The biggest challenge organizations face when trying to accomplish their diversity goals, as discovered by a recent survey conducted by Human Capital Media Advisory Group, is a lack of accepted benchmarks for diversity and inclusion. However, with the right tools and analysis, this problem can be overcome quickly. Join us as we discuss how to handle difficulties with: Establishing Benchmarks Measuring diversity and inclusion at all levels of your organization Compiling data and determining benchmarks Assigning responsibility to leaders Evaluating how your talent management process is affecting your results Sharing information with cross-functional and leadership groups

1. #TMwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
How to Overcome the Challenges of
Measuring, Benchmarking, and
Improving Your Diversity Program

2. #TMwebinar
Speakers: Jeffery D. Lewis
Senior Vice President of Professional Services,
Workforce Compliance and Diversity Solutions Division
Peoplefluent
Lisa Harpe
Principal Consultant
Peoplefluent Research Institute
Moderator: Ladan Nikravan
Senior Editor
Talent Management magazine
How to Overcome the Challenges of
Measuring, Benchmarking, and
Improving Your Diversity Program

3. #TMwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.

4. #CLOwebinar
Tools
You
Can
Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
EvaluationShare This
Group Chat
HRCI
TM Webinars
#
#TMwebinar

5. #CLOwebinar
Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial
and join the live discussion with
other webinar attendees
– Enter technical or content-
related questions into the Q&A
box
– Type your question in the space
at the bottom.
– Click “Submit.”
Q&A
Group Chat
#TMwebinar

6. #TMwebinar
Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#TMwebinar
@TalentMgtMag

7. #TMwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI certified?
YES! The HRCI certification code will appear in the box to
the right of the slides after the required watch-time has
elapsed.
Frequently
Asked
Ques;ons

8. #TMwebinar
Ladan
Nikravan
Senior
Editor
Talent
Management
magazine
How to Overcome the Challenges of
Measuring, Benchmarking, and
Improving Your Diversity Program

9. #TMwebinar
Jeffery D. Lewis
Senior Vice President of Professional Services,
Workforce Compliance and Diversity Solutions Division
Peoplefluent
Lisa Harpe
Principal Consultant
Peoplefluent Research Institute
How to Overcome the Challenges of
Measuring, Benchmarking, and
Improving Your Diversity Program

10. ©
PeopleFluent
2015
How
to
overcome
the
Challenges
of
Measuring,
Benchmarking,
and
Improving
your
Diversity
Program
Jeffery D. Lewis
Dr. Lisa Harpe

11. 11
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
§ A
process
that
aligns
with
your
employment
decisions
and
pracMces
§ A
process
that
provides
Management
with
results
that
are
ACTIONABLE
§ A
process
that
provides
PREDICTIVE
Measurement
§ A
process
methodology
that
is
Consistent,
Repeatable,
&
ObjecMve
§ A
process
that
can
be
used
to
inform
stakeholders
§ A
process
that
provides
Management
progress
dashboards
to
promote
accountability
Industry
ExpectaMons

12. 12
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• QuesMons
we
are
looking
to
answer:
• Do
we
have
a
gap
between
where
we
are
and
where
we
want
to
be
with
Diversity
RepresentaMon?
• If
we
have
a
gap,
is
it
significant?
• How
do
we
look
compared
to
each
source
we
use
to
fill
posiMons
(both
internal
&
external)?
• Who
to
include
in
the
dashboard:
• Look
at
all
classes,
not
just
Females
and
Total
People
of
Color
(MinoriMes)
• Include
African
American,
Asian,
Hispanic,
&
White
• Look
at
all
levels
of
the
organizaMon,
not
just
the
Sr.
ExecuMves
• Look
at
all
levels
of
the
business
(Business
Unit,
Division),
not
just
at
the
overall
Company
Diversity
Benchmarks

13. 13
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
•
Benchmark
Dashboards

14. 14
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Benchmark
Dashboards

15. 15
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Benchmark
Dashboards
Compare
the
current
makeup
to
the
sources
where
you
find
talent.

16. 16
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Measures
that
address
the
larger
HR
Community;
the
full
aspect
of
Human
Capital
Management.
Where
you
are
and
how
you
got
there;
the
Why?
• RepresentaMon
• Talent
AcquisiMon
• Talent
Management
&
Development
• Talent
RetenMon
A
holisMc
view
into
the
organizaMon
Diversity
Metrics

17. 17
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
The
Complete
Talent
Lifecycle
View

18. 18
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
The
Complete
Talent
Lifecycle
View
• 2A
-­‐
RecruiMng
doing
well,
Hiring
Process
not
as
expected
• 2B
–
PromoMng
into
doing
well,
PromoMng
up
to
2A
not
as
expected
Look
at
each
step
of
the
Talent
Process
to
help
answer
the
quesMon,
Why
we
have
a
gap?

19. 19
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Determining
how
to
invesMgate
why
gaps
exist
Next
Steps

20. 20
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Example:
Technicians
• Goal
is
27%
females.
• Actual
workforce
is
20%
female
• Goal
=
27%
• Examples
are
race
and
gender
but
the
same
analysis
could
be
conducted
for
race,
veteran
status
or
disabiliMes
• Availability
for
veterans
using
different
esMmates
• 7%
availability
esMmate
for
persons
with
disabiliMes
• Could
use
other
benchmarks
such
as
industry
benchmark,
census
data,
etc.?

21. 21
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Applicant
pool
compared
to
goal
by
recruiMng
source

22. 22
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Company
Job
Board
• Create
a
review
comminee,
made
up
of
high
performing
female
professionals,
to
review
the
company
job
board
and
make
suggesMons
to
make
it
more
appealing
and
easier
to
use.
• Hire
diversity
consultant
to
take
part
in
the
review
• Revise
the
job
board
based
on
suggesMons
• Job
Fair
and
Colleges
• Increase
recruiMng
and
predominantly
female
universiMes,
including
graduate
programs
• Develop
job
fair
for
females
only
RecruiMng
Source
Analysis
(cont.)

23. 23
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
RecruiMng
Source
Analysis
(cont.)

24. 24
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Third
Party
• Look
for
third
party
recruiters
that
specialize
in
diversity
sourcing
for
female
Technicians
with
the
skills
required
in
the
jobs
that
you
are
trying
to
fill
• EffecMve
Source
of
Females
• Premium
Post
Sites
• Professional
OrganizaMons
RecruiMng
Source
Analysis
(cont.)

25. 25
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Sourcing
Analysis
• What
are
the
best
sources
of
applicants?
Hires?
• What
are
the
best
sources
of
female
and
minority
applicants?
Hires?
• How
can
we
use
this
informaMon
to
improve
our
good
faith
efforts?
Sourcing
Analysis

26. 26
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Sourcing
Analysis
(cont.)

27. 27
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Sourcing
Analysis
(cont.)

28. 28
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Target
colleges
and
third
party
recruiters
since
you
get
a
large
percentage
of
hires
from
these
sources
but
fewer
than
expected
females
from
these
sources.
• You
get
a
greater
than
expected
percentage
of
females
from
premium
posMngs
and
professional
organizaMons
but
few
hires
from
these
sources.
Why
is
that?
Are
you
targeMng
the
RIGHT
job
boards
and
professional
organizaMons?
Sourcing
Analysis
(cont.)

29. 29
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Why
are
females
not
gepng
hired?
• Can
this
informaMon
help
you
with
targeted
recruiMng?
• Based
on
this
informaMon,
can
you
make
any
changes
to
the
posiMon
or
hiring
process?
• Based
on
this
informaMon,
can
you
do
a
bener
job
of
disposiMoning
candidates?
DisposiMon
Analysis

30. 30
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
DisposiMon
Analysis
(cont.)

31. 31
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
DisposiMon
Analysis
(cont.)

32. 32
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
DisposiMon
Analysis
(cont.)

33. 33
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• Withdrawals
• Do
you
have
any
flexibility
on
the
hours?
• Can
you
change
the
hours
to
decrease
withdrawals?
• Job
QualificaMons
• Where
can
you
find
females
with
more
experience?
• Target
recruiMng
to
these
sources
• Passive
Withdrawal
• Can
you
make
extra
effort
to
get
contact
informaMon?
• Can
you
try
more
Mmes
than
required
to
contact
females?
DisposiMon
Analysis
(cont.)

34. 34
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
• TerminaMons
• Why
are
members
of
a
protected
group
leaving?
• From
what
groups
are
members
of
protected
group
leaving?
• Jobs
• Departments
• Business
units
• LocaMons
(city,
state,
AAP,
region)
• PromoMons
• What
is
the
racial
and
gender
composiMon
of
the
feeder
jobs?
• What
are
the
characterisMcs
of
employees
most
likely
to
be
promoted
and
what
is
the
distribuMon
of
these
characterisMcs
by
race
and
gender?
Could
conduct
similar
studies
on
other
employment
decisions

35. 35
©
2015
PeopleFluent
|
ConfidenMal
Diversity
Management
Benchmark
SoluMons
Find
PeopleFluent
on…
Twi<er:
twiner.com/peoplefluent
LinkedIn:
linkedin.com/company/peoplefluent
Facebook:
facebook.com/peoplefluent
Blog:
peoplefluent.com/resources/peoplefluent-­‐blog

36. #TMwebinar
Please complete the
webinar evaluation.

37. #TMwebinar
Register for all upcoming Talent Management
Webinars at www.talentmgt.com/webinars
OR click the icon on the widget bar!