Achieve True DIVERSITY

in Today’s Culturally

Blended Society

What Is It?

Diversity?

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

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.

5 US Segments:

What Makes ‘Em

“TICK?”

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!

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.

• 10,000 a day leaving the workforce.

• Honor trust, loyalty, and responsibility, but distrust authority.

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.

4. Millennials/Gen Y

• Born between 1982 & 2000.

• 80 million people.

• $172B in spending power.

• 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%), famous (51%.)

5. iGen/GenZ

• Post-Millennials.

• Comfortable with tech/ social media

savvy.

• Came of age during 9/11 & Great

Recession.

• Insecure/unsettled.

• “Innovative, entrepreneurial, highly

conscious of their futures and the

challenges they face.“- Patrick Cooper

“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

• 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

• 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 TRUE, LASTING COMPETITIVE ADVANTAGE!

Benefits

Challenges Persist

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.

“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

Leveraging Employee Differences for

Optimal Performance

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

Strong Partnerships

“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

Recruit specific attributes

24

• Risk-takers.

• Thrive in chaos.

• Work independently.

• Self-motivated.

• Respond well to change.

25

• Leaders.

• Strong relationship-builders.

• Great teammates.

• Problem-solvers/Critical thinkers.

• What do YOU look for?

26

• Surface level: Cultural, racial, gender, background, age, tenure.

• Deep level: Attitudes, values, beliefs.

• Studies of MBA students show surface level diversity influences students to be MORE open-minded.

• Diversity in groups shows mixed results.

• Fault lines: side effect of diverse teams esp. in surface level factors split groups into sub-groups that are harmful to group functioning

Group Property: Diversity

30

• 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 pools, by leveraging local community organizations.

• Diversity websites.

• Emulate best practices of organizations that have achieved success.

31

• 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.

32

• 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?’”

• 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.

• 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

Get

“Outside”

Yourself

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

Know Where Your Organization Stands

Diversity Action Plan

• 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

Diversity Statement

Diversity Statement

• 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

• 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%

• 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%

• Year-long marketing plan of recruiting/talent acquisition efforts.

The Chazin GroupThe Chazin GroupYour Diversity Plan

Your Org Recruiting Plan As of: Jan. 1, 2016Bus. Campaign Description 1 Description 2 JAN FEB MAR Q1 APR MAY JUN Q2 JUL AUG SEP Q3 OCT NOV DEC Q4 TOTHLI Online Advertising Listing Service NY Times $0 $0 $0 $0 $0 $0 $0.00HLIPM Online Advertising Listing Service Street Easy $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLCG Online Advertising Listing Service $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service RentDirect.com $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service PropertyWare $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising CRM $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising CRM Zoho $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Listing Service MLS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Print Advertising Signage Matrix Printing $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Direct Mail Postcard mailer $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Memberships Annual Dues MANAR $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Memberships Annual Dues REBNY $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing Web Hosting DSL Extreme $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing Web tech support Mahesh $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Web marketing SEO/SEM Ron Castle $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Online Advertising Craig's List $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Print Advertising Subscriptions NY Times $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI Re-branding Branding architecture $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00HLI 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

Ask

Questions!