Process Transformation - leadinclusively.com · Advancement process optimization: Evaluate current...
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H.R. Process Transformation Lead Inclusively, Inc. | +1 (833) 532 - 3462 | [email protected] • • • • Engineering H.R. Processes To Eliminate Bias H.R processes and policies are the set of rules that determine the ability of the organization to reach out to, hire, retain and advance diverse employees. Professional leadership development related to inclusive behaviors is critical for all, as is target demographic support, but the "trifecta" of culture transformation in D&I must include engineering the bias out of existing H.R. systems. Our H.R. Labs are a series of interactive workshops that help H.R. teams assess the various stages of the employee life cycle from hire to retire, identifying policies and processes that negatively impact diversity and inclusion and transforming these so that talent, business and D&I goals align. With decades of experience related to best practices across industries, our team is also at the forefront of next practices. Diversity is not a problem to solve, it is a strength to be leveraged. Through the power of inclusion, we help clients leverage that strength. Expected Outcomes: A D&I Strategy that aligns with your talent and corporate strategy. An increase in diverse candidates with accepted offers. An increase in diversity at all levels of the organization, including senior leadership. A decrease in risk arising from unconscious bias that permeate policies and processes. An increase in talent retention, advancement and employee engagement. H.R. policies and processes that better align with the organization's business objectives. • • Inclusion Transformation Model
Transcript of Process Transformation - leadinclusively.com · Advancement process optimization: Evaluate current...
• • H.R. Process Transformation
Lead Inclusively, Inc. | +1 (833) 532 - 3462 | [email protected]
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Engineering H.R. Processes To Eliminate BiasH.R processes and policies are the set of rules that determine the ability of the organization to reach out to, hire,retain and advance diverse employees. Professional leadership development related to inclusive behaviors iscritical for all, as is target demographic support, but the "trifecta" of culture transformation in D&I must includeengineering the bias out of existing H.R. systems. Our H.R. Labs are a series of interactive workshops that help H.R.teams assess the various stages of the employee life cycle from hire to retire, identifying policies and processesthat negatively impact diversity and inclusion and transforming these so that talent, business and D&I goals align.With decades of experience related to best practices across industries, our team is also at the forefront of nextpractices. Diversity is not a problem to solve, it is a strength to be leveraged. Through the power of inclusion, wehelp clients leverage that strength.
Expected Outcomes:A D&I Strategy that aligns with your talent and corporate strategy.
An increase in diverse candidates with accepted offers.
An increase in diversity at all levels of the organization, including senior leadership.
A decrease in risk arising from unconscious bias that permeate policies and processes.
An increase in talent retention, advancement and employee engagement.
H.R. policies and processes that better align with the organization's business objectives.
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Inclusion Transformation Model
Contact us | +1 (833) 532 - 3462 | [email protected]
Our H.R. Labs Diversity & Inclusion strategy:
Create or evolve D&I vision, mission, valuesEstablish short and long term D&I goals Explore and decide various D&I strategies Develop strategy plan, talent and business alignment
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Diversity & Inclusion communication plan:Build internal awareness & engagementLeverage and align external communications & branding Establish communication channels and roll-out plan
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Recruitment process optimization:Review specified recruitment processes/policiesCreate unified, level 3 process maps and responsibility matrixCreate optimized processes to eliminate biasAssist with process deployment plan
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Diversity & Inclusion metrics:Overview of potential metrics to trackAlignment of D&I metrics with D&I goalsEstablish baseline D&I metricsSupervise D&I analytics and dashboards
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Compensation and benefit optimization:Review current compensation and benefit policies and structureEvaluate optimum compensation and benefit structure to engage and motivate employees around D&I
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Advancement process optimization:Evaluate current advancement, promotion and succession planning process and policiesOptimize advancement and promotion processes to ensure a healthy, diverse talent poolAssist with process deployment plan
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Employee retention process optimization:Review specified retention processes/policiesCreate unified, level 3 process maps and responsibility matrixCreate optimized processes to decrease voluntary turnoverAssist with process deployment plan
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Interview process optimization:Review candidate interview process/policiesOptimize the interview process (panel, selection criteria etc.)Assist in creation of standardized interview templates and guides
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Performance management process optimization:Review current performance management processes/policies Create unified process maps and responsibility matrixOptimize performance management process to eliminate bias during evaluationAssist with process deployment plan
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"Lead Inclusively’s H.R. Labs helped us understand gaps in our recruiting process and shared systematic optimizations that increase the hiring of diverse candidates, helping us move closer to our D&I targets."V.P. Human ResourcesTop Genomics Firm
