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

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Recruiting and maintaining a diverse workforce

  1. 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. 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. 3. Recruiting & Maintaining a Diverse Workforce What Really is Workforce Diversity? What Does it Mean In Your Organization?
  4. 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. 5. Recruiting & Maintaining a Diverse Workforce Why Having a Diverse Workforce Matters
  6. 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. 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. 8. Recruiting & Maintaining a Diverse Workforce
  9. 9. Recruiting & Maintaining a Diverse Workforce Preparing For & Attracting a Diverse Workforce
  10. 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. 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. 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. 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. 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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