract - Assist with Recruiting

• Engage - Support Employee personal and professional development

• Retain - Build Relationships (internal, customers, community)

Current Employee Resource Groups

• African American Professionals Forum

• Disability Network Group and Supporters

• Friends of Asia Employee Resource Group

• Latino Employee Network

• Military and Veterans Employee Resource Group

• New Hire Employee Network

• Pride Employee Resource Group

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 Employee Engagement

Enterprise-wide Learning Events

• Education & Awareness

Heritage Month Events

• Culture & Respect

Community Involvement
• Leadership & Ownership

Speed Mentoring
• Growth & Development

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 The D & I Learning Continuum

Inclusive
Behaviors

Valuing difference as a
competitive edge Diversity of
Thought

Building a Culture
Appreciation and valuing of Openness
p
a
m
d Taking Ownership of Diversity
Acceptance and respect a and Inclusion (ILT)
o
R
g
Understanding in
rn
Understanding Diversity and Inclusion
a (CBT)
e
L
Awareness Leading Diversity (ILT & Leader Led Discussion)

Business Case for Diversity (CBT)

Affirmative Action (CBT)

Exclusive
Behaviors
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 Strategic Partner Model

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Measures of Success and Accountability

• Corporate Diversity Scorecard & Business Scorecards

– Retention
– Development
– Leadership Engagement
– Supplier Diversity
– Affirmative Action
• Voice of the Employee Survey
– Satisfaction
– Engagement Index
– Diversity Index
• Performance Reviews
– Integration

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 Back-up

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Diversity Strategy

• People
– Recruit, Retain, Develop and Advance diverse talent

• Workplace
– An environment that encourages and accepts a free exchange of
ideas and perspectives

• Marketplace Diversity
– Providing innovative solutions to best serve customers and other
stakeholders

Build as in original with photos of people and words below –slide 13 of

http://www.elallc.net/development/div_course_v2/

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