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A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
A Diverse Workforce Begins with a Diverse Recruiting Strategy
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A Diverse Workforce Begins with a Diverse Recruiting Strategy

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  • {"27":"<number>\n","16":"Multicultural sales and marketing objectives\nTo increase sales revenue\nTo improve market share\nFinancial/business performance objectives\nTo increase cash flow, margins or profits\nTo improve earnings per share\nProduct/service objectives\nTo improve customer/student satisfaction\nTo update the product line or curriculum\nImage enhancement objectives\nTo be recognized as a leading edge product/service provider\nTo be known as a leader in social, educational or environmental issues\nTo establish strategic alliances\nTo become a “total solution” provider\nInternal objectives\nTo improve employee morale and job satisfaction\nTo provide a challenging career path for employees\n<number>\n","11":"Reduced Productivity/Loss of employee contributions\nLoss of most efficient solutions due to lack of diverse perspectives\nLowered Quality Standards/ Poor Customer Service\nSabotage/Retaliation Against Management by Employees\nAbsenteeism/Increased Use of Sick Leave\nLow Morale, Low Self Esteem\nHigh Turnover/Identifying New Hires/ Training\nDiscrimination Lawsuits/EEO Complaints, Grievances\nBad Publicity, Image\nInability to Attract the Best People \nLoss of Clientele/Revenues\nLoss of $ - Possibly Millions\nLitigation – Legal Fees\nCourt Awards \nSettlements\nIncreased Insurance \n<number>\n","17":"Calculate costs associated with turnover:\nTraining (exiting person and new person)\nRecruitment\nEligible severance and benefits \nAdministrative costs - forms processing (COBRA notification, stopping payroll & benefits deductions, etc.)\nAnnual costs of grievances, claims and lawsuits\nEmployee surveys/group meetings\nCustomer surveys\nYears of service of employees in different groupings\nTurnover rates of groups/cost\nIncreased use of sick leave/time off\nBad publicity\n<number>\n","6":"Requirement under the Civil Rights Act of 1964 (Title VII) for employers with 15 or more employees\nProtects individuals from discrimination based on race, color, religion, national origin and gender\nOther EEO laws protect against discrimination due to age and disability\nEnforced by Equal Employment Opportunity Commission (EEOC) and other various state and local agencies\nDiscrimination against an individual because that person is transgender is discrimination because of sex in violation of Title VII. This is also known as gender identity discrimination. In addition, lesbian, gay, and bisexual individuals may bring sex discrimination claims. These may include, for example, allegations of sexual harassment or other kinds of sex discrimination, such as adverse actions taken because of the person's non-conformance with sex-stereotypes.\nProtects individuals from discrimination based on \nRace/color\nReligion \nNational origin \nSex/Gender identity \nAge \nDisability\nGenetic information\n<number>\n","12":"What really caused the recent corporate diversity disaster at Texaco? Was it just an unfortunate incident in which some executive's comments were taken out of context? Was unfortunate incident in which some executives' comments were taken out of context? Was it a prime example of blatant bigotry.\nThose statements were clear violations of company policy, as set forth in Texaco's Vision and Values brochure. Ironically, the jelly bean analogy came from diversity training sessions those managers had all participated in.\nTexaco's treasurer, senior coordinator for personnel services in its finance department, and senior assistant treasurer engaged in a conversation that was secretly taped by one of the participants. One of the executives said, "This diversity thing, you know how all the black jelly beans agree." A second replied, "That's funny. All the black jelly beans seem to be glued to the bottom of the bag." After discussing difficulties in adjusting to demands of minorities at Texaco, the treasurer is quoted as saying. "I'm still having trouble with, Hanukkah. Now me have Kwanzaa."\nWithin two days of the report, Texaco's stock fell more than $5 per share. Clergy and business leaders called for a national boycott of Texaco; a coalition of 180 civil rights organizations asked the government to join an employee suit against the company, and Texaco said it would "refocus efforts on initiatives to root out intolerance and will expand diversity training to include all employees rather than just managers."\nhttp://findarticles.com/p/articles/mi_m3495/is_n5_v42/ai_19570004/\n<number>\n","7":"<number>\nAffirmative action is defined as Proactive action-oriented programs designed to ensure equal opportunity of qualified women, minorities, individuals with disabilities, and veterans in the employment process. This program impacts a company that enters into a non-exempt contract or subcontract with any department, agency, establishment, or instrumentality of the executive branch of the Federal government for the purchase, sale or use of supplies and services\nThe program is enforced by the Office of Federal Contract Compliance Programs (OFCCP) which is under the umbrella of the Department of Labor.\nDesigned to: \nPromote equal employment opportunity\nEliminate discrimination for protected members\nRemove barriers in the workplace\nLevel playing field in every phase of the employment process\nThe OFCCP is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations of nondiscrimination and affirmative action\nMissles Manufacturer Company having a contract with the Department of Defense for the manufacture and sales of missiles, artillery) or a Aircraft Manufacturer building fighter jets for the Airforce or a Ship Builder building ships for the Navy\nSubcontractor is covered if it enters into any agreement with the prime contractors for the purchase, sale or use of supplies and services, which, in whole or in part, are necessary to the performance of the Federal Contract. An example would be a steel company or ship parts builder selling items to the Ship building company to help fulfill the contract with the Navy.\n","35":"<number>\n","13":"What really caused the recent corporate diversity disaster at Texaco? Was it just an unfortunate incident in which some executive's comments were taken out of context? Was unfortunate incident in which some executives' comments were taken out of context? Was it a prime example of blatant bigotry.\nThose statements were clear violations of company policy, as set forth in Texaco's Vision and Values brochure. Ironically, the jelly bean analogy came from diversity training sessions those managers had all participated in.\nTexaco's treasurer, senior coordinator for personnel services in its finance department, and senior assistant treasurer engaged in a conversation that was secretly taped by one of the participants. One of the executives said, "This diversity thing, you know how all the black jelly beans agree." A second replied, "That's funny. All the black jelly beans seem to be glued to the bottom of the bag." After discussing difficulties in adjusting to demands of minorities at Texaco, the treasurer is quoted as saying. "I'm still having trouble with, Hanukkah. Now me have Kwanzaa."\nWithin two days of the report, Texaco's stock fell more than $5 per share. Clergy and business leaders called for a national boycott of Texaco; a coalition of 180 civil rights organizations asked the government to join an employee suit against the company, and Texaco said it would "refocus efforts on initiatives to root out intolerance and will expand diversity training to include all employees rather than just managers."\nhttp://findarticles.com/p/articles/mi_m3495/is_n5_v42/ai_19570004/\n<number>\n","8":"diversity is any dimension that can be used to differentiate groups and people from one another. It means respect for and appreciation of differences in ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion.”\n<number>\n","14":"What are the costs associated with not valuing diversity and not being able to work together with people of all backgrounds?\n<number>\n","3":"<number>\n","9":"Inclusion is a state of being valued, respected and supported. It’s about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her full potential.”\nIn simple terms, diversity is the mix; inclusion is getting the mix to work well together.\nAnother way to look at this is by thinking of diversity as the different tools an artist has at his/her disposal. All the different shades of paints, pencils and textures. Each paint, although beautiful in itself, does not reach its ultimate potential until the colors work together to form the end product = a beautiful masterpiece.\n<number>\n","15":"Mirror Your Customers/Expanded Customer Base\nIncreases Market Value for Stockholders/ Stakeholders\nAccess to Talent\nIncreased Profits Due to Retention, Lowered Insurance Premiums for Org. and Individual\nImproved Employee Morale\nEmployee Loyalty\nGreater Productivity and Competitive Advantage\nDiverse Perspectives - Maximizes Innovation, Creativity, Problem Solving\nPositive Image/Community Relations\nMakes Full Use of Employees’ Skills, Knowledge and Talents\n<number>\n","4":"Level the playing field: EEO vs. Affirmative Action vs. Diversity vs. Inclusion\nHow diversity and inclusion improves the bottom line\nConsequences of not embracing an inclusive culture\nRecruiting tips to meet your diversity needs \nDetermine the effectiveness of your Recruiting efforts\nDiverse recruiting strategy also addresses compliance\nNext Steps\n<number>\n","32":"It is then sent to the relevant state employment delivery systems e.g. \n1-Stops, DVOPs, LVERs via emails.\n<number>\n","21":"Our workplace should resemble the diverse communities we represent.\nProactively reach and attract candidates from these diverse communities for your job openings\nHire and retain these employees in an environment that free of discrimination by backgrounds\nEnsure career growth and pursuit of excellence in an environment that provides equal opportunities\n<number>\n"}
  • Transcript

    • 1. Diverse Recruiting Strategy│1© 2013 PeoplefluentAug. 22, 2013 A Diverse Workforce Begins with a Diverse Recruiting Strategy Rathin Sinha President America’s Job Exchange Julia Mendez, CAAP, PHR, CELS Principal Business Consultant Peoplefluent
    • 2. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│2 Submit Questions Anytime Type question here
    • 3. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│3  Successor to America’s Job Bank Launched on the heels of termination of the AJB program of DOL  Destination for Job Seekers/Employers to Connect Specializes in the recruitment of diversity candidates and non-executive jobs  Specialists in online Diversity Recruitment and OFCCP Compliance Specializes in veterans and disability recruitment outreach and mandatory job listing online AJE is a leading provider of recruitment advertising and compliance solutions America’s Job Exchange
    • 4. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│4 Agenda 1. EEO vs. Affirmative Action vs. Diversity vs. Inclusion 2. How diversity & inclusion improves the bottom line 3. Recruiting tips to meet diversity needs 4. The road to a successful recruiting strategy Rathin Sinha President America’s Job Exchange Julia Mendez, CAAP, PHR, CELS Principal Business Consultant Peoplefluent
    • 5. © 2013 Peoplefluent Diverse Recruiting Strategy│5 EEO/Affirmative Action/Diversity/Inclusion
    • 6. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│6 What is Equal Employment Opportunity (EEO)? • Race/color • Religion • National origin • Sex/Gender identity • Age • Disability • Genetic information Protects individuals from discrimination
    • 7. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│7 What is Affirmative Action? Proactive Action-Oriented Programs Minorities Person’s with disabilities VeteransWomen
    • 8. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│8 Race Religion Sexual Orient. Political Status NationalityAge Marital Status Income Gender What is Diversity?
    • 9. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│9 What is Inclusion? Value RespectSupport
    • 10. © 2013 Peoplefluent Diverse Recruiting Strategy│10 Costs of Not Valuing Diversity
    • 11. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│11 Poor Communication Resistance to Change Increased Absenteeism Employee Turnover Low Morale/Self- Esteem Legal Issues Discrimination Prejudices Not Valuing Diversity Costs of Not Valuing Diversity
    • 12. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│12 Cost of Not Valuing Diversity May 1997Executive #1--"This diversity thing, you know how all the black jelly beans agree." Executive #2--"That's funny. All the black jelly beans seem to be glued to the bottom of the bag.“ Executive #3--"I'm still having trouble with, Hanukkah. Now we have Kwanzaa."
    • 13. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│13 Cost of Not Valuing Diversity • Stocks fell $5 per share in 2 days of the report • Clergy & business leaders called for a national boycott • 180 civil rights organizations asked the government to join an employee suit against the company • Company committed to: • Refocus efforts to root out intolerance • Expand diversity training to include all employees rather than just managers
    • 14. © 2013 Peoplefluent Diverse Recruiting Strategy│14 Benefits of Valuing Diversity
    • 15. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│15 Increased Adaptability Business image Increased employee morale Client satisfaction Competitive edge Increased creativity Loyalty Marketing Recruitment Benefits of Valuing Diversity
    • 16. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│16 Business Case for Diversity Multicultural Sales/Marketin g Objectives Financial/ Business Performance Objectives Enhance Company Culture Product/ Service Objectives Enhance Brand Image
    • 17. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│17 Measurements of Diversity Success Costs Surveys Tenur e Turnover Time Off Bad Publicity Grievances Claims Lawsuits Employees Customers Years of Service Turnover Rates of Groups Increase in Sick Leave/Time Off
    • 18. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│18 Compare Against Industry Female Asian African American 0% 10% 20% 30% 40% 50% 60% ABC Company Industry
    • 19. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│19 Affirmative Action Placement Goals Senior Management: Female Placement Goal = 40% Chemical Engineers: Minority Placement Goal = 55% Laborers: Female Placement Goal = 20% Minority Placement Goal = 70%
    • 20. © 2013 Peoplefluent Diverse Recruiting Strategy│20 Recruitment/Outreach
    • 21. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│21 • Proactively reach and attract candidates from these diverse communities for your job openings • Hire and retain these employees in an environment that free of discrimination by backgrounds • Ensure career growth and pursuit of excellence in an environment that provides equal opportunities Diversity at the Workplace RECRUIT PROMOTE RETAIN
    • 22. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│22 Proactively leverage diversity and equal employment principles to make diversity a competitive advantage for your business Step 2: Proactive Diversity Develop and manage programs to ensure that both the letters and spirits of affirmative action and related laws are complied to Step 1: Regulatory Compliance The road to diversity excellence can be broken in two steps Leveraging Diversity
    • 23. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│23 Job listing is imported via an automatic feed for FTP, XML or direct scraping, or using online interactive posting Job Posting as Outreach Media Your Job
    • 24. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│24 The imported job is posted on the AJE national and state specific websites Job Posting Outreach : Step 1 Web Your Job Your Job
    • 25. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│25 The job listing is then automatically posted on the AJE Mobile App. Job Posting Outreach : Step 2 Mobile WebYour Job Your Job
    • 26. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│26 And then posted on the AJE Facebook App as part of Social Job Initiative Job Posting Outreach : Step 3 Social Mobile Web Your Job Your Job
    • 27. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│27 The job opening is posted in the AJE network of Diversity Job Exchanges e.g. Veterans, Disability and much more. Job Posting Outreach: Step 4 Diversity X- change Social Mobile Web Your Job Your Job
    • 28. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│28 The job is included in relevant job alert emails sent to subscribed job seekers Job Posting Outreach : Step 5 Job Email Alerts Diversity X- change Social Mobile Web Your Job Your Job
    • 29. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│29 The job opening is sent to one or more aggregator sites to reach a broader audience • Indeed • Simply Hired • Beyond • Glassdoor • Juju • Careerjet • TopUSAjobs • Oodle Job Posting Outreach : Step 6 Aggregator Sites Job Email Alerts Diversity X- change Social Mobile Web Your Job Your Job
    • 30. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│30 It is then sent for distribution and posting to our partner sites e.g. • Veteran Job Boards –www.VeteranJobs.Net –www.Jofdav.com –www.allveteranjobs.com • Disability Job Boards –www.disabilityjobs.net –www.disabledperson.com • Diversity Job Boards –www.asianhires.com –www.africanamericanhires.com –www.alllgbtjobs.com –www.allhispanicjobs.com –www.diversityjobs.com Job Posting Outreach : Step 7 Partner Sites Aggregator Sites Job Email Alerts Diversity X- change Social Mobile Web Your Job Your Job
    • 31. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│31 The job posting is now sent to community based organizations (CBO) via emails • Goodwill – Local chapters • Easter Seals – Local chapters • The Arc – Local chapters serving persons with intellectual disabilities • Department of Rehabilitation – Local state offices • U.S. Department of Veterans Affairs – www.va.gov Job Posting Outreach : Step 8 Community Outreach Partner Sites Aggregator Sites Job Email Alerts Diversity X- change Social Mobile Web Your Job Your Job
    • 32. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│32 State employment delivery systems e.g. 1-Stops, DVOPs, LVERs via emails. Job Posting Outreach : Step 9 One Stop Center Community Outreach Partner Sites Aggregator Sites Job Email Alerts Diversity X- change Social Mobile Your Job Your Job
    • 33. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│33 Finally the job posting is sent to the state job bank by direct feed or online posting Job Posting Outreach : Step 10 State Job Bank One Stop Center Community Outreach Partner Sites Aggregator Sites Job Email Alerts Diversity X- change Social Mobile Your Job Your Job
    • 34. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│34 Comprehensive 10 Step Outreach Program State Job Bank - Mandatory Postings State Employment System- Outreach e-Mail Community Based Organization (CBO) - Outreach e-Mail Niche Job Board - Partner Posting Job Aggregator - Sponsored Posting AJE Job Alert Emails AJE Veteran Exchange AJE Social Job OpeningYour Job
    • 35. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│35 Making it Easy : Job Seeker User Experience Outreach is step one – but making it easy for the job seekers to apply and get hired is key for a successful online diversity recruitment program
    • 36. © 2013 Peoplefluent Diverse Recruiting Strategy│36 Conclusion
    • 37. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│37 Establish Set Objectives. Road to Diverse Recruiting Strategy Diverse recruiting strategy No diverse recruiting strategy Define Target Audience. Track the effectiveness of the strategy.
    • 38. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│38 Q&A
    • 39. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│39 Thank You! • Upcoming webcasts: www.peoplefluent.com/events • Sept. 19, 2013 – Webcast to help in understanding the right recruiting data and records to maintain • Don’t miss early pricing for WISDOM 2013! • September 22-25, 2013 • Stay up to date with anything HR with our Social Pages:
    • 40. © 2013 Peoplefluent © 2012 Peoplefluent Diverse Recruiting Strategy│40 Thank You! For more information about American Job Exchange: Rathin Sinha rsinha@americasjobexchange.com For more information about Peoplefluent: Julia Mendez Compliance@peoplefluent.com

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