powerpoint presentation...recruiting manager & military erg (milnet) vice chair progressive...
TRANSCRIPT
2017#NALCWest
#NALCWest
Round I Track A:EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline
FACILITATOR:Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa
PRESENTERS:
Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET)
Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS)
Herb Sims / Director, Diversity & Inclusion / Northrop Grumman
2017#NALCWest
Connie DingemanRecruiting ManagerProgressive Insurance (Vice Chair, MILNET)
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HIRING OUR HEROES:HOW PROGRESSIVE ENGAGED IN
MILITARY RECRUITINGConnie Dingeman, SHRM SCP
Recruiting Manager & Military ERG (MILNET) Vice Chair Progressive Insurance
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• Founded in 1937
• Fourth largest auto insurer in the country
• Insurance for personal & commercial vehicles, motorcycles, boats, recreational vehicles, and homes
• Based in Cleveland, Ohio
• 30,000+ employees in all 50 states
WHO WE ARE
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⸗ MILNET our military ERG formed in 2013
⸗ Building a supportive culture through internal programs and better recognition
⸗ Creating external partnership to improve employee engagement
⸗ Partnership with Recruiting to attract military talent
Military ERG: Focus on improved Recruiting & Retention
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⸗ Hiring Manager education tool⸗ How to translate military skills into corporate skills⸗ Ensure hiring managers were giving equal weight
to the backgrounds of military candidates
⸗ Creating a culture of appreciation for our military members and their families⸗ Military Appreciation Month in May ⸗ Veteran’s Day “roll call” ⸗ Sending care packages to deployed Progressive
employees
Internal Engagement
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⸗ Key to Progress ⸗ Donating refurbished vehicles to veterans and their families
⸗ MILNET helped to find recipients for the vehicles
⸗ Ohio National Guard (ONG) employer network⸗ Participating and hosting the employer roundtable
⸗ Hiring our Heroes (HOH) ⸗ Career fairs to improve the veteran candidate pipeline
⸗ Create an internal HOH participation guideline to assist recruiting and hiring managers with successful veteran outreach at these events
⸗ Fisher House⸗ Engaging ERG ambassadors and volunteers across the country in
hosting events and/or contributing to Fisher House locations
External Engagement
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⸗ Building Pipeline of Military Talent
⸗ Participation in Hiring our Hero events up by 40%
⸗ Received the GI Jobs: Military Friendly Companies & Military Times: Best of the Vets Awards
⸗ Significant increase in Military hires
⸗ 54 hires 2014 to 378 hires in 2016 (600%)
⸗ Improved employee engagement & recognition
⸗ Over 2,000 employees participated in Military Appreciation month activities honoring veterans and their families
⸗ Annual Veteran’s Day roll-call – saying “thank-you” to 1,300+ military employees for their service
⸗ Continued ERG growth – increasing membership by 500 employees in the last year
Results
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Questions?
2017#NALCWest
Nick RandazzoIT Solution ArchitectSiemens (Program Coordinator, STEM@SIEMENS)
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About Siemens & why this topic is important to us
An anecdote about diversity in technology
How STEM became a strategic topic
Building the pipeline: community outreach approach
Fueling a Diverse Talent Pipeline
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About Siemens
Mission: “We make real what matters”
Ownership culture: Every employee is empowered to act as if it were our own company
Strategy: Positioning along the electrification value chain
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A story about diversity in technology…
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STEM as a strategic initiative @ Siemens
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Building a diverse talent pipeline
Outreach programs make direct impact on diverse talent during their formative years
Organizing volunteers, hands-on activities, and materials that inspire future innovators
Relationship building with faculty and students, repeat what works (annual events, partnerships)
Internships: Provide real-world hands-on experience through work experience programs
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STEM@SIEMENS Summer Work Experience Pilot
Students from a 2 year community college placed in business units for 12 week work program
Students gained real-world experience, learned about Siemens business, contributed, and received college credit
Weekly workshops and site tours provided skills, tools necessary to succeed
Many students are now in long term internships or positions & all managers will participate again
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Nick RandazzoIT Solution ArchitectSTEM@SIEMENS Co-chair
Siemens Corporation
4400 N Alafaya Trail
Orlando, FL 32826
(407) 736-2487
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Herb SimsDirector, Diversity & InclusionNorthrop Grumman
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Fuel a Diverse Talent Pipeline
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Northrop Grumman Today• Leading Global Security Company
• $24.5 billion sales in 2016
• Leading capabilities in:
• Cyber
• Logistics
• Autonomous Systems
• C4ISR
• Strike
• $45.3 billion total backlog (as of Dec. 31, 2016)
• Over 65,000 employees
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DemographicsStaffing
Baby Boomers, 39.40%
Generation X, 34.50%
Millennials, 25.60%
Veterans, 0.50%
Hiring Target - 35,000 in 5 years
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Challenge: Global Competitors
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Sources to Fuel a Diverse Talent Pipeline
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Top Level Statistics 12 ERGs Over 200 chapters >19,000 members All-volunteer, all-inclusive groups
ERG Pillars Business Partner/Impact to Business Career & Leadership Development Networking/Organizational Exposure Recruiting & Retention STEM Education & Community
Outreach Sustainment/Member Involvement
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STRATEGIC STEM PARTNERS
STRATEGIC STEM PARTNERS
STRATEGIC FOCUS AREAS DIVERSE PARTNERS
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Health & Human Services
K-12 STEM
Environment
Military & Veterans
2017 - $15M budgeted
contributions for Partner Program
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Sources to Fuel a Diverse Talent Pipeline
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Round I Track A:EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline
FACILITATOR:Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa
PRESENTERS:
Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET)
Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS)
Herb Sims / Director, Diversity & Inclusion / Northrop Grumman