in today’s culturally blended...identify as people of color within the next 40 years. statistics...
TRANSCRIPT
Achieve True DIVERSITY
in Today’s Culturally
Blended Society
What Is It?
Diversity?
According to the U.S. Census Bureau, the majority of people in the U.S will identify as people of color within the
next 40 years. Statistics from the U.S. Dept. of Commerce show the minority
business community is growing at twice the rate of the general business
population.
forbes.com/sites/entrepreneursorganization/2013/12/04/3-diversity-strategies-to-help-companies-thrive/
Why We Care
Top 5 WORST Paying States
for Latinas
NJ - .42 cents• CA - .42.9 cents
• TX – 44.2 cents
• WA – .46.5 cents
• UT – .47 cents
Talent Mgt. JAN/FEB 2016. P.42.
According to U.S. Census Bureau, black & Latino women working full time experience the most significant wage gap, earning a respective $.60 & $.55 on every $1 men earned
in 2014.
5 US Segments:
What Makes ‘Em
“TICK?”
1. Matures
• Born before 1945.
• 10% of workforce.
• Influenced by the Military.
• 30 million people.
• Most affluent group.
• The 1st Generation.
• Delayed Gratification -work
first, pleasure later!
2. Baby Boomers
• Born 1945-1964.
• Most influential group.
• 80 million people.
• Workaholics!
• Work ethic defined by time.
• Important to be a team member.
• Contributors to the team are cherished.
• 10,000 a day leaving the workforce.
• Honor trust, loyalty, and responsibility, but distrust authority.
3. Gen Xers
• Born 1964-1980.
• Prove it to me.
• 45 million people.
• Loyal to people, NOT
companies.
• Move from job-to-job more
frequently.
• Carpe Diem – Seize the day!
• Grew up with AIDS & MTV.
Value flexibility, life options,
and achieving job satisfaction.
satisfaction.
4. Millennials/Gen Y
• Born between 1982 & 2000.
• 80 million people.
• $172B in spending power.
• Instant gratification.
• Quick feedback.
• Busy outside of work.
• Reward with time.
• Optimistic.
• Grew up in prosperous times. High expectations. Seek
meaning in their work. Career goals aligned with
becoming rich (81%), famous (51%.)
5. iGen/GenZ
• Post-Millennials.
• Comfortable with tech/ social media
savvy.
• Came of age during 9/11 & Great
Recession.
• Insecure/unsettled.
• “Innovative, entrepreneurial, highly
conscious of their futures and the
challenges they face.“- Patrick Cooper
“Organizations which excel at leveraging diversity
(including the hiring and advancement of women
and non-white men into senior management jobs,
and providing a climate conducive to contributions
from people of diverse backgrounds) will experience
better financial performance in the long run than
organizations which are not effective in managing
diversity.”
Equalitymagazine.com
Benefits
13
• The benefits your organization derives from achieving true diversity & inclusion extend far beyond legal compliance to include:– More effectively connecting with customers;
– Motivating your employees;
– Fostering greater innovation and creativity, as people from different backgrounds challenge each other and having people from different backgrounds fosters a constantly evolving culture;
– Become a preferred employer, which makes YOUR job easier;
– A MUCH larger recruiting pool;
Benefits
14
• The benefits your organization derives from achieving true diversity:– Ability to conduct business in more markets across
cultural boundaries;
– Facilitates more agile learning culture;
–IT’S NOT PUNISHMENT; IT’S TRUE, LASTING COMPETITIVE ADVANTAGE!
Benefits
Challenges Persist
16
• More equitable pay and gender-balanced employment.
• Huge influx of non-White professionals in the workforce.
• White males still dominate management.
• Aging workforce.
• Surface-level versus deep-level diversity.
• Infusion of veterans.
“A study of 700+ US companies found that implementing diversity training programs has little positive effect and may even decrease representation of black women. Most people
assume that diversity policies make companies fairer for women and minorities, though the data suggest otherwise.
Even when there is clear evidence of discrimination at a company, the presence of a diversity policy leads people
to discount claims of unfair treatment. In previous research, we’ve found that this is especially true for members of
dominant groups and those who tend to believe that the system is generally fair. In another set of experiments, we
found that diversity initiatives also seem to do little to convince minorities that companies will treat them more fairly.”
Tessa Dover, Cheryl Kaiser, Brenda Major
https://hbr.org/2016/01/diversity-policies-dont-help-women-or-minorities-and-they-make-white-men-feel-threatened
Diversity Can Backfire
Leveraging Employee Differences for
Optimal Performance
20
• Target your recruiting efforts to specific groups.
• Women and minorities show greater interest in employers that customize their recruiting efforts to them.
• Place an emphasis on fairness and objectivity in employee selection.
• Similarities in personality traits with co-workers critical for career success.
Ensuring Diversity
Strong Partnerships
“What do all high performers in our
company - across all positions – have in
common?”
www.workforce.com/articles/21787-the-big-lie-of-hiring-for-cultural-fit
Ask Your Managers
Recruit specific attributes
24
• Risk-takers.
• Thrive in chaos.
• Work independently.
• Self-motivated.
• Respond well to change.
25
• Leaders.
• Strong relationship-builders.
• Great teammates.
• Problem-solvers/Critical thinkers.
• What do YOU look for?
26
• Surface level: Cultural, racial, gender, background, age, tenure.
• Deep level: Attitudes, values, beliefs.
• Studies of MBA students show surface level diversity influences students to be MORE open-minded.
• Diversity in groups shows mixed results.
• Fault lines: side effect of diverse teams esp. in surface level factors split groups into sub-groups that are harmful to group functioning
Group Property: Diversity
30
• Review your talent acquisition plan with a renewed focus on where you have sourced talent from in the past (geographic focus) to find new talent.
• Help minority/underrepresented employees on-board and acclimate into your organization’s culture.
• Expand your reach into a more diverse talent pools, by leveraging local community organizations.
• Diversity websites.
• Emulate best practices of organizations that have achieved success.
31
• Create well thought out EOE policy following guidelines set forth by the EEOC.
– Goal: “meritorious hiring practice that is…age, race, gender, and minority NEUTRAL.”
• DIVERSITY training. Teach your mgt team first!
• Learn from past mistakes! Conduct EXIT interviews.
• Diversity’s driven “top-down” but felt from the “bottom-up.” Plant the seed to your organizations’ diversity growth by bringing in a diverse group of interns. Provide scholarships, fellowships, and co-op work experience to help minorities in college.
• Establish diversity policy in your strategic plan.
32
• Include diversity questions in your employee surveys.
• Set up business resource ‘affinity’ groups (Ex. African-Americans, young professionals, Hispanics, GLBT networks, etc.)
• Track your retention success across groups and recruiting sources.
• Take a stance on diversity-related public policy issues (ex. Microsoft supported a Washington state gay rights bill.)
• YOU have to be the Change Agent that changes behaviors of your hiring managers. Ask people in positions of power: “What/how do you think about ‘differences here?’”
• Use assessment tools to gauge your people’s “intracultural sensitivity.”
• Culturally specific networking strategies.• Hold Managers accountable for diversity goals
by making diversity part of their annual performance.
• Organizations that assign responsibility for diversity achieve better results from diversity training, evaluations, and mentoring.
• Support flexible work arrangements, on-site child daycare, job sharing, and other options.
• Offer formal coaching/mentoring program.• Match new employees with your firm’s
Ambassadors.• Assign a full-time Diversity Officer position.• Create a cross-functional Diversity Team
tasked with achieving your firm’s diversity/inclusion goals.
• Your CEO must LEAD BY EXAMPLE. YOU need THEM to set the tone…walk the walk.
• Set quotas in your hiring.• Provide opportunities for rising stars/top
performers to receive education and professional development.
Get it done
Get
“Outside”
Yourself
Reach Out: Infuse talent from other areas (marketing, finance, logistics, etc.) and bring those disciplines to focus on HR issues like employment value proposition, options-based leadership development, optimized talent supply chains and risk-optimized performance management.
Venture Out: Exert influence beyond traditional role of functional specialist, through direct interactions with constituents like government, regulators, investors and global collective movements.
Seek Out: Find and bring forth for discussion unpopular or unstated facts or assumptions that can be debilitating if not addressed. Such hidden assumptions are often first visible among employees, and HR is in a position to “sense” them early.
Break Out: By leading transformational change. HR is uniquely positioned to be the repository of principles and skills for creating change-savvy and agile organizations.
“OUT” Yourself
www.workforce.com/articles/20179-what-is-the-future-of-hr
Know Where Your Organization Stands
Diversity Action Plan
• Get Management commitment “IN WRITING”!
• Develop a Diversity Policy Statement.
• Your Vision, Mission, Values, History.
• Ideal Employee Attributes.
• Successful Recruiting Sources.
• Allocate resources (a budget.)
The Chazin GroupThe Chazin GroupYour Diversity Plan
Diversity Statement
Diversity Statement
• Conduct an assessment.
• List of specific actions you will undertake to achieve and maintain Diversity (see: “Get it done.”)
• Employee Testimonials Archive.
• Communicate to all employees.
• Employee Referral Program.
The Chazin GroupThe Chazin GroupYour Diversity Plan
• Current and desired hiring goals, by Gender & Ethnicity.
The Chazin GroupThe Chazin GroupYour Diversity Plan
YEAR 2010 2015 2020
Male 75% 65% 55%
Female 25% 35% 45%
Black 5% 8% 10%
Hispanic 5% 7% 10%
Asian 8% 13% 15%
White 82% 72% 65%
• Current and desired hiring goals by Functional Area. (Customer Care, R&D, HR, etc.)
The Chazin GroupThe Chazin GroupYour Diversity Plan
Customer
Svc.
2010 2015 2020 HR 2010 2015 2020 R&D 2010 2015 2020
Male 30% 40% 50% Male 15% 25% 35% Male 100% 95% 90%
Female 70% 60% 50% Female 85% 75% 65% Female 0% 5% 10%
Black 10% 15% 20% Black 5% 10% 15% Black 0% 5% 5%
Hispanic 15% 20% 25% Hispanic 10% 15% 20% Hispanic 0% 0% 5%
Asian 5% 10% 15% Asian 5% 5% 10% Asian 25% 40% 50%
White 70% 55% 40% White 80% 70% 55% White 75% 55% 40%
• Year-long marketing plan of recruiting/talent acquisition efforts.
The Chazin GroupThe Chazin GroupYour Diversity Plan
Your Org Recruiting Plan As of: Jan. 1, 2016Bus. Campaign Description 1 Description 2 JAN FEB MAR Q1 APR MAY JUN Q2 JUL AUG SEP Q3 OCT NOV DEC Q4 TOTHLI Online Advertising Listing Service NY Times $0 $0 $0 $0 $0 $0 $0.00HLIPM Online Advertising Listing Service Street Easy $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLCG Online Advertising Listing Service $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service RentDirect.com $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service PropertyWare $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising CRM $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising CRM Zoho $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service MLS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Print Advertising Signage Matrix Printing $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Direct Mail Postcard mailer $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Memberships Annual Dues MANAR $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Memberships Annual Dues REBNY $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing Web Hosting DSL Extreme $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing Web tech support Mahesh $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing SEO/SEM Ron Castle $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Craig's List $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Print Advertising Subscriptions NY Times $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Re-branding Branding architecture $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing Website re-design $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
TOTALS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
Ask
Questions!