recruiting and hiring a diverse workforce
TRANSCRIPT
8/4/2021 CareerForceMN.com
Recruiting and Hiring a Diverse Workforce
CareerForceMN.com
Session Agenda
1) Data
▪ Minnesota’s Future Workforce
2) Understanding Diversity
▪ Surface-level vs. Deep-level Diversity
▪ Benefits and Disadvantages to Diversity Recruiting & Hiring
▪ Ideas for Increasing Diversity Recruiting & Hiring
▪ Tools for Diversity Recruiting & Hiring
3) Guest Speakers
▪ Alison Holzerland, VP of Human Resources – Doran Companies
▪ Jim Wendorff, VP of Human Resources – Viracon
3) In Review
4) Workforce Wednesday Unplugged Q&A / Discussion
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mn.gov/deed
Workforce Strategy Consultants
What do we do?• Assist key stakeholders in the
successful implementation of
regional plans
• Leverage expertise in sector
workforce
development strategies
• Connect key stakeholders to
workforce development resources
• Design tools and resources to
support businesses in developing
strategic workforce solutions
EMPLOYERS
Industry Association/ Chambers
Local Planning Boards
DEED/Career Force
Programs & Partners
Education Partners
DOL/DLIInitiative Foundations
City, County Economic
Development
Regional Development Commissions
Regional Alliance
For more information: mn.gov/deed/wsc
CareerForceMN.com
Diversity Recruiting and Hiring
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Understanding Diversity
Unconscious Biases
Equity & Inclusion
Benefits & Disadvantages
Relationship Building
Company Reputation
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Chat Box:Share an idea your company has or is currently using to recruit diverse talent.
CareerForceMN.com
Minnesota Race & Ethnicity Projections
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Population
Minnesota
Population Estimate/Projection
2018 – 2038
Population Projection
2018 2028 2038 2048 Numeric Percent
Total Population 5,611,179 5,971,790 6,245,661 6,431,506 +634,482 +11.3%
White,
Non-Hispanic4,459,268 4,472,424 4,386,920 4,215,298 -72,348 -1.6%
Black or African
American,
Non-Hispanic
367,582 500,131 641,439 785,012 +273,857 +74.5%
American Indian or
Alaska Native, Non-
Hispanic
59,933 64,634 67,881 69,685 +7,948 +13.3%
Asian or other
Pacific Islander,
Non-Hispanic
287,834 385,583 487,305 590,971 +199,471 +69.3%
Two or More Races,
Non-Hispanic127,279 164,015 201,786 239,054 +74,507 +58.5%
Hispanic,
of any race309,283 385,003 460,330 531,486 +151,047 +48.8%
CareerForceMN.com
Minnesota Age Projections
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Age Cohort
Minnesota
Population Estimate/Projection
2018 – 2038
Population Projection
2018 2028 2038 2048 Numeric Percent
Total Population 5,611,179 5,971,790 6,245,661 6,431,506 +634,482 +11.3%
0 to 14 years 1,086,377 1,132,018 1,175,043 1,211,743 +88,666 +8.2%
15 to 24 years 717,874 747,449 773,888 800,480 +56,014 +7.8%
25 to 34 years 760,925 773,745 809,009 836,557 +48,084 +6.3%
35 to 44 years 710,265 791,437 806,340 836,023 +96,075 +13.5%
45 to 54 years 691,491 694,485 771,118 781,936 +79,627 +11.5%
55 to 64 years 754,445 643,428 645,838 712,344 -108,607 -14.4%
65 to 74 years 510,180 651,726 554,081 553,960 +43,901 +8.6%
75 years and over 379,622 537,502 710,344 698,463 +330,722 +87.1%
CareerForceMN.com
Diversity + Equity + Inclusion = Belonging
8/4/2021
Diversity
InclusionEquity
Diversity in the workplace is all about creating an inclusive
environment, accepting of every individual's differences,
enabling all employees to achieve their full potential and as a
result, allowing your business to reach its fullest potential.
• Surface-level diversity: characteristics readily visible
including (not limited to) age, body size, visible
disabilities, race, or sex.
• Deep-level diversity: non-observable characteristics
that can be concealed and presented at a person's
discretion including (not limited to religious beliefs,
attitudes, norms, and political affiliation.
CareerForceMN.com
Benefits and Disadvantages
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Benefits✓ Global Competition
✓ Creative and Innovative Thinking
✓ Cross-Cultural Understanding
✓ Increased productivity
✓ Improved creativity
✓ Increased profits
✓ Improved employee engagement
✓ Reduced employee turnover
✓ Improved company reputation
✓ Wider range of skills
✓ Improves cultural insights
✓ Dispels negative stereotypes and biases
Disadvantages✓ Difficulty in Transitioning
✓ Unhealthy Tension
✓ Not eliminating the fear of “do I belong?”
✓ Businesses rushing through the process
✓ Applying the “one size fits all” strategy
✓ No accountability for DEI effort outcomes
CareerForceMN.com
Increasing Diversity Recruiting & Hiring
• Audit your job descriptions
• Promote your company’s diversity
• Target sources where diverse candidates
congregate
• Encourage your diverse employees to refer
their connections
• Offer internships to targeted groups
• Create company policies that appeal to
diverse candidates
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• Use blind resumes
• Diverse panel interviews
• Check your biases at the door
• Outreach to diverse candidates for career
pipelines
• Build a DEI Advisory Committee
CareerForceMN.com
Tools for Diversity Recruiting & Hiring
• Tests & assessments
• Networking groups for specific audiences
• Other online communities
• County & regional workforce development ecosystem
• Local diversity councils
• DEED Workforce Strategy Consultants
• CareerForceMN.com
• Additional tools
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Chat Box:What’s the one idea or strategy you’ll
take away from this presentation to use for recruiting diverse talent?
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Guest Speakers
mn.gov/deed
Employer Panel
Doran Companies
Alison Holzerland – VP Human Resources
• Oversee HR functions
• Administers best practice program for Doran
• Compensation
• Benefits programs
• Hiring and onboarding
• Payroll administration
• Company development & training programs
mn.gov/deed
Employer Panel
Viracon
• Jim Wendorff – VP Human Resources
• Owatonna, MN
• Overall HR direction and coordination
• Minnesota
• Georgia
• Manufacturing site in Brazil
CareerForceMN.com8/4/2021
WORKFORCETeam Lead: Alison Holzerland
Workforce Diversity Planning – Create an actionable and
measurable workforce diversity plan to achieve the following
goals:
• Attract and recruit a diverse workforce
• Develop and retain a diverse workforce
• Provide equal employment opportunities to everyone
Actions items for Workforce Planning Team:
• Identify our current company make-up
• Research diverse sourcing channels
• Partner with different communities for diverse candidate
outreach
• Provide a discrimination-free workplace
• Monitor and evaluate our efforts
CareerForceMN.com8/4/2021
8/4/202121
Inclusion and Diversity Statement
Apogee is dedicated to making inclusion, diversity, and equity part of everything we do—from how
we build our products to how we build our workforce. We bring thousands of individuals together
with different thoughts, backgrounds, and experiences. Utilizing these unique perspectives is key to
providing distinctive solutions to our customers.
At Apogee…
• Inclusion is about all of us and the fundamental need to belong and to be recognized. When each of
us are valued, respected and heard, we are empowered to bring our best and most authentic selves to
work each day.
• Diversity is seeing and embracing our differences as a strength. Each of us is a collection of similarities
and differences based upon:
• Characteristics we were born with
• Experiences we have had
• Decisions we have made
• Equity is about creating fair access, opportunity and advancement, as well as striving to identify and
eliminate barriers that prevent the full participation of some groups.
We believe in the value of diverse teams. We appreciate that we’re not all the same and feel that’s one of our greatest strengths. We draw on the differences in who we are, what we’ve experienced, and how we think. Every individual feels their culture, identity, and experiences are valued and respected. Therefore, we will…
OurTeams
Ensure our teams are representative of the
diversity of our communities and industries
Actively and intentionally recruit for diversity and
challenge our recruiting methods, selection
process, and job requirements
Inclusion and Diversity Pillars
Inclusion and Diversity Pillars
OurWorkplaces
We believe in an inclusive work environment where all team members feel accepted, included, supported, and encouraged. Each of us—regardless of our level, role or function —plays an active role in creating environments where people of diverse backgrounds are excited to bring all of who they are and do their best work. Therefore, we will…
Foster a culture of inclusion and diversity, dignity
and respect
Support leaders in developing succession plans
that identify and develop diverse talent across
our businesses and functions
Ensure mentoring and development programs
are available to employees
Inclusion and Diversity Pillars
We believe that we are a vital part of our communities. We understand that we play a role in helping to influence more inclusive environments in our communities and industries. The well-being of our company depends on the well-being of our employees, customers and, the communities in which we work and live. Therefore, we will…
OurCommunities
Serve alongside our communities through
sponsorships, philanthropic and volunteerism
efforts
Partner with diversity and educational
resources in our communities
CareerForceMN.com
Q & A
8/4/2021
CareerForceMN.com
In Review
• Minnesota expected to become more diverse in the next 20 years.
• Diversity + Equity + Inclusion = Belonging.
• Benefits for diversity recruiting and hiring outweighs the disadvantages.
• Diversity recruiting and hiring is a process. Rushing will not get the results you want.
• Outreach and consulting with BIPOC community leaders is important.
• There are tools available to support your efforts to recruit diverse talent…..Utilized!!!!
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Thank You!
CareerForceMN.com8/4/2021
STATEWIDE
Jacqueline Buck
Director, Workforce Strategy
CareerForceMN.com
Next Session
Join us next month, Wednesday, September 1st at 11:00am
for our next session:
Resident Recruitment
8/4/2021
8/4/2021 CareerForceMN.com