9243 Recruiting & Retaining a Diverse Workforce ... · Recruiting and Retaining a Diverse Workforce...
Transcript of 9243 Recruiting & Retaining a Diverse Workforce ... · Recruiting and Retaining a Diverse Workforce...
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Workforce Diversity: Recruiting and Retaining a
Diverse Workforce
Charles E. PinsonAnderson, SC
Catherine SchoenenbergerWestford, MA
Mark RileyDublin, OH
Caroline BarlowEverett, WA
Presentation Outline
Diversity vs. Affirmative ActionPresented by: Charles E. Pinson
The Importance of Workforce DiversityPresented by: Mark Riley
Recruiting a Diverse WorkforcePresented by: Catherine Schoenenberger
Retaining a Diverse WorkforcePresented by: Caroline Barlow
Diversity vs. Affirmative Action
Charles E. Pinson, CRM, CCRMSafety/Accreditation Manager
Anderson County, SCAPWA South Carolina State Chapter
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I Don’t Like Diversity!!
What is Diversity?
“Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individuals’ collective achievements.”
Affirmative Action Program Employment programs required by federal statutes
and regulations designed to remedy discriminatory practices in hiring minority group members; i.e., positive steps designed to eliminate existing and continuing discrimination, to remedy lingering effects of past discrimination, and to create systems and procedures to prevent future discrimination; commonly based on population percentages of minority groups in a particular area. Factors considered are race, color, sex, creed, and age.
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Demographics
Anderson County Whites – 80.9% Blacks – 16.6% Indian/Alaskan – 0.3% Asian – 0.8% Hispanic/Latino – 3.1%Source: US Census Bureau 2011 QuickFacts
Public Works Division Whites – 89.05% Blacks – 9.95% Indian/Alaskan – 0% Asian – 0.5% Hispanic/Latino – 0.5%Source: Anderson County HR Dept.
What is the Difference? Diversity:
Diversity approaches the concept of inclusiveness through promotion, awareness, and accountability.
Affirmative Action:Employment program required by federal statues and regulation used as an attempt to equalize the educational, employment, and contracting opportunities for minorities and women, and to rid America of discrimination.
The Program Purpose The program is intended to promote
awareness and accountability as we embrace diversity in our workforce.
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I Need You To Survive
The Importance of Workforce Diversity
Mark A. Riley, CPMSupervisor, Street and Utilities
City of Dublin, OHAPWA Ohio State Chapter
Does diversity represent inclusion or infinity? The difference is in ability, experience,
and personality.
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A Diverse Nation Our nation and workforces are
both becoming more diverse. More people of color and women
are entering the public works industry. Individuals of different sexual orientation are
making vital contributions to our economy, while being increasingly open about who they are.
Generational gaps – the trend of people living longer and retiring later, resulting in four distinct generations working side by side.
Why is Diversity important in the Workplace? Imagine if you put all the extroverts together.
Everyone is talking, but no body is listening. (By contrast,) with a team of (nothing but) introverts, you can hear the clock ticking on the wall. ~ Professor John Hollenbeck, Effective Management -a multimedia approach, 4th edition
“If you always do what you've always done, then you'll always get what you already got.”
~ Tony Robbins
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Why is Diversity important in the Workplace? A strong workplace not only has talented
members, but those individuals are different in terms of infinity.
Businesses are recognizing the importance of inclusion as part of talent management practices to continually challenge their organizations and to make connection between principles and performance.
Diversity is especially crucial as companies interact with different cultures and clients.
Advantages of Workplace Diversity: Increased productivity Better creativity and problem solving Adds a competitive edge Improved staff loyalty and retention
Advantages of Workplace Diversity: Attract new customers, employees,
and business partners Reduced litigation expenses and
discrimination lawsuits Businesses that embrace diversity have
a more solid footing in the marketplace than others
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What Can Employers Do? Zero Tolerance Train Managers & Hold them
Accountable Require Mandatory Employee Diversity
Training
Recruiting a Diverse Workforce
Catherine SchoenenbergerPresident, Stay Safe Traffic Products, Inc.President, New Hampshire Construction
Career Days, Inc.Westford, Massachusetts
APWA New England Chapter
What are the trends?
Decreasing Labor Force Rate
Racial and Ethnic Diversity
Retirements and Aging Population
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Who’s job is that? Human Resources Professionals
DPW Directors
Mid-level Managers
Who is the best candidate? Demographics to mirror your
agency/service area
Young Professionals (YP)
Average age for Entry Level is 40 years
50% are 46 – 50 years!
When is the best time? Continuously via strong partnerships
According to academic schedules
When opportunity presents itself
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Where do you find candidates? Partnerships with local community
colleges and technical schools
Construction Career Days events
AASHTO TRAC programs
Project Lead the Way/STEM curriculum
How Do You Recruit with Diversity? Cast a broad net Public Works Awareness Week Social media Word of mouth Student internships
Why Recruit with Diversity? More competitive
More efficient and productive
More innovative and creative
Better job performance
Investment in the future: fill that pipeline
Succession Planning
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References “Ten Keys to Successful Diversity Recruiting.” Diverse
Workplace, Inc. 2003
“Preparing the Workers of Today for the Jobs of Tomorrow.” Executive Office of the President Council of Economic Advisers, July 2009
“The State of Diversity in Today’s Workforce.” Center for American Progress, July 2012
“Analysis and Benchmarking of Recruitment and Hiring Practices of State Departments of Transportation.” Barbara T. Harder, B. T. Harder, Inc., as requested by American Association of State Highway and Transportation Officials (AASHTO), November 29, 2006
Special thanks to Humberto R. Martinez, National Construction Career Day Center, FHWA-retired
Retaining a Diverse Workforce
Caroline Barlow, P.E.Associate Civil EngineerMurray, Smith & Associates, Inc.
Everett, WashingtonAPWA Washington State Chapter
A diverse team brings together a broad spectrum of talents and are better equipped to creatively solve problems
Diverse Team
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Strategy to Retain a Diverse Workforce Commitment to diversify
Offer mentoring
Provide training
Support upward mobility
Open communication
Avoid “tokenism”
Be open minded
Respect different experiences
Walk the talk
Commitment to diversify Involve all staff
Survey and interview across demographics
Determine employee needs
Create and implement strategic plan for retention
Follow through
Offer mentoring Support new employees
beyond the first week
Recruit mentors:
• Minority mentor - share experiences and serve as a sounding board
• Majority mentor - share insight and provide networking opportunities
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Provide Training Promote regular diversity training
that emphasizes:
• understanding and empathy of different points of view
• critical thinking skills and tools to succeed in a multicultural environment
• cross-cultural teamwork to help staff work well together
Support upward mobility
Make promotion opportunities transparent and open to diverse applicants – not just hierarchal
Provide continuing education and leadership training
Open Communication Express employees opinions and ideas
are valued
Establish open-door policy
Convene periodic focus groups
Find out what is working and what is not
Create structure for conflict resolution
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Avoid “tokenism”
Encourage involvement on committees or in decision-making groups based on employees interests and strengths, not their diversity
Be open-minded
Don’t assume that “the way it’s always been” is the best way
New ideas and perspectives can bring innovation and solve problems
Respect differences
Recognize that culture and values of other people are just as valid and important to them as yours are to you
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Truly embrace diversity-friendly policies and practices from the top-down throughout your organization
References Thompson, George. “Strategies for
Retaining Diverse Employees.” Diversitycouncil.org. Web. 26 March 2014
“Retaining a Diverse Staff: Techniques that Work in a Multicultural Organization.” Hcareers.com. Web. 26 March 2014
Lieberman, Simma. “Moving Beyond the Numbers: How to Recruit and Retain a Diverse Workforce.” simmalieberman.com. Web. 26 March 2014
Questions?