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Promoting diversity and inclusion in the workplace: hhs presentation


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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-•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?
  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 — Provides nation-wide jobadvertisements, corporate branding, career networking, andexecutive recruitment services. — An archive chroniclingcorporate diversity efforts over the past 14 years in the UnitedStates, Canada, Australia, and several other countries. — The website partner ofDiversityInc, the magazine. The site includes articles andmaterials on diversity-related topics. — 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