How employers can tap into global talent
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The document discusses trends in workforce diversity and strategies for companies to create an inclusive multicultural workforce. It notes that the workforce is changing and becoming more diverse. Advantages of a diverse workforce include higher creativity, varied viewpoints and skills, increased adaptability, and increased profits. The document recommends companies look globally for talent at colleges and universities, diversity job boards, employee referrals, and community outreach organizations. Successful strategies include attracting and retaining top talent, creating a welcoming environment, engaging in diversity dialogue, recognizing differences, and providing cultural training.
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Presentation Queens Library 05-18-2010
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Addressing diversity through branding and targeted outreach | Talent Connect ...
Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf WIB Conference Sponsorship Opportunities
The 9th Annual WIB Conference at Santa Clara University aims to connect and inspire female students, alumni, and professionals. The 2011 conference will be held on April 9th and feature 9 breakout sessions on topics like leadership, entrepreneurship, and social entrepreneurship. Sponsorship opportunities range from $500 to $5,000 and include benefits like marketing exposure, tickets, and involvement in the conference. Past conferences have attracted over 150 attendees and helped women develop careers through networking with successful professionals.
Glass ladder group
The document summarizes the services provided by Glass Ladder Group LLC, an intercultural training and consulting firm. Glass Ladder Group provides intercultural training programs to improve cross-cultural communication and collaboration skills. They also offer intercultural consulting services to help clients address challenges and opportunities related to cultural differences. The company's methodology involves developing customized training programs based on client needs. Glass Ladder Group is led by Sabrina Garba, an experienced global communicator and program developer.
COMPLETE 2015 CDPIProgram
The document summarizes the agenda and key details of the Fall 2015 CDPI Conference hosted by Ivy Tech Community College in Richmond. The conference focused on diversity and inclusion in career development. The keynote speaker was Dr. Benjamin Young who has over 40 years of experience in higher education administration. Breakout sessions covered topics like building internship programs, best practices in career development, global studies certificates, and counseling techniques beyond just talking. The conference provided opportunities for career professionals to discuss challenges and strategies around serving diverse students and communities.
Diversity And Inclusion Of An Organization
The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
Managing diversity in the canadian workplace
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
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How employers can tap into global talent
- 1. Dawn FayDistrict President New York/New Jersey Tapping into Today’s Global Talent for Tomorrow’s Business Successes April 20, 2010
- 3. In 2009, the workforce was comprised of 75% women and people of diverse backgroundsImmigrants with advance education often have a harder time finding employment “Reverse Brain Drain” 76 million Baby Boomers will retire in the next 20 years, creating a talent shortage 2
- 5. Varied viewpoints and skills
- 10. Where to look for Global Talent Colleges and universities NYU, Columbia University, Fordham University, George Washington University Diversity related job boards and career fairs diversityjobs.com; latpro.com; diversitycareers.com Employee referrals Networking Community and alliance outreach Upwardly Global, Ascend, National Urban League 4
- 12. Create a welcoming environment
- 13. Engage in diversity dialogue
- 15. Promote and provide cultural training
- 16. Continuously monitor the program5
- 17. 6 Cultural Diversity DIVERSITY TRAINING Does your company offer training on how to work more effectively with colleagues from diverse cultural backgrounds? 17% Don’t know 37% No, but I think I would benefit from such training 9% Yes, but I have not benefited from the training 31% Yes, and I have benefited from the training 6% No, I don’t think I would benefit from such training Source: OfficeTeam and IAAP survey of more than 340 administrative professionals
- 18. Companies want to hire top talent, but in order to do so, they must make sure they are looking at every available talent pool. 7
- 19. © 2009 Robert Half International. An Equal Opportunity Employer