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Recruiting and maintaining a diverse workforce

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Breakout Seminar at the Nonprofit Human Resources Management Symposium in San Diego. June 16, 2010

Breakout Seminar at the Nonprofit Human Resources Management Symposium in San Diego. June 16, 2010

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  • 1. Recruiting and Maintaining a Diverse Workforce Lisa Brown Morton, President & CEO Nonprofit HR Solutions Wednesday, June 16, 2010 Nonprofit Human Resources Symposium Caster Family Center for Nonprofit and Philanthropic Research University of San Diego
  • 2. Recruiting & Maintaining a Diverse Workforce Learning Objectives • What Really is Workforce Diversity? • Why Having a Diverse Workforce Matters • Attracting & Retaining Diverse Talent to the Nonprofit Sector
  • 3. Recruiting & Maintaining a Diverse Workforce What Really is Workforce Diversity? What Does it Mean In Your Organization?
  • 4. Recruiting & Maintaining a Diverse Workforce Workforce Diversity: encompasses race and ethnicity, gender, socio- economic status, sexual identification and orientation, philosophy, geography, and physical ability
  • 5. Recruiting & Maintaining a Diverse Workforce Why Having a Diverse Workforce Matters
  • 6. Recruiting & Maintaining a Diverse Workforce Why Having a Diverse Workforce Matters • Exodus of current nonprofit leadership (3 out of 4 nonprofit executives are expected to leave their jobs over the next 5 years)* • 82% of executive directors are White* • Workforce diversity is an act of “good citizenship” • Diversity is an imperative of program effectiveness and ethical commitment • Greater diversity leads to greater innovation and productivity • Increased cultural competency value proposition when staff reflect the communities that they serve *2006 Compass Point Report on Diversity
  • 7. Recruiting & Maintaining a Diverse Workforce Business Case/Imperatives for Diversity • Demographic imperative  Demographic changes are driving changes in the composition of the workforce (i.e. more women, more people of color) • Mission Imperative  Diverse workforces will help organizations better accomplish their missions  Organizations are serving increasingly diverse communities • Competition/Funding Imperative  Having a more diverse workforce better positions an organization to more significantly impact the communities it serves and therefore attract more funding/donor support • Moral Imperative  To the public, diversity is the right thing to do
  • 8. Recruiting & Maintaining a Diverse Workforce
  • 9. Recruiting & Maintaining a Diverse Workforce Preparing For & Attracting a Diverse Workforce
  • 10. Recruiting & Maintaining a Diverse Workforce Preparing to Attract & Maintain a Diverse Workforce • Drive Board of Directors to measure diversity and monitor its successes • What gets measured gets noticed – ensure commitment to diversity by CEO by measuring his/her performance in this area • Share ownership for diversity across all senior management; measure individual leaders’ results; make diversity management a core leadership competency • Intentionally create an environment of inclusion through mentoring programs, leadership development training and succession planning • Train management and staff on diversity awareness and how to communicate and manage constructive conflict • Engage a diverse slate of employees to be “diversity talent identifiers” • Demonstrate patience and willingness to invest in a long-term recruitment diversity strategy; develop a clear, attainable plan
  • 11. Recruiting & Maintaining a Diverse Workforce “If we bring diverse candidates into organizations and do not meaningfully include them, what have we achieved other than representational diversity?” Brigette Rouson Principal, Rouson Associates
  • 12. Recruiting & Maintaining a Diverse Workforce Key Steps to Recruiting A Diverse Workforce • Cast a wide net when searching for prospective employees keeping in mind that networking is the most effective way to recruit and hire diverse candidates • Actively network among communities representing full spectrum of diversity (ethnicity, sexual orientation/identification, gender, age, etc.) • Develop partnerships with professional organizations and other sources where diverse candidate pools exist (HBCUs, AMHI, AANN, etc.) • Post jobs with web sites and publications targeted at underrepresented communities (Latinos, Asians, LGBTs, men, etc.) • Use an employee referral program focused on attracting diverse candidates • Recruit at college campuses with large minority populations • Use diversity search firm partners with demonstrated competence in finding professionals from underrepresented groups • Be strategic – integrate all tactics to leverage effectiveness and efficiency
  • 13. Recruiting & Maintaining a Diverse Workforce Resources Measuring Racial-Ethnic Diversity in California's Nonprofit Sector http://www.urban.org/publications/411977.html Diversity & the Nonprofit Ecosystem: Part 2 in the 3-Part Diversity Series http://blueavocado.org/content/diversity-nonprofit-ecosystem-part-2-3-part-diversity-series Achieving Diversity Step by Step http://www.tsne.org/site/c.ghLUK3PCLoF/b.4245353/k.AE39/Nonprofit_Publications__Diversity _in_the_Nonprofit_Workplace_Guide.htm Strategic Diversity to Increase Human Capital in Public and Nonprofit Organizations http://www.philanthropy.iupui.edu/Millennium/usefulInformation/Strategic%20Diversity%20to %20Increase%20Human%20Capital.pdf
  • 14. Recruiting & Maintaining a Diverse Workforce About Nonprofit HR Solutions Nonprofit HR Solutions is one of the nation's only full-service human resources consulting firms dedicated exclusively to meeting the needs of nonprofit organizations. Collectively, our senior management team brings over 75 years of combined, expert-level human resources experience to nonprofit organizations of all sizes. www.nonprofithr.com 202.785.2060 – voice / 202.785.2064 - fax

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