The document discusses strategies for organizations to attract and recruit diverse talent to build productive, innovative teams. It emphasizes that diversity and inclusion must be integrated throughout all aspects of an organization from planning to talent acquisition to employee retention. Specific strategies mentioned include comprehensive diversity and inclusion plans, partnerships with diverse associations, internship programs, and employee resource groups to engage underrepresented communities. The key is for organizations to develop an inclusive culture where all employees feel valued and empowered.

1. ATTRACTING &
RECRUITING
DIVERSE TALENT
Diverse Teams are Productive, Innovative
Powerhouses
Strategies for Successful Recruitment &
Retention
Moderator: Cynthia Miller, Chief of Staff
Information Assurance Directorate
Department of Defense

2. Attracting and Recruiting Diverse Talent
• Moderator: Cynthia Miller, Chief of Staff, Information Assurance
Directorate - Department of Defense
• Presenter: Trummell Valdera, SPHR Executive HR & Talent
Management Consultant and Business Analyst
• Panelist: Charlotte Coker Gibson, Director, Corporate Responsibility -
PricewaterhouseCoopers (PwC)
• Panelist: Lisa Valle, Manager, IT Service Management - The Boeing
Company
Audience Input and Questions Welcome

3. “The wave of the future is not the conquest of
the world by a single dogmatic creed but the
liberation of the diverse energies of free
nations and free men.”
John F. Kennedy

4. Basic Tenets of Organizational Success for Diverse
Productive and Innovative Powerhouse Team
• Planning, Execution &
Analytics
• Talent Acquisition
• Life Cycle Recruitment
• Workforce Planning &
Implementation
• Branding
• Workforce analytics
• Employee retention &
engagement
• Competitive business &
vendor analyses
• Integrated diversity &
inclusion plan
• Organizational
inclusiveness-

5. Organizations Who Produce Diverse, High-Performing
Workforces and Innovative Teams Have:
– Moved Beyond regulatory employment compliance
– Adopted and implemented a “Diversity Discipline”
• Defined needs assessment and processes that address the qualities,
experiences & work styles that make an organization’s employees and
individuals unique
• Qualities & Uniqueness are specific to an organization’s environment,
regulations, customers and business
Gender
Religion
Age Sexual Orientation Race
Ethnicity
Disabilities
Socio-economic

6. A Diverse Organization seeks the “Holy
Grail” of Inclusion, which provides the
platform and fuel for productive,
powerhouse, diverse teams

7. What is Inclusion?
• Inclusion is transformative of diversity
• Enables organization to realize the business benefits of
where each employee and customer feels welcomed,
respected, supported and valued

8. Inclusion has two (2) way accountability
Each person grants & accepts inclusions from others and is
culturally competent.
This is not tolerance!
Tolerance is defined as:
• Willingness to accept feelings, habits or beliefs that are different
from your own
• The ability to accept, experience or survive something harmful or
unpleasant

9. Culturally Competent Workforce Will:
– Enhance organizational communications among itself and its
customers
– Provide for better working relationship and understanding
– Employee Engagement & productivity
– Increased Customer Satisfaction
– Increased Innovation

10. How does an organization achieve a culturally
competent diverse, talented workforce?
– Utilizes workforce planning and analytics with success factors of
a diverse talent pool and organization
– Defines the business imperative of a diverse workforce
– Supported by governance, leadership, and management
– The organization and management think, act and speak
culturally competent

11. • Business Plans
• Values
• Branding
• Employer value proposition
• Policies and practices
• Training-awareness to skills building
• Employee Adjudication processes, if needed
• Employee recognition programs
• Development of Employee Resource (Affinity) Groups
• Community Outreach Program
• Employer Volunteer Programs
• Recruitment, Retention & Engagement Initiatives
Cultural competence is integrated in an organization’s

12. What does recruitment look like, and what are the
Diversity /Inclusion components?
– Recruitment is defined as a talent acquisition discipline &
processes that involve HR, Management, Employee Resources
Groups, and Employees.
– Supported by:
• Analytics
• Full life cycle recruitment
• Onboarding programs

13. Diversity/Inclusion Recruitment Plans Supported by:
• Competency based
orientations & training
• Internal & External Pools
• Job Fairs
• Succession Planning
• Internships & Externships
• Career Days
• Shadowing and Mentoring
• Initiatives with all schools of
higher learner (e.g. Trade
schools, Community Colleges,
HBCUs)
• Recruitment from Diverse
Minority Associations
• Employee retention &
engagement
• Competitive business & vendor
analyses
• Integrated diversity & inclusion
plan
• Recruitment of Veterans and
Alignment with veteran
associations
• Alignment and recruitment with
Disability Associations

14. Culturally Competent Organization with Diverse
Productive and Innovative Teams …
Assigns responsibility & rewards to leaders and middle managers in
regards to their execution of diversity policy, programs and retention
based on qualitative and quantifiable evidence based data
“Top management makes the commitment & sets the tone, while
middle and first line managers take action!”

15. Culturally Competent Organization with Diverse
Productive and Innovative Teams …
Develops supportive organizational platforms to enhance recruitment
and retention to include:
– A cultural competence definition for your organization
– Leadership/manager/workforce training:
• Awareness
• Change Management
• Situational Leadership
• Problem solving and conflict management
• Mentoring skills
• Diversity and cultural competence

16. Culturally Competent Organization with Diverse
Productive and Innovative Teams …
 Develops and adhere to critical success factors and skills for
advances in mission critical jobs, and when possible in all jobs
 Develop and communicate career paths & include diverse
workforce demographics and needs
 Incorporate diversity workforce needs in succession planning
 Assess and address exclusionary work environments!

17. Culturally Competent Organization with Diverse
Productive and Innovative Teams …
Ensures key business work groups of high visibility projects have
diverse members and train accordingly around problem solving,
inclusion and conflict management
• Consider formal programs for nurturing and coaching minority talent
(1:1 Mentoring with Senior Leadership/Executives
• Ensures organizational programs aren’t structured to the exclusion
of any groups (including majority groups and white males)
• Constantly evaluate, assess, modify and communicate diversity
initiatives/programs success, challenges, and outcomes
• Develop initiatives with input from Affinity groups

18. A Culturally Competent Organization with Diverse
Productive and Innovative Teams …
Employee Resource Groups are engaged in:
• Employee Recognition Initiatives
• Recruitment, retention, and engagement programs and initiatives
• Product Development (Marketing / Branding)
• Outreach Programs
• Wellness & Prevention Programs and Fairs
• Work Life Initiatives & Programs that reflect various generational
needs
• Training
Lastly and most importantly maintain a culture which supports the idea
of “employee voice”.

19. Attracting and Recruiting Diverse Talent
“ We need to give each other the space to
grow, to be ourselves, to exercise our diversity.
We need to give each other space so that we
may both give and receive such beautiful
things as ideas, openness, dignity, joy, healing,
and inclusion.”
Max de Pree

20. Charlotte Coker Gibson
Director, Corporate Responsibility
PricewaterhouseCoopers (PwC)

21. PwC Affinity Circles
Women's Networking Circles - the circle helps bring women to the forefront of conversations at the table, engaging in discussions around
career progression, mentorship, and sponsorship.
Minority Circles - with circles available to our Black, Latino, and Asian professionals, these groups exist in most (if not all) offices as an
opportunity for our professionals to connect, celebrate cultural heritage and diversity, and discuss important topics around career development.
OPEN (Out Professional Employee Network) Circle - combining the voices of out professionals as well as allies for the LGBTQ community,
the OPEN circle encourages engaging communication around the topic of sexuality as a dimension of what a person brings to the table in the
workplace.
Parenting Circles - for both single and partnered parents of either gender, this group helps connect working parents with others to share best
practices about balancing family and work life, including a mentor moms program for those preparing for their the ending stages of pregnancy
and the time immediately after.
Disability Caregivers Network - just as caring for a child as a parent brings its own set of challenges, providing care for a child with special
needs or for an aging parent or relative also brings different priorities to the table. This network helps individuals connect with each other around
exercising flexibility to care for those closest to them.
People with Disabilities Network - as the experienced workforce continues to see the effects of aging, as well as the rise of diagnosable
conditions that impact a person's major functions of life, the PwDN helps our professionals share a dialogue about the challenges of balancing
their personal needs with their professional ones. This group helps in connecting individuals with others who understand these challenges and
can assist understanding on how to engage in an interactive dialogue for reasonable accommodations if needed.
Veterans Network - this group is focused on five pillars to support employees with military background: Veteran Recruiting, Outreach &
Networking, Education, Mentorship, and Family Readiness. Whether these are veterans, military spouses, children of military families, or other
allies, this group connects our professionals with community outreach, employment placement, and professional development opportunities.

22. PwC Additional Support Programs/Resources for Staff
Staff Programs
• Vanguard
– A year-long leadership development program to support the success of Black
new campus associate hires.
– It kicks off with 2.5 days of live programming followed by webcasts and cohort
calls.
• Senior Select
̶ Select Senior is a year-long leadership development program for high-performing
racially diverse and LGBT senior associates.
• Diamond
– Racially diverse Senior Managers and Directors matched with Partner sponsors
Training
– Ongoing training embedded in all mandatory trainings on various initiatives within
the Firm
– On-demand trainings for all PwC staff – Diversity University

23. PwC Components that Support Diversity/Inclusion
Recruitment Plans
Early Identification – Creating Opportunities to Continue to Move Candidates Through the Pipeline
• Explore Program
– Designed for high achieving college freshman and sophomores interested in a career in professional services
– Unique one day program with experiential learning sessions
– Over 1,000 participants
• Start Program
– Designed for high performing, traditionally under-represented college sophomores and juniors
– Utilize problem solving, analytical, research and organizational skills to understand the business and assist in real-life projects
– Participate in professional and technical development opportunities
– Over 85% convert to a following summer internship
Innovative Recruitment Resources
• Live Chat
– Web-based tool that allows candidates to type in questions and receive live responses from campus recruiting team members
• Firm Website
– Specific Content on Firm Website for Affinity Groups
Incorporating Diversity in All Campus Presentations
– Highlight diversity recognition and initiatives
– Including Diversity as a continuous part of the discussion
Conferences
̶ Veterans – SACC, MOJO, MBA Veterans
̶ Black and Latino – National and Regional NABA and ALPFA Conferences, Consortium, JumpStart
̶ LGBT – Out for Undergrad Business Conference

24. Lisa Valle
Manager, IT Service Management
The Boeing Company

25. Diversity & Inclusion Recruitment
Initiatives
Increase the pipeline of
qualified minorities and
women by providing
them career
development
opportunities.
Appearance in applicant
pools and selection
panels.
Form relationships with
HBCUs and Minority
Institutions. Encourage
minorities and women
to support external
career fairs to attract
like talent.
Support efforts to provide
visibility, stretch
assignments and
networking opportunities
to women and minorities.
Allow to attend skip-level
meetings and advocate for
them to expose talents
and abilities.
Ensure women and
minorities are part of
Leadership
Development Programs,
Exec Mentoring
Program, and
participation in External
Technical Affiliations.