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Promoting Diversity

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Promoting Diversity

  1. 1. Promoting Diversity
  2. 2. Some Components <ul><li>Definition </li></ul><ul><li>Leadership Commitment </li></ul><ul><li>Organizational Culture </li></ul><ul><li>Employee Development </li></ul><ul><li>Workforce Demographics </li></ul><ul><li>Community Involvement </li></ul><ul><li>Return on Investment </li></ul>
  3. 3. Defining Diversity <ul><li>the condition of being diverse :   variety ; especially :  the inclusion of diverse people (as people of different races or cultures) in a group or organization </li></ul><ul><li>- www.merriam-webster.com </li></ul><ul><li>Define diversity in the broadest context to promote inclusion of all people. Eliminate the stigma that diversity applies to only “protected classes.” </li></ul>
  4. 4. Where Does it start? <ul><li>Leadership Commitment </li></ul>
  5. 5. Importance <ul><li>“ WHAT AN ORGANIZATION DEEMS ACCEPTABLE IS FOUND AT BOARD AND EXECUTIVE LEVELS. </li></ul><ul><li>HERE IS WHERE ENTERPRISE-WIDE DECISIONS ARE MADE. HERE IS WHERE DECISIONS ON DIRECTION AND RESOURCE INVESTMENT ARE MADE.” </li></ul><ul><li> -UNKNOWN </li></ul>
  6. 6. … can be defined as <ul><li>Actions taken to support, challenge, or </li></ul><ul><li>champion the diversity process </li></ul><ul><li>Behavior that sets the diversity vision, </li></ul><ul><li>direction, and policy into action/practice </li></ul><ul><li>Individual level and degrees of </li></ul><ul><li>accountability </li></ul><ul><li>“Walking the talk&quot; of diversity </li></ul>
  7. 7. Necessary to: <ul><li>Establish direction or goals </li></ul><ul><li>Provide a sense of urgency or </li></ul><ul><li>importance </li></ul><ul><li>Aid the motivation of others </li></ul><ul><li>Nurture environment for </li></ul><ul><li>success </li></ul>
  8. 8. Examples <ul><li>Solicit organizational feedback on diversity </li></ul><ul><li>Develop action plans in response to climate assessment surveys </li></ul><ul><li>Create career development plans for ee’s at all levels </li></ul><ul><li>Mentoring programs </li></ul><ul><li>Require diversity/cultural competency training for leaders </li></ul><ul><li>Establish metrics related to diversity </li></ul><ul><li>Engage in national diversity conferences </li></ul><ul><li>Hold leaders and managers accountable for diversity goals and engaging in diversity enhancement efforts. </li></ul>
  9. 9. Organizational Culture <ul><li>Employee satisfaction and commitment </li></ul><ul><li>Employee perceptions of workplace </li></ul><ul><li>climate and culture </li></ul><ul><li>Employee perceptions of leadership and </li></ul><ul><li>management practices </li></ul><ul><li>Grievances and complaints </li></ul>
  10. 10. Organizational Culture <ul><li>Employee engagement/satisfaction surveys </li></ul><ul><li>Cultural assessments </li></ul><ul><li>Workplace climate surveys </li></ul><ul><li>Employee complaints and grievances </li></ul>
  11. 11. Employee Development <ul><li>An inclusive environment which supports and nurtures the talents, skills and abilities of each individual to embody and reflect Roswell Park’s core values; Innovation, Integrity, Teamwork, Commitment, Compassion and Respect. </li></ul>
  12. 12. Employee Development <ul><li>Organizational training </li></ul><ul><li>Tuition assistance </li></ul><ul><li>Internal recruitment </li></ul><ul><li>Performance appraisals </li></ul><ul><li>KSA inventory </li></ul><ul><li>Competency assessment </li></ul><ul><li>Individual Development Plans ( IDP’s ) </li></ul><ul><li>Mentoring programs </li></ul><ul><li>Career assessment and exploration </li></ul>
  13. 13. Employee Development <ul><li>Employee competency levels </li></ul><ul><li># Employees with college degrees </li></ul><ul><li># Employees with e-mail/computer access </li></ul><ul><li># Employees with IDPs </li></ul><ul><li>Favorable response on satisfaction </li></ul><ul><li>surveys </li></ul><ul><li>Employee feedback and input </li></ul><ul><li>Employee-led projects </li></ul>
  14. 14. Workforce Demographics <ul><li>Data regarding personnel and personnel transactions by race, gender, ethnicity, age, disability, veteran status, etc.: </li></ul><ul><li>Internal recruitment processes/statistics </li></ul><ul><li>External recruitment processes/statistics </li></ul><ul><li>EEO and Affirmative Action statistics </li></ul><ul><li>Turnover/Retention statistics </li></ul><ul><li>External comparisons </li></ul>
  15. 15. Workforce Demographics <ul><li>Internal recruiting: </li></ul><ul><li>Promotions </li></ul><ul><li>Transfers </li></ul><ul><li>Work assignments </li></ul><ul><li>Length of employment in assignment </li></ul><ul><li>Length of employment with organization </li></ul>
  16. 16. Workforce Demographics <ul><li>External recruiting: </li></ul><ul><li>Resources used </li></ul><ul><li>Demographics of applicants </li></ul><ul><li>Demographics of interviewees </li></ul><ul><li>Demographics of hires </li></ul>
  17. 17. Workforce Demographics <ul><li>EEO and Affirmative Action statistics: </li></ul><ul><li>Demographics of ee’s by EEO job category </li></ul><ul><li>Demographics of turnover (separations) </li></ul><ul><ul><li>Who is leaving and why </li></ul></ul>
  18. 18. Workforce Demographics <ul><li>External Comparisons </li></ul><ul><li>Industry </li></ul><ul><li>Greater metropolitan area </li></ul><ul><li>State </li></ul><ul><li>Nationwide </li></ul><ul><li>Competitors </li></ul><ul><li>Recognized “leaders” in diversity </li></ul>
  19. 19. Community <ul><li>Reflection of the community (customers/ee’s) </li></ul><ul><li>Good corporate citizen </li></ul><ul><li>Seek and value feedback from the community </li></ul><ul><li>Community partnerships </li></ul><ul><li>Supplier diversity </li></ul>
  20. 20. Community <ul><li>Customer satisfaction surveys/feedback </li></ul><ul><li>Charitable contributions </li></ul><ul><li>Community-oriented activities </li></ul><ul><li>Minority/Women owned vendors, contractors and suppliers </li></ul>
  21. 21. ROI <ul><li>Costs of employee turnover </li></ul><ul><li>Costs of employee complaints and grievances </li></ul><ul><li>Costs of recruiting and hiring </li></ul><ul><li>Cost of Training </li></ul><ul><li>Reputation </li></ul>
  22. 22. Assessment Questions <ul><li>Is there a Board-approved policy encouraging </li></ul><ul><li>diversity across the organization? </li></ul><ul><li>Is diversity awareness and cultural proficiency training mandatory for all senior leadership, management and staff? </li></ul><ul><li>Do you have a succession/advancement plan for your management team linked to your overall diversity goals? </li></ul><ul><li>Does your strategic plan emphasize the importance of diversity at all levels of your workforce? </li></ul><ul><li>Is your management team’s compensation linked to achieving your diversity goals? </li></ul>
  23. 23. Sample Metrics Source: Holmes, T. A. (2005, May/June). How to connect diversity to performance. Performance Improvement, 44 , 5, 13-18. Measures the impact of training and education on job performance Performance appraisal score after training/performance appraisal score before training Performance Change Rate Human Resource Development Tells how effective you are at hiring culturally different candidates Number of culturally different hires/total number of hires Diversity Hire Percentage Employee Selection Tells how effective you are at retaining employees Number of terminated employees/average employee population Turnover Rate Employee Retention Tells how effective you are at increasing the diversity of candidate pools Number of culturally different candidates/total number of candidates Candidate Pool Diversity Percentage Employee Recruitment Tells how effective you are at getting culturally different employees into formal mentoring relationships Number of culturally different employees with a mentor/total number of employees with a mentor Diversity Mentoring Rate Coaching and Mentoring Tells how effective you are at advancing the careers of culturally different employees Number of culturally different employees promoted/total number of promotions Diversity Promotion Rate Career Development Purpose Criteria Metric Performance Category Figure 1: Sample Diversity Metrics
  24. 24. Sample IDP
  25. 25. Resources <ul><li>Websites </li></ul><ul><li>http://www.diversity.com — Provides nation-wide job advertisements, </li></ul><ul><li>corporate branding, career networking, and executive recruitment services. </li></ul><ul><li>http://www.diversitycentral.com — An archive chronicling corporate diversity efforts over the past 14 years in the United States, Canada, Australia, and several other countries. </li></ul><ul><li>http://www.diversityinc.com — The website partner of DiversityInc , the </li></ul><ul><li>magazine. The site includes articles and materials on diversity-related </li></ul><ul><li>topics. </li></ul><ul><li>http://www.shrm.org/diversity/ — The section of the website for the Societyfor Human Resource Management (SHRM) that is dedicated to diversity issues. SHRM is an international human resource management association. The diversity focus area includes articles, news, and resources related to diversity issues. </li></ul>
  26. 26. Thank You!

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