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Strategies for Managing a Diverse Workforce
The document discusses strategies for managing a diverse workforce and emphasizes the importance of diversity and inclusion in the workplace. Key issues include addressing bias in hiring and compensation, the significance of employee relations, and the necessity for comprehensive training and development opportunities. Immediate actions suggested include assessing workforce diversity, evaluating management skills, and reviewing compensation plans to promote fairness.
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Strategies for Managing a Diverse Workforce
- 1. Strategies for Managing aDiverse Workforce Crystal Spraggins, SPHR Workplace Consultant Mykkah Herner, MA, CCP Director of ISX Services PayScale, Inc. www.payscale.com
- 2. www.payscale.com 14,000 Positions 3000Customers 11 Countries 250 Compensable Factors 40 Million Salary Profiles
- 3. www.payscale.com Agenda Defining the Issues Whatis Diversity Diversity and compensation Ensuring Fair Pay Addressing manager favoritism A note about negotiation Diversity beyond compensation Diversity vs Inclusion Employee Relations Training & Development Immediate Actions
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- 5. www.payscale.com Why Are WeTalking about Diversity? Who needs to hear about diversity in 2015? Haven’t we “been there/done that” already?
- 6. www.payscale.com Defining the Issues Diversitypresents challenges. Bias is a universal human trait, and each of us is limited by our own perceptions and life experiences. In the workplace, our bias both FOR and AGAINST certain differences can create trying situations. Like most other aspects of your business, diversity must be managed to realize the benefits and avoid the pitfalls.
- 7. www.payscale.com What Do WeMean By “Diversity”? When we talk about diversity in the 21st century, we’re covering a wide range of differences: • Protected classes under Title VII and amendments • Protected classes under other federal laws • Protected classes under state and local law • Anything we identify as “other.” • Generation • Personality/Style (e.g., Scrappy vs Country Club, Introvert vs. Extrovert) • Socioeconomic Status/Class
- 8. www.payscale.com The Workforce IsBecoming Larger and More Diverse • According to the DOL, the workforce is becoming both larger and more diverse. • In 1995, the U.S. was estimated to be 83 percent white; 13 percent black, 10 percent Hispanic; 1 percent American Indian, Eskimo, and Aleut; and 4 percent Asian and Pacific Islander (Bureau of the Census). • In 2050, those numbers are estimated to be 53 percent white; 25 percent Hispanic; 14 percent black; 8 percent Asian and Pacific Islander; and 0.9 percent American Indian (Bureau of the Census).
- 9. www.payscale.com But even ifthe workforce isn’t becoming more diverse … our customers certainly are.
- 10. www.payscale.com Bias and Workplace“Currency” Types of workplace currency • Cash • Work assignments • Development opportunities • Promotions • Perks (e.g., working from home) • Favor Currency greases all the workplace wheels
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- 12. www.payscale.com To ensure fairpay: • Develop a plan (philosophy, strategy, structure, policies/guidelines, and processes) • Identify and resolve biases in compensation Ensuring Fair Pay
- 13. www.payscale.com Develop Your Plan Philosophy– What are we trying to accomplish? Strategy – How can we carry out the philosophy? Structure – Pay grades and ranges support the strategy. Guidelines – Keep us aligned with our overall aims for compensation. Processes – Give step-by-step instructions.
- 14. www.payscale.com Identifying and ResolvingInequities • Evaluate your Comp Plan Annually* o Current Pay Structure – Range Adjustments o Hot jobs – Market Adjustments o Employee concerns – Equity Adjustments
- 15. www.payscale.com Equity Pay SelfAudits – Pros and Cons • An internal equity pay audit is an excellent way for a company to determine whether pay inequities exist and if so to correct those inequities on the company’s own terms and in its own time. • Conduct pay audits with the assistance of a qualified attorney, and be prepared to act on whatever you find.
- 16. www.payscale.com Hirable Like Me •Lauren Rivera of the Kellogg School of Management decided to study hiring practices because she considers hiring “one of those critical gate-keeping moments whereby the judgments we make about people have enduring effects.” • In a 2-year period, Rivera conducted 120 interviews with hiring professionals at elite firms, 40 each from the fields of banking, consulting, and Big Law. Her big takeaway? Similarity matters.
- 17. www.payscale.com Manager Favoritism Favoritism affects: •Hiring • Pay increases • Promotions • Training and Development opportunities • Work assignments/projects
- 18. www.payscale.com A Note onNegotiation • Numerous studies have found that women are much less comfortable and much less likely to negotiate pay than men. • However, the law does not recognize “superior negotiating skills” as a valid explanation for pay inequities. You shouldn’t either.
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- 20. www.payscale.com Diversity without inclusionis a lose-lose proposition that negatively impacts both ENGAGEMENT and RETENTION. Diversity vs. Inclusion
- 21. www.payscale.com Employee Relations • Employeerelations issues will intensify and magnify when conflict surrounding differences go unaddressed. • To mitigate sticky employee relations issues, develop clear antidiscrimination policies and enforce them consistently and fairly; promptly investigate complaints; and learn the art of de-escalation.
- 22. www.payscale.com Training and Development •PayScale’s 2015 Compensation Best Practices Report found that 18 percent of workers left their jobs last year in search of advancement opportunities and that 60 percent of employers expect to offer development opportunities as a means of retaining employees. • In other words, training and development is valuable workplace currency that should be treated with care.
- 23. www.payscale.com Immediate Actions Examineyour workforce – who works at your organization? What types of diversity do you already celebrate? Where is there room for improvement? Assess your managers’ skillsets – do they have the capacity to effectively create an inclusive environment? Review your comp plan – is it set up in a way to minimize or eliminate discrimination concerns? Explore the forms of workplace “currency” in place at your organization – are they set up for success?
- 25. PayScale Delivers WhereOther Compensation Providers Fall Short PayScale leads the world in compensation knowledge with the freshest and most detailed data from over 40 million salary profiles. More than 3000 organizations use PayScale’s software and intelligence to get the greatest return on their talent. Smart businesses use PayScale Insight to recruit, retain and motivate their people. Visit our blog: www.payscale.com/compensation-today Join our Group on LinkedIn: Compensation Today: HR Best Practices Crystal Spraggins, SPHR Workplace Consultant Mykkah Herner, MA, CCP Director of ISX Services www.payscale.com
Editor's Notes
- #2 Hedge
- #3 Hedge Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale’s products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale IndexTM, PayScale's subscription software products for employers include PayScale MarketRateTM and PayScale InsightTM. Among PayScale's 2,500 corporate customers are organizations small and large across industries including Mozilla, Tully’s Coffee, Clemson University and the United States Postal Service.
- #4 Mykkah
- #5 Crystal TIME: ~ 5 min
- #6 Crystal The workforce is becoming more diverse, but we are not becoming any less human. Our “stuff” informs all our relationships, including out work relationships.
- #7 Crystal BIAS equals prejudice, but not necessarily racial, ethnic, sex, etc prejudice. Rather, when we talk about bias today, we mean the tendency to have a PRE-CONCEIVED idea about something or someone. Also – diversity becomes both a morale and legal issue when it comes to compensation Mykkah: Just read that “diversity is a hallmark of innovation.” How true! I’ll find some way to slip that in. Mykkah: “Teachers Unconsciously Put Girls Off Math and Science, Study Finds” http://www.spring.org.uk/2015/03/teachers-unconsciously-put-girls-off-math-and-science-study-finds.php
- #8 Crystal
- #9 Crystal
- #10 Crystal
- #11 Crystal
- #12 Mykkah TIME: ~ 15-20 min Ensure Fair Pay Resolve Manager Bias Negotiations
- #13 Mykkah
- #14 Mykkah Philosophy High-level view on the aims of the organization with regard to compensation Strategy Define your talent market(s) Determine level of competitiveness What do you want to reward? Structure Mathematically sound way of aligning your positions to market and internally Guidelines Ensures that the comp plan is carried out
- #15 Mykkah Ways to identify and resolve inequities: - informally address via evaluating *full* comp plan annually. - formally – do an equity audit In either case – if you identify something, *be prepared to act* Once something is in writing… and email is a written record…
- #16 Crystal
- #17 Crystal
- #18 Mykkah
- #19 Mykkah
- #20 Crystal TIME: ~ 30-35 min
- #21 Crystal
- #22 Crystal – or Mykkah
- #23 Crystal – or Mykkah
- #24 Mykkah TIME: ~40-50 min Quiz: What actions have you taken to encourage and protect diversity at your organization? - developed a compensation plan - audited pay practices - delivered training for managers on diversity and inclusion - addressed issues in the moment - something else?