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Gokturk - Are Your Diversity Metrics Undermining Your Affirmative Action Program?

Are Your Diversity Metrics Undermining Your Affirmative Action Program?

Chris Gokturk

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Gokturk - Are Your Diversity Metrics Undermining Your Affirmative Action Program?

  1. 1. Are Your Diversity Metrics Undermining Your Affirmative Action Program? Chris Gokturk Employment Advisory Services, Inc. August 31, 2011
  2. 2. <ul><li>Distinguish between affirmative action and diversity efforts </li></ul><ul><li>Offer practical suggestions to keep your diversity metrics from undermining your affirmative action plans </li></ul>Objectives:
  3. 3. <ul><li>Can you compare your organization’s affirmative action and diversity initiatives? </li></ul><ul><li>Are they set in a similar manner? </li></ul><ul><ul><li>Are groupings consistent? </li></ul></ul><ul><li>Is management held accountable for both? </li></ul><ul><li>Where does the organization put its resources (money and people)? </li></ul>Questions….
  4. 4. Distinguishing Between EEO/Affirmative Action & Diversity
  5. 5. Nondiscrimination (EEO) laws <ul><ul><li>Prohibit treating people differently based on certain characteristics </li></ul></ul><ul><ul><li>Cover most employers in the country </li></ul></ul><ul><ul><li>Are passive and prohibitory in nature </li></ul></ul><ul><ul><li>At the federal level, essentially began in 1964, and now prohibit discrimination based on </li></ul></ul><ul><ul><ul><li>Race | Color | Religion | Sex | National Origin Age | Disability | Veteran Status | Pregnancy Genetic Information </li></ul></ul></ul>
  6. 6. Affirmative Action Requirements <ul><ul><li>Prohibit discrimination, but also require some positive steps to ensure EEO </li></ul></ul><ul><ul><li>Cover only federal contractors/subcontractors </li></ul></ul><ul><ul><li>Are active in nature </li></ul></ul><ul><ul><li>Started in 1965, and mandate that affirmative action, or “positive steps,” be taken for </li></ul></ul><ul><ul><ul><li>Women | Minorities | Individuals with Disabilities Covered Veterans </li></ul></ul></ul>
  7. 7. EEO/Affirmative Action Relationship <ul><li>Points to remember during transition from nondiscrimination to affirmative action </li></ul><ul><ul><li>Affirmative action must be practiced within the limitations established by EEO laws </li></ul></ul><ul><ul><li>Affirmative action is what you do to make sure you are not discriminating </li></ul></ul><ul><ul><li>The more you do to make sure you’re not discriminating, the less likely it is that you are </li></ul></ul><ul><ul><li>When practiced appropriately, affirmative action can be a very effective risk management tool </li></ul></ul>
  8. 8. <ul><li>What does diversity mean? </li></ul><ul><ul><li>Very broadly defined </li></ul></ul><ul><ul><li>Definitions vary by individual and employer </li></ul></ul><ul><li>Diversity can include but is not limited to age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, educational background, military status or religious beliefs, and others </li></ul><ul><li>Ideally, diversity initiatives complement non-discrimination compliance programs </li></ul>Diversity Programs
  9. 9. <ul><li>When initiating a diversity program </li></ul><ul><ul><li>What is the immediate purpose to that employer? </li></ul></ul><ul><ul><li>Is there an outside force “encouraging” the undertaking (lawsuit, court order, special interest group, press coverage)? </li></ul></ul><ul><ul><li>When there is an outside force, there are often “initial steps” and “requirements” – training, focus groups, etc. </li></ul></ul>Diversity Programs
  10. 10. <ul><li>Some general components of diversity programs </li></ul><ul><ul><li>External – outreach </li></ul></ul><ul><ul><li>External – financially backing women’s and minority group publications, interest groups, research, etc. </li></ul></ul><ul><ul><li>External – minority vendors, etc. </li></ul></ul>Diversity Programs
  11. 11. <ul><li>Some general components of diversity programs </li></ul><ul><ul><li>Internal - focus groups and affinity groups (networking) </li></ul></ul><ul><ul><li>Internal - diversity representative </li></ul></ul><ul><ul><li>Internal – diversity high potential lists, etc. </li></ul></ul>Diversity Programs
  12. 12. <ul><li>Definition affects measurement </li></ul><ul><li>How are you going to measure success? </li></ul><ul><ul><ul><li>Representation, numbers, analysis and measurement – what type of metrics? </li></ul></ul></ul><ul><li>Not mandated by law </li></ul>Diversity Metrics
  13. 13. <ul><li>• Affirmative action requirements are mandated under federal government contracts, with process spelled out in federal regulations </li></ul><ul><li>• Diversity metrics are not required, and companies voluntarily set them up </li></ul><ul><ul><li>- No required methodology </li></ul></ul>Bottom Line…..
  14. 14. <ul><li>• Affirmative action placement goals, if needed, are required to be by certain groupings – job groups </li></ul><ul><li>- Groups of job titles that are similar in compensation, opportunities and content </li></ul><ul><li>• Diversity metrics can be developed by any grouping company decides </li></ul><ul><li>- Typical groupings are by grade level or management level </li></ul><ul><li>How do you compare them? </li></ul>Areas that cause conflict – Groupings
  15. 15. • Affirmative action placement goals, if needed, developed under certain methodologies laid out in government regulations - Considering who is available outside your company and who is promotable or transferable within your company, what is the female & minority “availability” to fill a position should it become available? • Diversity metrics developed any way the company decides - Common way simply compares your current workforce to outside census data or benchmarking against other companies in your industry Areas that cause conflict – Methodology
  16. 16. <ul><li>Affirmative action plans must have someone in management who is responsible for implementation </li></ul><ul><ul><li>- Someone to be accountable for the implementation and success of the plan, including placement goals if any </li></ul></ul><ul><li>Who is responsible for the diversity metrics? </li></ul><ul><li>What happens when the affirmative action goals and diversity metrics conflict with each other? </li></ul><ul><li>Which goals are managers held accountable for, both? </li></ul>Areas that cause conflict – Management
  17. 17. <ul><li>Organizational challenges </li></ul><ul><li>How are the EEO, AA and diversity functions structured and managed? </li></ul><ul><li>What role does law department play in counseling implementation of programs? </li></ul><ul><li>What, if any, relationship is there between AAP goals and diversity goals? </li></ul>Challenges
  18. 18. <ul><li>Use your affirmative action plans as a basis for developing your diversity metrics </li></ul><ul><li>Communication – avoid terminology like “go get numbers” when discussing diversity metrics (gives appearance of quotas) </li></ul><ul><li>Remember if you are a federal contractor you will be held accountable for your affirmative action plans NOT your diversity metrics </li></ul>Suggestions for avoiding conflict
  19. 19. Questions