Diversity in Workforce Recruitment · the diversity of both our communities and our workforce....
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DIVERSITY IN WORKFORCE RECRUITMENT
Transcript of Diversity in Workforce Recruitment · the diversity of both our communities and our workforce....
DIVERSITY IN WORKFORCE RECRUITMENT
CPW DEFINES DIVERSITY AS…
Veteran, disability, gender, ethnicity, and varying age classes.
85.2%
21.3
56.8%
71.1% 20.6
32.3 4.4
4.1 3.2
5.6
10.8 3.8
Connections with Customers = Support
THE CURRENT PICTURE
Men60%
Women40%
Temporary 1,120 total
Men72%
Women28%
Permanent891 total
2016 EMPLOYEE DATABY GENDER
8%
1%
ETHNICITY-PERMANENT STAFF White
Hispanic or Latino
Amer. Indian or AlaskaNative
Asian
Black or African American
Hawaiian or Other PacificIslander
Two or more races
91 %
BY AGE
99
271 269
198
54
20-30 31-40 41-50 51-60 61 +
891 Permanent Staff
Men
Women
CPW
8%1%
91 % White
20.6%
8.3%
71.1% White
Men
COLORADO
Women
2010
THE GREEN CEILING
A RAY OF HOPE!! Women in Leadership Roles
• 191 Environmental non-profits• 74 Government agencies• 28 Environmental grant making foundations
BREAKING THE GREEN CEILING
• External and internal partnerships
• Career/ Education outreach at a younger age
• Focus on mission: Making a difference
•Active communication with State HR and Colleges
CUSTOMER OUTREACH EMPLOYEE RECRUITMENT
Customer Outreach
EmployeeRecruitment
Reflect our future customers and employees!!
COLORADO THE BEAUTIFUL INITIATIVE
• Focus on trail access and connections
• Diverse youth career education
COLORADO THE BEAUTIFUL-YOUTH DIVERSITY PILOT 2016
• Surveys/Data to establish baselines
• Focus on partners
• ELK Urban Rangers
OTHER EFFORTS
• Marketing• Career fairs• Youth Corps• Youth Internships• Partner List for Announcements• Career Events and Trainings
- Work Gone WILD - Careers in NR Guide
MOVING FORWARD
COMPREHENSIVE APPROACH
INCLUSION
DIVERSITYEQUITY
DIVERSITY & INCLUSION MISSION
DevelopAttract
RetainMeasure
Attract qualified and talented employees that reflect the communities
we serve now and will serve in the future
Develop all employees for a successful career at CPW, with a leadership pipeline that represents the diversity of both our communities and our workforce
Retain talented employees throughsupportive culture
Measure success and accountability at all levels to ensure our
mission is accomplished
Valuing Differences Respect, fairness, consistency
Outcomes
LeadershipManagement Practices
• Recognize capabilities of all employees
• Communicate effectively with all employees
• Value a diverse work group
• Demonstrate respect for cultural beliefs and needs of employees
OpportunityCareer Development
• Support of diverse employees through training and development
• Equal access to top-management positions
Hiring Practices• Active recruitment and
hiring of diverseaudiences
CultureOrganization-wide image
• Agency’s image seen as a place that values diverse perspectives
• Foster mutual respect and sense of belonging
• Celebrate existingdiversity
Object B: Recruit and develop a highly qualified and diverse workforce
Strategic plan team Evaluation Recommendations
CPW Strategic Plan: Goal IV
STRATEGY 1:
• GOCO Inspire • Schools • ELK Urban Rangers
• Diversity Internships• CO Alliance Enviro Ed• Emerging Leaders
Strategy 1: External Partners
Strategy 2: Internal Collaboration
• Agency wide, team approach• Diversity and Inclusion Committee• Collaborative programs
Valuing diversity starts off as something that we do and grows into something that we are. --Maura Cullen
CPWA Place for
Everyone
2017/2018 OHV Grant Funding
