Without strategy, change is merely substitution not evolution

Companies need new strategies for success: the old ways of doing business don’t apply any more

Find like-mindedness in people through their differences

Steer away from assimilating people’s differences (melting pot) and towards honoring those differences (mosaic)

See the CDS as a profit center, not a cost center

Profit centers (investments) drive influence in the workplace and growth in the marketplace

Move people to the center of your growth strategies

Real solutions in support of people strategies are based on strengthening intellectual capital and know-how around the distinct needs of workforce and consumer populations

Automotive Leaders Discuss Impact Of The Cultural Demographic Shift On Their And All U.S. Industries

21/11/2015 06:00am

Our changing cultural demographics represent a significant growth opportunity for U.S. industries. Yet few understand the opportunity, if they see it all. Those who do – the very few – seem to understand it intuitively as they convert the wave of diversity of thought being introduced by employees and consumers into opportunities previously unseen. Those who don’t – the majority – are having a difficult time of it, failing to put enough investment in the right resources and not executing properly to achieve the desired outcomes they want and should be getting at this stage of the game. It all comes down to a leadership issue, and without buy-in from the top – or courageous leaders in the middle of the organization – half-hearted initiatives are doomed to fail and leave companies spinning their wheels.

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4 Steps to Profiting from the Cultural Demographic Shift

09/02/2017 06:00am

Discover how to seize business opportunities and ROI in any target population represented in the current cultural shift.

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5 Reasons Diversity And Inclusion Fails

13/02/2017 06:00am

One of my favorite Martin Luther King Jr. quotes is: “There is nothing more dangerous than sincere ignorance and conscientious stupidity.” And I am just going to come out and say it: Most diversity and inclusion initiatives fall into the former category: sincere ignorance. They look and sound great. They are usually well-meaning too. But a vast number of these initiatives prove ineffective or fail within a year or two. Why? Sincere ignorance: Start talking to the people who put them together, and more often than not you realize that the details and depth of strategic thinking behind them is as thin as the paper they are printed on.

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Diversity Must Become a Profit Center for Enterprise to Flourish

23/04/2012 06:00am

The latest Nielsen study, State of the Hispanic Consumer: The Hispanic Market Imperative - revealed that if US Hispanics were a standalone country, their market buying power would be one of the top twenty economies in the world.  This study makes it clear that organizations must establish new ways to earn and build trust with the changing face of the employees they serve and consumers they sell to.  

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Preparing U.S. Leadership for the Cultural Demographic Shift

29/07/2014 08:07am

Hispanics along with African Americans and Asian Pacific Islanders surpassed one third of the U.S. population in 2010. As their numbers continue to rise, they are on track to reach 54% of the population by 2050 – making them the minority-majority.

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The Cultural Demographic Shift (TM)

The workplace and marketplace are culturally diverse and multigenerational, and companies must adapt and welcome change in order to evolve and grow.

Culturally diverse segments of the U.S. population have reached critical mass resulting in huge strategic implications for all industries and organizations. The influence of this Cultural Demographic Shift™ (CDS) is that growth strategies are becoming less about the business defining the individual and more about the individual defining the business.

According to Nielsen, shift populations (e.g., Hispanics, Asian-Pacific Islanders, and African-Americans) will make up more than 50% of the U.S. population by 2050. These shift populations are influencing discussions on how every industry should serve them, forcing organizations to engage them authentically and compelling the creation of CDS strategies that enable and ensure sustainable growth.

Businesses must integrate the CDS into their growth strategies by putting the needs and differences of shift populations at the center of those strategies. Operationalizing the CDS framework in the workplace and marketplace makes all stakeholders better equipped and prepared to serve the unique needs of shift populations – whether they are your customers, partners, or employees.

The CDS framework creates workplace and marketplace distinction by defining strategic implications (embracing cross-cultural intelligence and diversity of thought), embracing differences (evolving from melting pot to mosaic to broaden observations), preparing for disruption (discovering like-mindedness through differences to eliminate tension), creating distinction (introducing thought leadership to strengthen value propositions), fostering change management (moving diversity and inclusion to the center of the strategy), and enabling growth (creating competitive advantage).