Managing Fair Hiring Practices: Finding, Trackingand Retaining Diverse Talent for the OrganizationMAACC Meeting

January 17, 2013

• Discuss the link between Fair Hiring Practices and Diversity

• Discuss Diversity-– Steps

– Business case

– Attracting

– Developing

– Retaining

• OFCCP – Opening Doors

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Agenda and Objectives

OFCCP – Benefits and Risks

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Benefits Risks• HR compliance risks are self-

identified and mitigated early

• Organization is viewed as an employer of choice

• Organization is viewed positively by investors

• Fewer people and financial resources are required when externally audited

• Positive perception with diverse populations and veterans

• Tarnishing Organization’s brand and reputation

• Impacting Organization's ability to attract top talent

• Fines- Diverting resources from revenue generating activities due to expensive audits and conciliatory actions

• Loss of Federal Contracts (missed revenue opportunities)

• Loss of City, County, State Contracts, which require AAP and EEO efforts

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Distinction between EEO, AA and Diversity

Equal Employment Opportunity●Legally Mandated●The enforcement of statutes to prevent employment discrimination●Principle is that everyone should have the same access to opportunities

Affirmative Action●Legally Mandated for Federal Contractors (200,000+)●Effort to achieve parity in the workforce through outreach and eliminating barriers for women, minorities, covered veterans and individuals with disabilities

Diversity ●Not Legally Mandated ●Leverages all aspects of human potential●It is the mosaic of people who bring a variety of backgrounds, styles, perspective, values and beliefs as assets to the groups and organization with which they interact●Business necessity

Affirmative Action Plans are built upon the fundamentals of Equal Opportunity Laws and are designed to:

– Promote equal employment opportunity

– Eliminate discrimination for all protected classes

– Remove barriers to equal employment in the workplace

Affirmative Action Plans and the Link to Diversity and Inclusion

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OFCCP Director Shiu’s Advice to Federal Contractors:

“Be proactive by evaluating your workforce by gender, race, national origin, religion, ethnicity, disability and veteran status; examine who is being hired, promoted, and terminated; look closely at wages for similarly situated jobs; and develop a culture where equal opportunity and diversity is valued.”

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• The legal foundation for diversity recognizes that workforce barriers exist based on race, gender, age, ethnicity, ability, religion and other protected areas.

• Alone, the law does not provide the tools to recognize and break down these barriers.

• This is why managing diversity is so important. • Even with ongoing diversity initiatives, we need to put the regulatory

principles in place.

The US Regulations are the Legal Foundation for Diversity Efforts in the US

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• Do you have a diversity statement on your company website?

• Do you have someone in your organization focused part time on diversity?

• Do you have at least 1 person dedicated full time to diversity?

• Do you have executive support for diversity efforts?

• Are your diversity efforts US focused?

• Are you diversity efforts global?

Poll

Dimensions of Diversity

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Steps for a Diverse, Engaged and Inclusive Environment

Develop Programs and

Initiatives

Develop Strategy and Change Process

Build Business Case

Assess Current State9

Implement, Measure

and Report Results

Diversity Management

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• Diversity management is about:– Business strategy– Brand management– Product development– Creating leaders

• Diversity management is not something that can be turned-on and then turned-off in an instant

• Cannot be led by HR only• Must be part of the culture in order to build continuity and impact

D&I and Engagement

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•diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another

Diversity

• bringing together and harnessing these diverse forces and resources, in a way that is beneficial

Inclusion• we want to make

valued contributions

Contributing

• when we feel included (belong) and our contributions are valued, we are more engaged

Engagement

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Continuum

Tactics – Programs - Initiatives

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• Develop an Outreach Plan– Use your AAP to determine underutilized groups– Site Specific

• Participate with associations or organizations whose primary focus is to work with underrepresented individuals

• Review your marketing collateral• Reach candidates early, high school,

middle school• Current employees involved with the

schools or organizations are your best recruiters

Finding Diverse Employees

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Involve all staff - Make sure that the commitment to diverse employees involves every member of the business or organization, especially those in top management positions.

Follow through - Follow up on the introduction to the community that you made during the recruiting phase. Orient the employee to the community.

Designate mentors - Continue efforts to welcome the new employee beyond the first week. Recruit mentors for the new employee from all groups.

Open communication lines -Recognize that differences will arise AND that differences can lead to positive growth rather than conflict.

Avoid “tokenism” -Don’t make diverse employees feel like their only contribution to the organization is their skin color or their representation of a minority group.

Developing and Retaining Diverse Employees

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Be open to new points of view - Don’t assume that “the way it’s always been” is the best way. Learn and understand your own biases. (Project Implicit® https://implicit.harvard.edu/implicit/ )

Support upward mobility - Support continuing education and be sure that promotion opportunities are transparent and open to diverse applicants.

Provide staff training - All employees of a business or organization need to increase their ability to work as a team with people from different backgrounds.

Walk the Talk - Demonstrate by doing. Realize that diversity needs to be woven into all aspects of the organization.

Support Employee Resources Groups –Provide structures and forums through which ERGs and business leaders can interact around business issues.Develop tool kits and templates to help ERGs take their first steps into business-related activities.

Developing and Retaining Diverse Employees

• Discuss the link between Fair Hiring Practices and Diversity

• Discuss Diversity-– Steps

– Business case

– Attracting

– Developing

– Retaining

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Recap

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Each of Us is Responsible - Quotes from Dr. Martin Luther King, Jr.

OFCCP – Opening Doors

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Opening Doors - OFCCP

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Link to Videos:

http://www.youtube.com/watch?v=HtROzUL3HUo&feature=youtu.be

Link to Website: http://www.dol.gov/ofccp/media/highlights/OFCCP_Brochure.htm

OFCCP_Opening Doors Brochure

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Questions - Discussion