Diversity Best Practices · [email protected] 312-879-7712 TEKsystems Erik Benchoff Director of...
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Diversity Best Practices Developing a Diverse Pipeline Inside April 26, 2018
Transcript of Diversity Best Practices · [email protected] 312-879-7712 TEKsystems Erik Benchoff Director of...
Diversity Best PracticesDeveloping a Diverse Pipeline InsideApril 26, 2018
Slide 2
Why Emerge High Potential Program?
.
Problem
Attrition occurred early in
their careers of women
and people of color;
impacted representation in
leadership
A program that engages
earlier in the career,
focuses on talent
development and creates
access/visibility/sponsor
ship to leaders
Solution Results
Attrition dropped
9.7% Women
20% People of Color
41% Emerging Leaders
40% Market Leader
Promotions
Slide 3
SELF
Leadership Development Lifecycle
Performance leads to
sponsorship for next assignment
AdvocateDevelop/Coach
Evaluation leads to IDP
IDP:
IDP drives content & experiences
Training
OJT
Stretch assignments
Feedback tools
Goals
Profile
Role Skills
Resources
Results
Job/Profile
Harrison Assessment
Cognitive
Behavioral
Skills
360 feedback
Historical Results
Assess/Evaluate
Reinforced learned behaviors
1-on-1
Group
Observable
behavior/skill change
Verify/Reinforce
Slide 4
Accelerate our inclusion and diversity focus
in newer leaders through sponsorship and access
Introduce leadership concepts and topics earlier
in the employee journey and cultivate
a deliberate learning mindset
Support and retain our talented workforce through
awareness, exposure and empowerment and access
EMERGE Program Objectives
Inspire & empower for self
discovery, personal development
and professional development
Slide 5
Self Focus
EMERGE Our Process
Business and
Leadership Focus
6 months
6 months
Slide 6
EMERGE Mentor Leader Relationships
Provide support
Share insights
Pass knowledge
Slide 7
EMERGE Lessons Learned
Lessons
Empower participants to own their
development through entire program
Ensure our Mentors have clearly
defined expectations & executables
Instill transformational mindset in
participants
Slide 8
› Post Emerge or ELP partner with a Mentor
› Mentor and Mentee put together a plan to continue development path
› Plan is built around access and exposure to the desired role
Multi-Cultural Mentor Framework
Understanding
the Role
Operating
RhythmInterview
Slide 9
Results
Performance• Multicultural outperforming peers by 68%
• Women outperforming peers by 45%
Attrition
• 9.7% among Women
• 20% among People of Color
Promotions Stats
• 41% Emerging Leaders
• 40% Market Leader Promotions
EMERGE Results
ELP- Leadership Development Program
Emerge Thrive Elevate
• Succession Planning
• VP / Sr. VP
• Executive Director
Leader Development Framework
• Hi Potential Director
• Established Leader
• New Leader• Emerging Leaders Program
• Lead Programs
• Hi-Potential Talent Program
Slide 11
Emerge Testimonials
Teresa TruongJoe Portillo Evan Shanahan Karmen Lagette
“Emerge has been the most
significant catalyst in my personal
and professional development. I
learned how to leverage my unique
and diverse background to identify
opportunities to connect with people.
Emerge helped me become more
thoughtful and authentic. I feel
empowered and obligated to
continue developing an inclusive
leadership style.”
“I am forever grateful for my
opportunity to participate in
Emerge. The personal and
professional growth gained
changed my career trajectory, and
gave me the confidence to live,
work, and lead authentically.
It provided strategic direction in
my career and a roadmap to not
only where I wanted to go, but
where I would thrive.”
The program has given me insight
into what it takes to make it into a
leadership role, how to properly
navigate the organization and
how to establish an individual
development plan as a pathway to
take me to the next level in my
career.
Overall, it’s given me the chance
to be more aware of my strengths
and weaknesses in a professional
and personal setting.
“EMERGE has allowed me as a
black female to feel more confident
in my strengths as a leader.
I have become more self-aware and
confident in my abilities to perform
as well as lead others. I also realize
more how I am perceived in a
positive light that allows be to my
authentic self in the workplace.”
Slide 12
Franklin Reed
Director of Inclusion & Diversity
312-879-7712
TEKsystems
Erik Benchoff
Director of Talent Development
801-316-6850
Explore our inclusion & diversity philosophy
