Diversity and Inclusiveness

In the Workplace

Lewis M. Feldstein

Nancy Huntington StagerExecutive Vice President,Human Resources & Charitable GivingEastern Bank

Embracing Diversity

Quick Definitions

Inclusion“The quality or state of having many different forms, types, ideas, etc.”

Diversity

Quick Definitions

“The act of including or the state of being included.”

Inclusion“The quality or

state of having many different forms, types, ideas, etc.”

Diversity

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Why Diversity?

It is the RIGHT thing to do

Bias against diverse

communities affects human

performance

Compliance with legal

requirements against

discrimination

Respect and fair

treatment should be a basic right

for everyone

It is the SMART thing to do

Engage a broader set

of clients and prospects

Stronger collaboration

across the company

Access to more Talent

Bottom Line:All of which lead to more

profits

10

Diversity in New Hampshire

Even though NH has the lowest percentage of minorities in comparison to MA, RI and CT…

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

NH’s diverse population has increased at a higher rate than seen in RI, CT, and MA since

2001

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

By 2025, White Hispanics will have the largest population increase in Hillsborough County

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

2016 % of Cohort% ChangeChange2025

Population2016

PopulationRace/Ethnicity

White, Non-Hispanic

White, HispanicBlack, Non-HispanicAsian, Non-HispanicBlack, Hispanic

348,820 346,664 (2,156) (1%) 85.69%5.27%3.94%

2.26%1.63%

12%

13%

13%12%

2,6642,0821,186809

24,11318,12710,3927,444

21,44916,0459,2066,635

White Hispanic is defined as individuals who are racially white and of Hispanic descent.

This trend is also seen in Rockingham County, Stafford County…

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

Rockingham County Stafford County

ChangeRace/Ethnicity % Change

White, Non-HispanicWhite, Hispanic

Black, Non-HispanicAsian, Non-HispanicBlack, Hispanic

(2,619) 1%18%11%12%16%

1,302654503380

ChangeRace/Ethnicity % Change

White, Non-HispanicWhite, HispanicBlack, Non-HispanicAsian, Non-HispanicBlack, Hispanic

(1,010) (1%)17%16%12%9%

748381274123

Merrimack County and Cheshire County…

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

Merrimack CountyChangeRace/Ethnicity % Change

White, Non-Hispanic

(1,208) (0%)White, Hispanic

468 16%Black, Non-Hispanic

277 11%Asian, Non-Hispanic

208 10%Black, Hispanic 264 14%

Cheshire CountyChangeRace/Ethnicity % Change

White, Non-Hispanic

(2,619) (1%)White, Hispanic

18%216Black, Non-Hispanic

12%140Asian, Non-Hispanic

12%134Black, Hispanic 17%30

Even way up in Coos County…

Source: EMSI, 2016 QCEW Employees - Class of Worker Dataset

ChangeRace/Ethnicity % Change

White, Non-HispanicWhite, HispanicBlack, Non-HispanicAsian, Non-HispanicBlack, Hispanic

(1,208) (4%)26%5%26%2%

13022614

Coos County

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Best Practices

How to meet the changes in diversity

What does Eastern do? Build Talent Communities, internally and externally

• Pipelining and Employee Networks Partner with Community-Based Organizations

• Enhance understanding of needs• Help in getting the word out

What does Eastern do? Enhance Supplier Diversity efforts

• Connectivity between suppliers & customers Restructure our Marketing Strategy

• Behavior based, not demographics Measure our Progress

• Report to the Board at least three times per year

Diversity Metrics You Can TrackEarly stage = Proof of concept

Intermediate stage = Proof of performance

Advanced stage = Financial impact

• Number of diverse new hires• Number of diverse people retained• Diversity at all levels• Diverse market opportunity

• Employee survey scores and/or diversity audit conclusions

• Improved performance evaluation scores• Evaluation of employee sensitivity of or

knowledge about diversity• Client satisfaction gap with diverse

customers• Market share with diverse clients• Profitable revenue/market share growth in

diverse markets• External recognition or awards• Reduced turnover costs, absenteeism, low

productivity

Brenda ColeVice President,Marketplace Inclusion DevelopmentHarvard Pilgrim Health Care

Harvard Pilgrim Health Care Inclusion in the Workplace

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Questions?

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