Promoting diversity and inclusion in the workplace: hhs presentation

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  • This template can be used as a starter file for presenting training materials in a group setting.SectionsRight-click on a slide to add sections. Sections can help to organize your slides or facilitate collaboration between multiple authors.NotesUse the Notes section for delivery notes or to provide additional details for the audience. View these notes in Presentation View during your presentation. Keep in mind the font size (important for accessibility, visibility, videotaping, and online production)Coordinated colors Pay particular attention to the graphs, charts, and text boxes.Consider that attendees will print in black and white or grayscale. Run a test print to make sure your colors work when printed in pure black and white and grayscale.Graphics, tables, and graphsKeep it simple: If possible, use consistent, non-distracting styles and colors.Label all graphs and tables.
  • Promoting diversity and inclusion in the workplace: hhs presentation

    1. 1. PROMOTING DIVERSITY ANDINCLUSION IN THE WORKPLACEReggie ClarkHarris Health SystemMay 14, 2013
    2. 2. •Definition•Leadership Commitment•Organizational Culture•Employee Development•Workforce Demographics•Community Involvement•Return on InvestmentSOME COMPONENTS
    3. 3. the condition ofbeing diverse : variety;especially : theinclusion of diversepeople (as people ofdifferent races orcultures) in a group ororganization- www.merriam-webster.com•Define diversity inthe broadest contextto promote inclusionof all people.Eliminate the stigmathat diversity appliesto only “protectedclasses.”DEFINING DIVERSITY
    4. 4. Leadership CommitmentWHERE DOES IT START?
    5. 5. “WHAT AN ORGANIZATION DEEMS ACCEPTABLEIS FOUND AT BOARD AND EXECUTIVE LEVELS.HERE IS WHERE ENTERPRISE-WIDE DECISIONSARE MADE. HERE IS WHERE DECISIONS ONDIRECTION AND RESOURCE INVESTMENT AREMADE.”-UNKNOWNIMPORTANCE
    6. 6. •Actions taken to support, challenge, orchampion the diversity process•Behavior that sets the diversity vision,direction, and policy into action/practice•Individual level and degrees of accountability•“Walking the talk" of diversity…CAN BE DEFINED AS
    7. 7. •Establish direction or goals•Provide a sense of urgency or importance•Aid the motivation of others•Nurture environment for successNECESSARY TO:
    8. 8. •Solicit organizational feedback on diversity•Develop action plans in response to climateassessment surveys•Create career development plans for ee’s at alllevels•Mentoring programs•Require diversity/cultural competency training forleaders•Establish metrics related to diversity•Engage in national diversity conferences•Hold leaders and managers accountable fordiversity goals and engaging in diversityenhancement efforts.EXAMPLES
    9. 9. •Employee satisfaction and commitment•Employee perceptions of workplace climateand culture•Employee perceptions of leadership andmanagement practices•Grievances and complaintsORGANIZATIONAL CULTURE
    10. 10. •Employee engagement/satisfaction surveys•Cultural assessments•Workplace climate surveys•Employee complaints and grievancesORGANIZATIONAL CULTURE
    11. 11. An inclusive environment which supports andnurtures the talents, skills and abilities of eachindividual to embody and reflect (theorganization’s) core values; Innovation,Integrity, Teamwork, Commitment, Compassionand Respect.EMPLOYEE DEVELOPMENT
    12. 12. •Organizational training•Tuition assistance•Internal recruitment•Performance appraisals•KSA inventory•Competency assessment•Individual Development Plans (IDP’s)•Mentoring programs•Career assessment and explorationEMPLOYEE DEVELOPMENT
    13. 13. •Employee competency levels•# Employees with college degrees•# Employees with e-mail/computer access•# Employees with IDPs•Favorable response on satisfaction surveys•Employee feedback and input•Employee-led projectsEMPLOYEE DEVELOPMENT
    14. 14. Data regarding personnel and personneltransactions by race, gender, ethnicity, age,disability, veteran status, etc.:•Internal recruitment processes/statistics•External recruitment processes/statistics•EEO and Affirmative Action statistics•Turnover/Retention statistics•External comparisonsWORKFORCE DEMOGRAPHICS
    15. 15. Internal recruiting:•Promotions•Transfers•Work assignments•Length of employment in assignment•Length of employment with organizationWORKFORCE DEMOGRAPHICS
    16. 16. External recruiting:•Resources used•Demographics of applicants•Demographics of interviewees•Demographics of hiresWORKFORCE DEMOGRAPHICS
    17. 17. EEO and Affirmative Action statistics:•Demographics of ee’s by EEO job category•Demographics of turnover (separations)Who is leaving and whyWORKFORCE DEMOGRAPHICS
    18. 18. External Comparisons- Industry- Greater metropolitan area- State- Nationwide- Competitors- Recognized “leaders” in diversityWORKFORCE DEMOGRAPHICS
    19. 19. •Reflection of the community (customers/ee’s)•Good corporate citizen•Seek and value feedback from the community•Community partnerships•Supplier diversityCOMMUNITY
    20. 20. •Customer satisfaction surveys/feedback•Charitable contributions•Community-oriented activities•Minority/Women owned vendors, contractorsand suppliersCOMMUNITY
    21. 21. •Costs of employee turnover•Costs of employee complaints and grievances•Costs of recruiting and hiring•Cost of Training•ReputationROI
    22. 22. •Is there a Board-approved policy encouraging diversity across the organization?•Is diversity awareness and culturalproficiency training mandatory for all seniorleadership, management and staff?•Do you have a succession/advancement planfor your management team linked to youroverall diversity goals?•Does your strategic plan emphasize theimportance of diversity at all levels of yourworkforce?•Is your management team’s compensationlinked to achieving your diversity goals?ASSESSMENT QUESTIONS
    23. 23. SAMPLE METRICSFigure 1: Sample Diversity MetricsPerformance Category Metric Criteria PurposeCareer Development Diversity Promotion Rate Number of culturallydifferent employeespromoted/total numberof promotionsTells how effective you are at advancingthe careers of culturally differentemployeesCoaching and Mentoring Diversity Mentoring Rate Number of culturallydifferent employees witha mentor/total number ofemployees with a mentorTells how effective you are at gettingculturally different employees into formalmentoring relationshipsEmployee Recruitment Candidate Pool DiversityPercentageNumber of culturallydifferent candidates/totalnumber of candidatesTells how effective you are at increasingthe diversity of candidate poolsEmployee Retention Turnover Rate Number of terminatedemployees/averageemployee populationTells how effective you are at retainingemployeesEmployee Selection Diversity Hire Percentage Number of culturallydifferent hires/totalnumber of hiresTells how effective you are at hiringculturally different candidatesHuman Resource Development Performance Change Rate Performance appraisalscore aftertraining/performanceappraisal score beforetrainingMeasures the impact of training andeducation on job performanceSource: Holmes, T. A. (2005, May/June). How to connect diversity to performance. Performance Improvement, 44, 5, 13-18.
    24. 24. SAMPLE IDP
    25. 25. Websites http://www.diversity.com — Provides nation-wide jobadvertisements, corporate branding, career networking, andexecutive recruitment services. http://www.diversitycentral.com — An archive chroniclingcorporate diversity efforts over the past 14 years in the UnitedStates, Canada, Australia, and several other countries. http://www.diversityinc.com — The website partner ofDiversityInc, the magazine. The site includes articles andmaterials on diversity-related topics. http://www.shrm.org/diversity/ — The section of the websitefor the Society for Human Resource Management (SHRM) thatis dedicated to diversity issues. SHRM is an internationalhuman resource management association. The diversity focusarea includes articles, news, and resources related todiversity issues.RESOURCES

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