using workforce analytics to drive a compliant, diverse culture
DESCRIPTION
TRANSCRIPT
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Speaker: Roy Zambonino Senior Solutions Consultant Peoplefluent
Moderator: Kellye Whitney Managing Editor Talent Management magazine
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Using Workforce Analytics to Drive a Compliant, Diverse Culture
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Tools You Can Use • Q&A
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Tools You Can Use • Polling
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– Select your response and click on “Submit.”
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#TMwebinar
Kellye Whitney Managing Editor Talent Management magazine
Using Workforce Analytics to Drive a Compliant, Diverse Culture
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#TMwebinar
Roy Zambonino Senior Solutions Consultant Peoplefluent
Using Workforce Analytics to Drive a Compliant, Diverse Culture
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Using Workforce Analytics to Drive a Compliant, Diverse Culture
12/1/11
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Trends Driving the Need for Better Workforce Metrics 1
Visibility into your organization - Strategies to leverage workforce data 2
Workforce Intelligence - Reporting and dashboards to drive management accountability
3
Engagement - Effective communication of goals and values to all levels of the organization
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Agenda
Roy Zambonino, MBA
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Are you a federal contractor? q Yes q No q I’m not sure
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2010 marked highest number of EEO claims in 45-year history.
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75,000
80,000
85,000
90,000
95,000
100,000
2005 2006 2007 2008 2009 2010
Year
# of claims
EEOC Claims
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75,000
80,000
85,000
90,000
95,000
100,000 Year
Type of Discrimination
Percentage
Race 35.9% Sex 29.1% National Origin 11.3% Religion 3.8% Retaliation 36.3% Retaliation-Title VII
31%
Age 23.3% Disability 25.2% Equal Pay 1%
EEOC Claims
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Patricia Shiu - OFCCP
OFCCP Focus
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Performance Management • Job Profiles • Goal Management and Appraisals
Compensa1on • Incen;ve Management
Recrui1ng • Hiring workflows
• Con;ngent • Salaried • Hourly
• Disposi;on Codes • Data Management Techniques
• Assessments
Succession Planning • Talent Assessment • Succession Pools
EEOC Any employer with 15 or more employees
OFCCP Federal contractor with 50 or more employees
Understanding Your Talent Lifecycle
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Performance Management • Performance Ra;ng Studies
• Employee Reten;on Studies
Compensa1on • Equal Pay Studies • Pay Progression Studies
Recrui1ng • Hiring Process Reviews • Steps Analyses • Test Valida;on • Training and Audit Support
Succession Planning • Talent Profile Assessments
• Adverse Impact Analyses
Workforce Metrics
How Peoplefluent Can Help
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What do these OFCCP and EEOC claims cost organizations? 1. On average, $830,000 to avoid settling one OFCCP systemic
discrimination claim
2. A minimum of $300,000 to avoid settling one employment law claim
3. Up to $1,000,000 to avoid resolving an employment practice liability claim
4. Anywhere from $445,000 - $990,000, depending on industry, to avoid one jury verdict for an employment discrimination case.
The Cost of Defending a Claim
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§ Pay $700,000 § Record keeping § Develop action-oriented programs
§ Develop internal audit and reporting
§ Record retention § Failure to perform adverse impact analysis § Did not develop action-oriented programs § No internal audit and reporting system § Adverse impact
OFCCP v. InterCall (2/1/2011)
WHO VIOLATIONS RESULT
Recent OFCCP Case
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• Increase in EEO claims – agencies are talking to each other
Points to Remember
• Greater efforts and focus from federal agencies against workplace discrimination – veteran status, disability, age
• Leverage affirmative action and diversity initiatives as a business asset to protect your organization and enhance your brand – internally & externally
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AFFIRMATIVE ACTION AND DIVERSITY PLANNING
The Journey of
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Where are you in your diversity planning journey?
q Diversity plan but no solid measuring process q Measuring diversity but not sure what to do with
data q Interested in starting a diversity program
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Strategies to Enhance Your Diversity and Affirmative Action Programs
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Total Visibility
• Diversity & Management Level Analysis • Product Line • Business Unit • Region / District • Job Title • Job Bands
• Compliant level analysis • Loca1on • Job Group
• Analyze all levels concurrently
Total Visibility
Workforce Intelligence
Engagement
Strategies to Enhance Your Diversity and Affirmative Action Programs
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Upper levels of Organization
Greater visibility within a specific departments or locations
Overall Organization
TotalView ® Visibility Up, Down and Across the Organization
Up to 10 levels
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TotalView ® View your organization the way you do business!
Unlimited number of structures; designed to grow & change with your institution
• Product line • Geography • Function • Dotted line reporting • Matrix reporting • Division • Provost • School • Department
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Empl
oyee
Dat
a • Organizational Codes • Company • Business • Division • District • ….. • Position Data • Job Title • Job Group • ….. • Personal Data • Race • Gender • Employee Name • Employee ID • ….. • User Defined Data • Any other user defined
information • …..
Pla
n S
truct
ure
1 Diversity
Plans
Pla
n S
truct
ure
2
Management Plans
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His
toric
al D
ata • Organizational Codes
• Company • Business • Division • District • ….. • Position Data • Job Title • Job Group • ….. • Personal Data • Race • Gender • Employee Name • Employee ID • ….. • User Defined Data • Any other user defined information • ….. • Event Detail • Transaction Code • Transaction Date • …..
Pla
n S
truct
ure
1 Diversity
Plans
Pla
n S
truct
ure
2
Management Plans
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Workforce Intelligence
• Repor;ng • Charts & Graphs • Tabular Reports • Trend Reports • Compensa;on Analysis
• Dashboards • Adhoc / On-‐Demand
Total Visibility
Workforce Intelligence
Engagement
Strategies to Enhance Your Diversity and Affirmative Action Programs
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Scorecards
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Goal and Gap Reporting
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Dashboards
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• Evaluate the representation of women and minorities over a period of time • Measure the effectiveness of outreach efforts over Multiple years • Measure the effectiveness of outreach efforts within the current year • Identify barriers to entry by analyzing university success, by department,
campus, dean, etc.
Representation Gap Analysis
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• Analyze the selection rate of women & minorities vs. the labor market benchmark and the applicant pool generated by Recruiters
• Analyze selection rates and applicant pool representation • Measure the effectiveness of outreach and recruitment programs
Demographics Trends
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Identifying Areas of Potential Risk
AAP Profile Reports • Monitoring Plan Profile Rollup • Monitoring Plan Profile
Executive Summaries • Narrative summaries • Presentations • Training
Compensation Analyses • 1st Pass • Regression • Rank-Sum
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Engagement • Effec;ve communica;on of goals and values
• Good Faith Effort and Document Management
• Training • Consistency • Documenta;on
Total Visibility
Workforce Intelligence
Engagement
Strategies to Enhance Your Diversity and Affirmative Action Programs
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TotalView ® Manager Engagement Up, Down and Across the Organization
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Good Faith Efforts
1
2
3
Outreach
Recruitment
Training
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Good-Faith Efforts • Use placement offices • Contact sources of veteran, disabled, female and minority
applicants • Have an annual meeting of your recruiting sources at your
facility; give a tour and discuss qualification requirements of your organization
• Document your efforts!
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• Contact with specified schools, colleges, religious organizations, and other institutions that are prepared to refer women and minorities for employment;
• Identification of community leaders as recruiting sources; • Holding of formal briefing sessions, preferably on company premises, with representatives from
recruiting sources; • Conduct of campus tours, including presentation by minority and female faculty and admin
employees of clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the university’s selection process, and recruitment literature;
• Encouragement of minority and female faculty and admin employees to refer applicants; • With special efforts the inclusion of minorities and women in personnel department staffs; • The availability of minority and female employees for participation in career days, youth
motivation programs, and related community activities; • Recruitment at secondary schools, junior colleges, and colleges with predominantly minority or
female enrollments; • With special efforts the contact with minorities and women when recruiting at all schools; • Special employment programs undertaken whenever possible, such as technical and non-technical
co-op programs with predominantly black and women’s colleges, summer jobs for underprivileged youth, and motivation programs for the hardcore unemployed;
• Inclusion of minority and female employees in recruiting brochures pictorially presenting work situations;
• Expansion of help-wanted advertising to regularly include the minority news media and women’s interest media.
Examples of Good Faith Efforts
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Compliance Reporting Center
You manage the site
Multiple users can access reports at
multiple levels
Store any type of electronic file
GFE Alerts
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• Quickly spot establishment’s level of good faith effort activity with yellow, green, or red indicators
• Configurable settings for recent and older activities
Good Faith Efforts Dashboard Manage plans by status of activity
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The Gap Outreach Dashboard provides external census demographics, applicant pool representation, and current representation metrics by establishment and job group.
Good Faith Efforts GAP Analysis Get feedback on GFE impact on applicant pool/representation
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• CRC becomes the single source for compliance and diversity related information for your employees, managers, and executives
• Post compliance and/or Diversity documents to the CRC • Collaborate with establishments, managers, and OFCCP electronically via
the internet • Transfer data files securely with Peoplefluent consultants and support
representatives
Document Management
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Applicant Flow Data
Hiring Process
Good Faith Efforts Effectiveness Effectiveness Measurement
Analysis & Repor1ng
Recruitment
Workforce Intelligence
Correc1ve Ac1on and Documenta1on
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Training Requirements
§ 60-300.44 Veterans
§ 60-250.44 Persons with Disabilities
§ 60-2.17(c) Women & Minorities
Required Content for Affirmative Action Program Required Content for Affirmative Action Program
Recru i t ing Screening
Select ion Promot ion
Disc ip l inary Act ion
Training Areas that Should be Covered: § Preventing Harassment in the Workplace § EEO/Preventing Discrimination § Fostering Diversity in the Workplace § Drug & Alcohol Awareness § ADA for Managers § Ethics for Public/Private Companies § Affirmative Action
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Recent OFCCP Request
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§ Stop selection procedures
§ New selection procedures comply with UGESP
§ $15K toward management training
§ Settlement for $62,531.50
Discovered Adverse Impact against females
T.D. Bank, N.A. (Commerce Bank) Mount Laurel, NJ
WHO CASE RESULT
The Cost of Ineffective Training
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Strategies to Enhance Your Diversity and Affirmative Action Programs
Questions for the audience: § What type of data do you have access to? § What type of reporting are you able to do today? What type of
reporting would you like to incorporate into your process? § Can you leverage technology to work smarter not harder? § What would it be worth to your organization to be able to readily share
this type of information with your staff?
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Thank You!
For more information on Affirmative Action or EEO Planning Solutions:
Visit: www.peoplefluent.com Email: [email protected]
Call: 800.782.1818, option 3
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