Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged


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Members of the Diversity Committee will educate APWA members on ways of recruiting and retaining talent from minorities and the underprivledged. This presentation will discuss concepts and proven techniques used across the United States on reaching out to these individuals, educating them on the value of entry-level or professional careers in Public Works and providing them a direction and the skills to become successful.

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  • Diversity is a broad but sensitive subject. We must learn to embrace Diversity. The first place to start to embrace Diversity is with the “Man In The Mirror”. Any issue that I may have with this concept must be address which will help change our environment to celebrate diversity. Micheal Jackson said it much better.
  • In conclusion, when we toured Largo, Florida I saw a beautiful flower garden. What made that garden so attractive were the many types and colors of flowers. If we can add some different flowers to our workforce garden , how beautiful our agencies or companies would be with people coming from near and far wanting to be a part of your workforce. As we grow in Diversity, we also grow as an Agency, as a Department, and as a Workforce.
  • Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged

    1. 1. Workforce Diversity:Recruiting and RetainingMinorities and the DisadvantagedChas Jordan, MPAManagement Analyst IIICity of Largo, FloridaCharles E. PinsonSafety/Accreditation ManagerAnderson County, S.C.Bill Dunlop, P.E., F. SAMEJSD Professional Services, Inc.Madison, Wisconsin
    2. 2. Workforce Diversity Presentation:1. Chapter Outreach to High Schools,Technical Schools, and Career Programs2. Agency Diversity Initiatives, DepartmentalDemography and Diversity.3. Educational Programs and Opportunitiesthat benefit Disadvantaged and targetMinorities.
    3. 3. Recruiting a DiverseWorkforceBill Dunlop, P.E., F. SAMEJSD Professional Services, Inc.Madison, Wisconsin
    4. 4. Recruiting a DiverseWorkforce• The Need• The Goals• How Wisconsin Chapter Approached theNeed• Where We Want to Go
    5. 5. The Need• Workforce not reflective of the overallpopulation• It’s the Law• It’s the Right Thing to Do
    6. 6. The Goals• Increase Awareness of the Diversity of PublicWorks Career Opportunities• Attract Qualified Applicants at All Levels• Provide Opportunities to Increase WorkforceDiversity• Foster Mentorship Opportunities
    7. 7. Chapter InitiativesMilwaukee Area – Boys ScoutPresentationsMilwaukee Area – Boys and Girls Club– PresentationsMadison Area – Boys and Girls Club –College Club
    8. 8. Madison Area BGCCollege Club – Goals• Show Diversity of Opportunities• Hands-on Presentations• Sustainable• Build Relationships
    9. 9. College ClubVerona High School Based• College Readiness• Traditionally Underserved• 50 Students in 1st• 84% Students of Color• 86% Low Income Households• Average GPA 2.09
    10. 10. College ClubGoals• Tutor• Meet Regularly• College and Career Exploration
    11. 11. College ClubAPWA Interaction• Quarterly Visits• 3-4 Presenters• View Office Environment• View and Touch Equipment
    12. 12. College Club - APWAFitchburg• Project Planning and Design• Water System Control• Equipment Display• Surveying
    13. 13. College Club - APWASun Prairie• 3-4 Presenters• Equipment Oriented• Traffic SignalOperation andMaintenance
    14. 14. College ClubMadison• Sewer Design• Sewer Maintenance• Televising Equipment• Jetting Equipment
    15. 15. College Club - APWA2ndYear• Verona, Fitchburg, Cottage Groveand Madison Metropolitan SewerDistrict• Continue to DevelopRelationship
    16. 16. Lessons Learned• It takes time to develop relationship• Make the program sustainable fromthe start• Hands on over classroom• Keep at it.
    17. 17. Workplace Diversity:What is Your MeasuringStick?Charles E. PinsonSafety/Accreditation ManagerAnderson County, S.C.
    18. 18. MAN IN THE MIRROR
    19. 19. What is Diversity?“Diversity is a commitment torecognizing and appreciating thevariety of characteristics that makeindividuals unique in an atmospherethat promotes and celebratesindividuals’ collective achievements.”
    20. 20. Steps to Increase WorkforceDiversity• Identify what your agency’s or company’s needs are.• Make sure your workforce matches the demographic youserve.• Develop a hiring strategy to increase workforce diversity.• Develop a procedure to track, measure, and enforce policy.• Develop relationships with local organizations and withcommunity connections including churches, culturalinstitutions, Colleges, Urban League, National Council of LaRaza.• Use websites such as,, .• Use Employee Referrals and minority job head hunters.
    21. 21. DemographicsAnderson CountyWhites – 80.9%Black – 16.6%Indian/Alaskan – 0.3%Asian – 0.8%Hispanic/Latino – 3.1%Source: US Census Bureau 2011 QuickFactsPublic Works DivisionWhites – 89.05%Black – 9.95%Indian/Alaskan – 0%Asian – 0.5%Hispanic/Latino – 0.5%Source: Anderson County Human Resources Department
    22. 22. Benefits of Diversity in theWorkplace• New learning opportunities.• Additional creativity.• Increased productivity.• Attracting and retaining talent.• Increase market share and create asatisfied customer base.
    23. 23. The Program PurposeThe program is intended to promote awareness and accountability aswe embrace diversity in our workforce. The implementation processwill consist of the following:• Obtain support from top level management.• Schedule bi-annual meetings with the department heads and toplevel officials encouraging them to support and promote the“Measuring Stick Program.”• Review workforce demographic vs. service area demographic,assess recruiting method, and promote diversity.• Develop a brochure to distribute to local organizations, churches,cultural institutions, colleges, Urban League, National Council of LaRaza as required to become more inclusive in getting the informationout about the types of jobs, job openings, and the method to applyfor jobs.
    25. 25. Diversify Your EducationProgram – Provide for SkilledWorkersChas Jordan, MPAManagement Analyst IIICity of Largo, Florida
    26. 26. APWA – Educational Focus• College and Advanced Degrees• Engineering Construction Programs• Technical and Equipment Sessions• CEUs / PDHs• Predominantly Professional /Technical or Management Focusedprogramming
    27. 27. Workforce Diversity EducationalFocus• Well-Rounded:– Skilled Labor– Technician Training(Wastewater, Stormwater,Heavy Equipment)– Inspection Training– In-the-Field Experience• The “Do-ers” not the “Say-ers”
    28. 28. pTEC Public Works Academy• Supported by a Board that iscomposed of Public Works Directorsfrom around the County• Publically Funded through CountySchool District• Available for varying age groups (HighSchool aged or older)• Scholarship Programming• Consistent, Proven Trainers/Teachers
    29. 29. Who does it Benefit?• US– Public Works Professionals– Directors– City and County Engineers• THEM– Individuals who cannot affordcollege– Skilled Laborers looking forWork
    30. 30. How does it Benefit Us andThem?Your organization can now get askilled worker that can performmultiple technical tasks for yourorganization with little investmentfinancially on your part, or theirs.Providing a quality worker withemployment without the need forexcess, costly education.