1. World’s largest home improvement retailer
Introducing
The Home Depot
Multiculturalism Initiative
2. The Home Depot Who We Are
» World’s largest home
improvement specialty retailer
» More than 2,200 retail stores
» Publicly traded company
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3. Multiculturalism vs. Diversity What is the difference?
Multiculturalism:
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How we feel towards others based off
our socially constructed knowledge
How power is distributed in companies
Cultural differences creates barriers in
communication and relationships
Promotes the value in diversity
Diversity:
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Is a state of affairs
Can exist in the absence of
multiculturalism
Process of strategically managing unique
needs in a diverse workplace
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4. Multiculturalism in Action
The Gap is running their
holiday #MakeLove
campaign featuring a
wide variety of diverse
models.
A defaced ad in a
subway was
posted on social
media sites.
The Gap responded
by showcasing the
ad to show solidarity
and support.
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6. Extra! Extra! Read all about it!
We Read About Discrimination Every Day
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7. The Home Depot
Multiculturalism
Statement
The Home Depot must draw from a diverse
cross-section of people to achieve our mission.
We are a place where people count and the
differences between them do not, a place where
contributions count and differences are used to
an advantage and not a disadvantage. Our
ability to serve our customers is enhanced by
the positive and creative power which comes
from our diversity.
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8. Steps to Strategic Planning Phase 1-4
Assess the
Current
Dynamics
Identify Gaps
and Priorities
Develop a
Strategic Plan
Evaluation
We have ideas for every step of the way
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9. Assess the Current Dynamics
Who are we as a company and who do we serve?
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10. Assess the Current Dynamics
Across the U.S., our bilingual store associates wear “i speak”
badges representing 28 languages.
We leverage a database of more than 10,000 diverse and
small business suppliers to source products and services.
There are 35,000 U.S. military veterans working for The Home Depot
and approximately 1,500 associates serving our country on military
leave at any given time.
44% of our store support center associates are members of
an Associate resource group.
Through philanthropy and volunteer work, the company
directed more than $22 million to diverse populations.
We have pledged more than $80 million as part of our celebration
of Service campaign to benefit veteran-focused nonprofits.
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11. Identify Gaps and Priorities
What areas do we need to focus on to achieve our goals?
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12. Gaps and Priorities
• Increasing the recruitment and
retention of diverse people
• Provide flexibility for
supporting employees to
balance work and life
responsibilities
• Reducing harassment in the
workplace through increased
awareness
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13. What the end result will look like
inclusive and respectful
environment means all associates can
‘In the end, an
bring their whole selves to work.’
Arlette Guthrie
Vice President Talent Management & Diversity
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14. Develop a Strategic Plan
What steps are we going to take to embrace multiculturalism?
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15. Develop a
Strategic Plan
Steps to Take
• Internal Promote Program
• Referral Program
• Salary Scale
• Cultural Lunch Day
Increasing the
recruitment and retention
of diverse people
• Translate Training Materials
• Diversity Awareness Training
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16. Develop a
Strategic Plan
Steps to Take
• Maternity leave for men and adoptive
parents
• ‘Keep-in-touch’ program
• Non traditional days off
Provide flexibility for
supporting employees to
balance work and
• Work and life balance
life responsibilities
• Mentorship
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17. Develop a
Strategic Plan
Steps to Take
• 1-800 # or an outsourced hotline to
file harassment complaints
• Open door policy for managers
• Communication
Reducing harassment in the
workplace through increased
awareness.
• Mentor Program
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19. How to Use Job Satisfaction Surveys
Job satisfaction.
Training and career development opportunities.
Team experience.
Experience with management.
Performance Reviews.
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20. Business Scorecards
Help to:
Translate the vision into
operational goals;
Communicate the vision
and link it to individual
performance;
Business planning, Index
setting;
Sample Business Scorecard
Feedback and learning, and
adjusting the strategy
accordingly.
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The strategy continues our commitment to the broad range of people who make up our organization. It is supported by an implementation plan that outlines how the aims will be achieved. This strategy aims to address barriers experienced by some people in gaining access to employment, development or promotional opportunities. Our workplace diversity documents acknowledge that innovative and flexible strategies are required if we are to attract, recruit, and retain the best people and remain competitive within the employment market as the workforce demographic evolves.
The Home Depot® is the world's largest home improvement specialty retailer, with more than 2,200 retail stores in the United States (including Puerto Rico and the U.S. Virgin Islands), Canada, and Mexico. The Home Depot’s stock is traded on the New York Stock ExchangeWe are the fourth largest retailer in the United States.We are the fifth largest retailer in the world.In 2010, The Home Depot was ranked number 29 on the Fortune 500 U.S. list.More than one million children built their first toolbox at a Kids Workshop.The Home Depot has the largest Garden Club in the world.Since its formation in 2002, The Home Depot Foundation has granted more than 270 million to nonprofit organizations improving homes and lives in local communities. In 2008, The Home Depot’s Framing Hope Program has donated $100 million worth of product to over 1,400 local charitable partners to renovate and rebuild homes. Text from The Home Depot website. Retrieved from www.homedepot.com
Multiculturalism Defined-Understanding that each person views the world through their own experiences. Drawing from individual personal, cultural, and emotional experiences allows us to see that there is always a reason behind what we do and how we feel towards another group of individuals. Taking these experiences into account will better equip us to come up with creative solutions and problem solve in the workplace. Understanding multicultural issues broadens our perspective of a situation by allowing us to draw upon the knowledge of others. This breeds an environment of cooperation and collaboration.Diversity Defined-The inclusion of a wide variety of people of different races or cultures in a group or organization. Diversity is used to increase the demographic in the workplace through hiring practices.
Key Takeaways;The caption on the ad had been changed from ‘Make Love’ to ‘Make Bombs,’ and the writer had also scrawled ‘Please stop driving TAXIS’ onto the poster. How does this action mirror ‘A Single Story’ as told by author ChimamandaAdichie?Some members of the Sikh community have started a ‘Thank you, Gap’ campaign (https://www.facebook.com/ThankYouGap) in order to show their appreciation for the inclusion of a Sikh model. A letter to the company says, ‘By placing a Sikh model in prominent locations on billboards direct mail advertising and digital channels, you have raised the profile of Sikhs in ways the community couldn’t have accomplished with its limited resources. The community has tremendously benefitted from the attention it has received through Gap’s marketing campaign.’ What are some ways other company’s have supported minorities in a public way? Can you share examples from your own experiences?
Open this question up for discussion and brainstorm ideas as a group. Some topics to spark conversation might include:Creates an environment where all members can contribute fully and freely.Commits to eliminating all forms of oppression within organization.Commits to a broader societal and environmental responsibilities.Employees reflect diverse social and cultural groups throughout all levels of the organization.Improved client service through greater understanding of clients’ diversity and needsBetter relationships with clients and stakeholdersImproved recruitment outcomes through being an employer of choiceBetter retention of employeesImproved workplace relations and moraleReduced workplace stress and improved work attendanceIncreased productivityReduced training costs due to less staff turnoverCompetitive management practicesEnsuring fair and equitable staff selectionBreaking down prejudices and avoiding stereotypingModelling the equity we promote as a sector
A simple Google search for ‘Discrimination in the News 2013’ pulled up about 135,000,000 stories in a matter of seconds. You can’t let a day go by without hearing some type of story regarding discrimination in the news. No matter how far we have come as a society in accepting individuals based on their race, social class, gender, sexual orientation, and disabilities we continue to lose sight of the role they play in the distribution of power and privilege.When discussing sexual harassment alone consider these statistics:In 2012, there were 11,790 complaints of sexual harassment made to the U.S. Equal Employment Opportunity Commission: 82% filed by women and 18% filed by men. http://www.eeoc.gov/eeoc/statistics/enforcement/sexual_harassment_new.cfmA telephone poll of 782 U.S. workers, performed by Louis Harris and Associates, revealed that 31% of female workers reported that they had been harassed at work, 7% of male workers reported that they had been harassed at work,62% of those reporting they had been harassed took no action,100% of the women harassed reported that the harasser was a man, and59% of the men harassed reported that the harasser was a woman. Of the women who had been harassed43% reported that their harasser was a supervisor,27% were harassed by an employee senior to them,19% were harassed by a co-worker at their level, and8% reported being harassed by a junior employee.A 2004 survey by the Society for Human Resource Management found that 90% of companies offer sexual harassment prevention training programs.
Workplace diversity means respecting and valuing the differing skills and experiences we all bring to the workplace, as well as being aware of the additional challenges faced by some groups. The department recognizes the diversity of our existing workforce—be it on the basis of gender, race, social class, religion, sexual orientation or disabilities—and is committed to building on the richness of the perspectives, experience, knowledge and skills that this diversity brings to the organization.
Integrating multiculturalism into the workplace is a very dynamic process which involves Assessing the Current Dynamics and Identifying Gaps and Priorities (Awareness), Developing a Strategic Plan (Knowledge), and Evaluating the Outcome(Skills and Social Action) .*The words in parenthesis are adapted from Sue’s Multicultural Competency Framework.
According to the U.S. Census Bureau, people of color, who currently make up about one-third of the U.S. population, will become a majority by 2042. The U.S. Hispanic population is expected to nearly triple by 2050, while the African-American and Asian populations are each expected to grow about 60 percent. The Home Depot is keeping up with these and other dynamic changes by hiring diverse talent, as well as being inclusive of all associates, no matter their race, age, gender, sexual orientation or military status. This diverse workforce will serve our customers for the next 30 years and beyond.Text from Overview of Race and Hispanic Origin: 2010. Retrieved from http://www.census.gov/prod/cen2010/briefs/c2010br-02.pdf
Identify the ‘gaps’ between the vision/goals and the current reality. This section will help us to prioritize issues and dynamics to be addressed.
Text from The Home Depot Diversity & Inclusion Report. Retrieved from https://corporate.homedepot.com/Associates/Documents/THD_Diversity_Report.PDF
The Workplace Diversity Strategy aims to build a relationship between the organization and its employees by supporting an inclusive environment which looks beyond perceived differences.To ensure that diversity principles are embedded in the departmental culture, all employees, particularly managers, will be encouraged to consider and incorporate workplace diversity principles into work practices at all times. This is an important step for ensuring a workplace free from discrimination and harassment that recognizes and integrates the complementary differences of our employees.
Internal Promote ProgramEmployees are more engaged in the workplace if they feel they are valued as individuals. Once employees have integrated with the company and the culture people should be allowed the opportunity to move around in and grow with the organization. Managers benefit by having a pipeline of talent to pull from.Referral ProgramIf we’ve taken the steps to hire a stellar group of diverse employees why wouldn’t we tap into more people like them to recruit from? A bonus could be offered after a 90 day probationary period to the person that did the referring. Salary ScalePositions are graded on a scale by the amount of responsibility they have, how many direct reports they supervise, types of qualifications required, etc. and then lumped into a pay scale typically designated by a specific level. This process in turn promotes pay equity by removing non-objective salary offerings.Cultural Lunch DayA once a week potluck lunch program where employees are encouraged to bring a dish that represents their culture and shares with others. TranslateTraining MaterialsIdeally this benefit would be offered in an e-book format or online where one could choose the language they want the information translated to after copying the text. Similar to what is offered on Facebook. Diversity Awareness TrainingPeer interviews are an important part of the recruitment process. Candidates are able to experience a ‘day in the life of the job’ through hands on interviewing and coworkers have an opportunity to have a say in who they work with day in and day out. Considering roughly 40% of companies train hourly employees on diversity training these peers would have a leg up on others in the industry and able to transfer this education to the internal promote program.
Offer maternity leave for men Short term disability or maternity leave should be offered to men as well as women. The same holds true for individuals that adopt new family members.Implement a ‘keep-in-touch’ program for employees on parental leaveEmployees taking a parental leave or leave of absence could be considered for short term projects and have access to some company wide meetings or holiday parties. They should still receive company newsletters and benefits updates as long as it does not contain confidential information. This will keep them informed and in touch with what is occurring within the organization to keep them engaged.Non traditional days offOffer religious holidays off that are not considered typical such as Christmas or Memorial Day. Work and life balance while developing or maintaining a careerJob splits where a full time position is shared between two individuals, switching to a part time position, offer partial pay for partial work in same role (i.e. work a 30 hour work week and receive a 25% annual salary deduction to mirror lessoned work load), offer virtual work to eliminate commute time, are all options to aid in this effort.MentorshipCreate a supportive mentoring program to develop leadership capability in women and encourage women to access networking and development opportunities. The mentor could be a successful indidual within the organization or someone affiliated through working relationships. Both parties will have an equal desire to participate.
Reduce harassment in the workplace through increased awareness:1-800 # or an outsourced hotline to file harassment complaintsCreate a safe place for employees to file harassment complaints through a hotline 1-800 # or hire an outsourced company to field the calls. In addition to posting signage with the call number and instructions, flyers could be added with paychecks or a virtual notification could pop up once employee’s salaries have been deposited to their bank account.Open door policy for managersOpen door policies are mostly words on paper in the form of a policy. To create the environment of an open door environment take a walk through the office every single morning as part of a daily routine to get a gauge on how the employees are feeling.If employees do not feel comfortable approaching one manager, they should know who else in the organization they can turn to. Communication Have code words like ‘below the line’ if a co-worker is beginning to offend you. Managers could have time to address employee concerns during every meeting; with fellow managers and employees alike. Share scenarios of what harassment looks like through videos during meetings or posters hanging up throughout the workplace. Mentor ProgramHaving a mentor during the first 90 days of employment will provide new employees the opportunity to acclimate to their new surroundings faster, aid in the understanding of policies and procedures as they apply in real life situations,
Evaluations are about improving effectiveness, informing decisions, and generating knowledge. They provide a source of purposeful learning that leads to improved programs and project, high quality, independent, and objective information to help guide strategic decisions about the direction of programs and initiatives. This might include decisions to continue, expand, or withdraw from specific lines of work.
Engaging your employees from the inside out, and making sure everyone in your company shares the same vision are vital components to the health and success of the business. Ultimately, job satisfaction surveys will help to get credibility for the company, product, or service, and drive the growth of the business. How to Use Job Satisfaction SurveysWhat is the top reason employees stay with an organization? Studies have shown they stay for “exciting work and challenge.” To keep your employees excited, poll them to understand whether they’re happy with their jobs – and what it takes to ensure that they are. Learn more about:Job satisfaction. There’s a direct relationship between overall employee morale and employee job satisfaction, and surveys can help you see it. Ask your employees: “How meaningful is your work?” and “How challenging is your job?” Or: “In a typical week, how often do you feel stressed at work?” Their answers can help you pinpoint and build on what’s working—or correct what’s not.Training and career development opportunities. Most people want to grow their careers, and they’ll stay with the company that supports their development. Use questionnaires to find out if your employees believe they have those opportunities with your company.Team experience. Being a member of a good, effective team boosts job satisfaction. Invite employees to assess their teams’ performance. Ask questions like: “How well do members of your team share responsibility for tasks?” and “How honest with each other are the members of your team?” Use that feedback to develop core team collaboration and communication skills for greater job satisfaction.Experience with management. Managers directly impact employees’ day-to-day job satisfaction. Spot potential issues using surveys. Ask questions like “How effective is the training you receive from your supervisor?” or “How consistently does your supervisor reward employees for good work?” Use employee feedback from management performance and 360-reviews to make sure you’re developing good managers.Performance Reviews. Regular performance reviews—of individuals, teams, and managers—can give HR departments timely insight into how employees feel about their jobs.
The balanced scorecard (BSC) is a strategy performance management tool that can be used by managers to keep track of the execution of activities by the staff within their control. A concept seen as a critical foundation in a holistic strategy execution process that, besides helping organizations articulate strategy in actionable terms, provides a road map for strategy execution, for mobilizing and aligning executives and employees, and making strategy a continual process. Text taken from http://en.wikipedia.org/wiki/Balanced_scorecard
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Nelson Mandela, South Africa’s first black president and an enduring icon of the struggle against racial oppression, died on Thursday Dec. 5th. RIP.
