Measuring EEO compliance is hard. It's important to have a "bottom line" solution that's easy to calculate, easy to understand, and easy to communicate. In this presentation we’ll discuss why measuring EEO performance is so hard, provide a practical solution, and give you some ideas on how to effectively present the metrics to supervisors, managers, and the C Suite. This webinar is the first in our new monthly series, vidEEO. vidEEO is designed to help individuals and organizations understand their compliance and legal responsibilities, measure quantitatively where they’re at, give them practical ways to improve, and show that meeting those responsibilities not only avoids litigation but improves their bottom line. Each month, we’ll bring you a new vidEEO webinar on a different aspect of EEO compliance. The program is based on the format popularized by TED – presentations are 18 minutes in length and deliver the best content available. All of the content will be released under a Creative Commons license, so the vidEEOs can be freely shared and reposted.

1. Measuring Compliance presented by Stephanie R. Thomas, Ph.D. Stephanie@TheProactiveEmployer.com

2. EEO Policy Statement

3. EEO Policy Statement “It is the policy of the Employer to provide equal employment opportunities to all qualified persons, and to recruit, hire, train, promote, and compensate persons in all jobs without regard to race, color, religion, sex, national origin, disability, or sexual orientation.”

4. EEO Policy Statement Typically contains language about measuring the success of your EEO program:

5. EEO Policy Statement Typically contains language about measuring the success of your EEO program: Evaluating EEO progress and developing alternative approaches where necessary

6. EEO Policy Statement Typically contains language about measuring the success of your EEO program: Evaluating EEO progress and developing alternative approaches where necessary Designing and implementing audit and reporting systems to allow continual monitoring of EEO progress

7. EEO Policy Statement Typically contains language about measuring the success of your EEO program: Evaluating EEO progress and developing alternative approaches where necessary Designing and implementing audit and reporting systems to allow continual monitoring of EEO progress Periodically audit training programs and hiring and promotion patterns so that any impediments to achieving the organization’s goals and timetables are removed

8. How do we measure ourEEO “success”?

9. How do we measure ourEEO “success”? Number of complaints brought to HR?

10. How do we measure ourEEO “success”? Number of complaints brought to HR? The amount of time spent on EEO issues by the legal department?

11. How do we measure ourEEO “success”? Number of complaints brought to HR? The amount of time spent on EEO issues by the legal department? Number of lawsuits filed against company?

12. How do we measure ourEEO “success”? Number of complaints brought to HR? The amount of time spent on EEO issues by the legal department? Number of lawsuits filed against company? Total expenditures on settlements, mediations and conciliations of EEO claims?

13. How do we measure ourEEO “success”? Number of complaints brought to HR? The amount of time spent on EEO issues by the legal department? Number of lawsuits filed against company? Total expenditures on settlements, mediations and conciliations of EEO claims? These are all “reactionary” strategies

14. Quantifying – and Communicating – Success Can Be Difficult

15. Quantifying – and Communicating – Success Can Be Difficult Difficult to analyze and understand the data

16. Quantifying – and Communicating – Success Can Be Difficult Difficult to analyze and understand the data Difficult to communicate what the data reveal

17. Quantifying – and Communicating – Success Can Be Difficult Difficult to analyze and understand the data Difficult to communicate what the data reveal Difficult to educate managers in the legal requirements, technical content and statistical analysis of EEO data

18. Quantifying – and Communicating – Success Can Be Difficult Managers and supervisors can be overwhelmed with presentations and data

19. Quantifying – and Communicating – Success Can Be Difficult Managers and supervisors can be overwhelmed with presentations and data Even after presentations and discussions, many still have little idea of how they’re doing

20. Looking for a Bottom Line Solution Relatively easy to calculate from available data

21. Looking for a Bottom Line Solution Relatively easy to calculate from available data Easy to explain

22. Looking for a Bottom Line Solution Relatively easy to calculate from available data Easy to explain Intuitive

23. Looking for a Bottom Line Solution Relatively easy to calculate from available data Easy to explain Intuitive Bonus = can be displayed visually

24. The SMG Index Developed by Microsoft The SMG Index acronym comes from the three employees who collaborated on its development: Jonathan Stutz, PHR, senior diversity consultant; Randy Massengale, SPHR, senior diversity manager; Andrea Gordon, human resource director.

25. The SMG Index Provides a single, separate numerical index for each protected group

26. The SMG Index Provides a single, separate numerical index for each protected group Allows comparisons of organizational groups’ performance relative to goals or to other groups

27. The SMG Index Provides a single, separate numerical index for each protected group Allows comparisons of organizational groups’ performance relative to goals or to other groups Can be used as benchmark, measuring the success or failure of specific programs

28. The SMG Index “Original” SMG Index based on existing data points within standard required EEO reports

29. The SMG Index “Original” SMG Index based on existing data points within standard required EEO reports Can be modified to focus on different job groups, functional lines of business, department, etc.

30. Sample EEO-1 Report

31. Utilization Report

32. Utilization Report

33. Utilization Report

34. Utilization Report

35. Utilization Report

36. Utilization Report

37. Utilization Report

38. Promotions

39. Promotions

40. Promotions

41. Promotions

42. Promotions

43. Terminations

44. Terminations

45. Terminations

46. The SMG Index

47. It’s not what you say,but how you say it

48. Which Do You Prefer?

49. Which Do You Prefer?

50. Which Do You Prefer?

51. Measuring Compliance presented by Stephanie R. Thomas, Ph.D. Stephanie@TheProactiveEmployer.com