Consider this. According to the second chapter of the 2011 Cisco Connected World Technology Report, one in three college students and young employees under the age of 30 would prioritize device flexibility and social media freedom over salary in accepting a job offer. In fact, 40 percent of college students and 45 percent of young employees said they would accept a lower-paying job that had more device flexibility and social media access, than a higher-paying job with less flexibility. Wow!
People are so in love and attached to their mobile devices that half of college students and young employees said they would rather lose their wallet or purse than their mobile device, according to the study. And their mobile devices are multiplying – 77 percent of employees have multiple devices and one in three employees globally uses at least three devices for work.
Their attachment to their mobile devices goes a step further. More than half of college students and young employees want to use their own devices to access corporate networks, and two in five consider it a critical function of their job to be able to connect to the network from any location at any time.
So, what does this mean for businesses? People will want to continue their love affair with their mobile devices at work, so it’s better to be prepared to support employee-owned devices as the “bring your own device” trend is only becoming more prevalent.
Back in April this year I wrote a blog about a programme we drove in Europe last fiscal year called Reverse Mentoring, where a senior employee is also mentored by the junior employee. All of our 31 mentors and 31 mentees have now reached the end of the programme and I’d like to share with you their feedback – what they enjoyed, what worked well and what we can improve upon in the future. Read More »
When I think of “Inclusion and Diversity”, I automatically think about creating a diverse and inclusive workforce environment: providing all employees with learning and development opportunities, ensuring employees with disabilities have the right tools and resources and educating all employees on how to work with people with disabilities, sending out regular communications on techniques for how to strengthen inclusion and diversity in the workplace and so forth.
Reading this article from UTalkMarketing.com this morning over a cup of coffee made me question my own definition of “Inclusion and Diversity.” I came to the conclusion that my view on this subject was far too narrow – I was focussing on it from a purely internal perspective and needed to think outside of the box and include an external perspective too. Inclusion and Diversity isn’t just about making your diverse workforce feel included; it’s also about ensuring that your customers feel included AND that their voices and their business needs lie at the heart of your business.
The author of this article, Chris Beswick, argues that businesses need to develop a relationship with their customers, look at the world from their perspective and appreciate the problems they face and the things they aspire to. Instead of focussing on their own products and services, businesses need to put greater focus on their customers’ problems and tensions – it’s not “what you do”, i.e. what you sell; what you provide, but rather “how you do it”, i.e. how you fuel innovation and differentiation.
Yet Beswick argues that true customer-centricity is only possible if you first become people-centric. In his words the only way you can provide an exceptional end-to-end customer experience is to ensure that everyone in your organisation understands how to collaborate on solving your customers’ problems.
How do you extend Inclusion and Diversity to your customers? Share your thoughts below.
Do you have an Inclusion and Diversity story to share? Please send it to firstname.lastname@example.org.
Cisco’s collaboration solution is now deployed internally to 110,000 employees and contractors worldwide. As the future of work continues to evolve to be more collaborative, business transformation is a must. At Cisco, that means continuing to break down the silos and bring teams closer together. Enter the Integrated Workforce Experience (IWE), the next generation of Cisco’s intranet. IWE enables employees to connect, communicate, and collaborate with each other. IWE is also one of Cisco’s enterprise-wide investments that will, over time, result in a best-in-class employee experience.
In keeping with the focus on using Cisco’s technology, the company has transitioned IWE powered by Cisco Quad collaboration software and has made it available to all employees and contractors. Cisco Quad, an enterprise social collaboration platform, is one of the company’s newest additions to its collaboration portfolio—and customers are purchasing it today.
At Cisco, we recognize that building a culture of inclusion and diversity is both a business and a cultural imperative. It is simply not enough to have a diverse workforce. An inclusive environment where all of Cisco’s employees can work together allows us to anticipate important market transitions, be responsive to customer needs, be innovative in our technology and business models, and build a solid foundation for the future.
This project was started in September 2010, by syndicated columnist and author Dan Savage and his partner Terry, who created a YouTube video with the hope to inspire youth that face harassment. Cisco employee participation with this video echoes the company’s commitment to end bullying and name-calling in schools through the sponsorship of GLSEN’s No-Name Calling Week.