Diversity_Inclusion_TheChazinGroupLLC
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The document discusses strategies for achieving diversity and inclusion in the workplace. It provides statistics showing the growing diversity of the US population and workforce. It then discusses challenges such as unequal pay for women and lack of diversity in management. The document recommends developing a diversity action plan that includes getting management commitment, conducting an assessment, setting hiring goals, and specific actions to increase diversity like expanding recruiting efforts and training. The goal is to leverage diversity to gain competitive advantages like appealing to customers and innovating.
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Diversity_Inclusion_TheChazinGroupLLC
- 1. Achieve True DIVERSITY in Today’s Culturally Blended Society
- 3. 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
- 5. 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.
- 6. 5 U.S. Segments: What Makes ‘Em “TICK?”
- 7. 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!
- 8. 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. • Honor trust, loyalty, and responsibility, but distrust authority.
- 9. 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.
- 10. 4. Millennials/GenY • Born after 1980. • 75 million people. • 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%) and famous (51%.)
- 11. 5. iGen/GenZ • Post-Millenials. • Comfortable with tech/social media savvy. • Came of age 9/11 & Great Recession. • Insecure/unsettled. • “Innovative, entrepreneurial, highly conscious of their futures and the challenges they face.“ - Patrick Cooper
- 12. “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. 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. 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 A TRUE, LASTING COMPETITIVE ADVANTAGE! Benefits
- 16. 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. Challenges
- 18. “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
- 19. Leveraging Employee Differences for Optimal Performance
- 20. 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
- 22. “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
- 23. 23 • Risk-takers. • Thrive in chaos. • Work independently. • Self-motivated. • Respond well to change. • Leaders. • Strong relationship-builders. • Great teammates. • Problem-solvers/Critical thinkers. • What do YOU look for? Seek Specific Attributes
- 25. 25 • 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 pool, by leveraging local community organizations like the Urban League, National Council La Raza, etc. • Diversity websites” DiversityWorking.com, IMDiversity.com, HireHeroesUSA.org, etc. • Emulate the best practices of organizations that have already achieved success. Get it done
- 26. 26 • 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. Get it done
- 27. 27 • 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?’” Get it done
- 28. • 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. Get it done
- 29. • 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
- 31. 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
- 32. Know Where Your Organization Stands
- 35. • 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
- 38. • 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
- 39. • 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%
- 40. • 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%
- 41. • Year-long marketing plan of recruiting/talent acquisition efforts. The Chazin GroupThe Chazin GroupYour Diversity Plan Your Org Recruiting Plan As of: Jan. 1, 2016 Bus. Campaign Description 1 Description 2 JAN FEB MAR Q1 APR MAY JUN Q2 JUL AUG SEP Q3 OCT NOV DEC Q4 TOT HLI Online Advertising Listing Service NY Times $0 $0 $0 $0 $0 $0 $0.00 HLIPM Online Advertising Listing Service Street Easy $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLCG Online Advertising Listing Service $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service RentDirect.com $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service PropertyWare $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising CRM $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising CRM Zoho $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Listing Service MLS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Print Advertising Signage Matrix Printing $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Direct Mail Postcard mailer $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Memberships Annual Dues MANAR $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Memberships Annual Dues REBNY $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing Web Hosting DSL Extreme $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing Web tech support Mahesh $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Web marketing SEO/SEM Ron Castle $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Online Advertising Craig's List $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Print Advertising Subscriptions NY Times $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI Re-branding Branding architecture $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00 HLI 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
- 42. Ask Questions!