Diversity inclusion part2
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The document outlines a detailed diversity action plan aimed at enhancing talent acquisition and fostering an inclusive workplace culture. Key strategies include sourcing talent from diverse communities, implementing diversity training, and establishing measurable hiring goals for various demographics. It emphasizes the importance of management commitment, accountability, and community engagement to achieve diversity and inclusion objectives.
Diversity inclusion part2
- 2. 2 • Review your talent acquisition plan with a renewed focus on where you have sourced talent from in the past (geographic focus) to find new talent. • Help minority/underrepresented employees on-board and acclimate into your organization’s culture. • Expand your reach into a more diverse talent pool, by leveraging local community organizations like the Urban League, National Council La Raza, etc. • Diversity websites” DiversityWorking.com, IMDiversity.com, HireHeroesUSA.org, etc. • Emulate the best practices of organizations that have already achieved success. Get it done
- 3. 3 • Create well thought out EOE policy following guidelines set forth by the EEOC. – Goal: “meritorious hiring practice that is…age, race, gender, and minority NEUTRAL.” • DIVERSITY training. Teach your mgt team first! • Learn from past mistakes! Conduct EXIT interviews. • Diversity’s driven “top-down” but felt from the “bottom-up.” Plant the seed to your organizations’ diversity growth by bringing in a diverse group of interns. Provide scholarships, fellowships, and co-op work experience to help minorities in college. • Establish diversity policy in your strategic plan. Get it done
- 4. 4 • Include diversity questions in your employee surveys. • Set up business resource ‘affinity’ groups (Ex. African-Americans, young professionals, Hispanics, GLBT networks, etc.) • Track your retention success across groups and recruiting sources. • Take a stance on diversity-related public policy issues (ex. Microsoft supported a Washington state gay rights bill.) • YOU have to be the Change Agent that changes behaviors of your hiring managers. Ask people in positions of power: “What/how do you think about ‘differences here?’” Get it done
- 5. • Use assessment tools to gauge your people’s “intracultural sensitivity.” • Culturally specific networking strategies. • Hold Managers accountable for diversity goals by making diversity part of their annual performance. • Organizations that assign responsibility for diversity achieve better results from diversity training, evaluations, and mentoring. • Support flexible work arrangements, on-site child daycare, job sharing, and other options. Get it done
- 6. • Offer formal coaching/mentoring program. • Match new employees with your firm’s Ambassadors. • Assign a full-time Diversity Officer position. • Create a cross-functional Diversity Team tasked with achieving your firm’s diversity/inclusion goals. • Your CEO must LEAD BY EXAMPLE. YOU need THEM to set the tone…walk the walk. • Set quotas in your hiring. • Provide opportunities for rising stars/top performers to receive education and professional development. Get it done
- 8. Reach Out: Infuse talent from other areas (marketing, finance, logistics, etc.) and bring those disciplines to focus on HR issues like employment value proposition, options-based leadership development, optimized talent supply chains and risk-optimized performance management. Venture Out: Exert influence beyond traditional role of functional specialist, through direct interactions with constituents like government, regulators, investors and global collective movements. Seek Out: Find and bring forth for discussion unpopular or unstated facts or assumptions that can be debilitating if not addressed. Such hidden assumptions are often first visible among employees, and HR is in a position to “sense” them early. Break Out: By leading transformational change. HR is uniquely positioned to be the repository of principles and skills for creating change-savvy and agile organizations. “OUT” Yourself www.workforce.com/articles/20179-what-is-the-future-of-hr
- 9. Know Where Your Organization Stands
- 12. • Get Management commitment “IN WRITING”! • Develop a Diversity Policy Statement. • Your Vision, Mission, Values, History. • Ideal Employee Attributes. • Successful Recruiting Sources. • Allocate resources (a budget.) The Chazin GroupThe Chazin GroupYour Diversity Plan
- 15. • Conduct an assessment. • List of specific actions you will undertake to achieve and maintain Diversity (see: “Get it done.”) • Employee Testimonials Archive. • Communicate to all employees. • Employee Referral Program. The Chazin GroupThe Chazin GroupYour Diversity Plan
- 16. • Current and desired hiring goals, by Gender & Ethnicity. The Chazin GroupThe Chazin GroupYour Diversity Plan YEAR 2010 2015 2020 Male 75% 65% 55% Female 25% 35% 45% Black 5% 8% 10% Hispanic 5% 7% 10% Asian 8% 13% 15% White 82% 72% 65%
- 17. • Current and desired hiring goals by Functional Area. (Customer Care, R&D, HR, etc.) The Chazin GroupThe Chazin GroupYour Diversity Plan Customer Svc. 2010 2015 2020 HR 2010 2015 2020 R&D 2010 2015 2020 Male 30% 40% 50% Male 15% 25% 35% Male 100% 95% 90% Female 70% 60% 50% Female 85% 75% 65% Female 0% 5% 10% Black 10% 15% 20% Black 5% 10% 15% Black 0% 5% 5% Hispanic 15% 20% 25% Hispanic 10% 15% 20% Hispanic 0% 0% 5% Asian 5% 10% 15% Asian 5% 5% 10% Asian 25% 40% 50% White 70% 55% 40% White 80% 70% 55% White 75% 55% 40%
- 18. • Year-long marketing plan of recruiting/talent acquisition efforts. The Chazin GroupThe Chazin GroupYour Diversity Plan Your Org Recruiting Plan As of: Jan. 1, 2016 Bus. Campaign Description 1 Description 2 JAN FEB MAR Q1 APR MAY JUN Q2 JUL AUG SEP Q3 OCT NOV DEC Q4 TOT HLI Online Advertising Listing Service NY Times $0 $0 $0 $0 $0 $0 $0.00 HLIPM Online Advertising Listing Service Street Easy $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLCG Online Advertising Listing Service $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service RentDirect.com $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service PropertyWare $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising CRM $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising CRM Zoho $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service MLS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Print Advertising Signage Matrix Printing $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Direct Mail Postcard mailer $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Memberships Annual Dues MANAR $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Memberships Annual Dues REBNY $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing Web Hosting DSL Extreme $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing Web tech support Mahesh $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing SEO/SEM Ron Castle $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Craig's List $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Print Advertising Subscriptions NY Times $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Re-branding Branding architecture $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing Website re-design $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 TOTALS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
- 19. Ask Questions!