Compare current state to desired future state – document gaps

1. ~ Making it practical 3 Diversity Check-Up Map: Processes & Possibilities Internal Focus • Targeted college recruiting (including schools historically serving underrepresented groups) • Composition mapping for diverse hiring pool • Training / guidelines for recruitment staff and executive recruiters • Job fairs that attract diverse pool of candidates • Expand candidate pool by using Web to find members of minority-focused student groups • Scan memberships of alumni associations • Ensure Web site reflects diversity-friendly culture; include activities of diverse employee groups • Inclusion of minority representatives on recruiting team • Provide information on diversity in communities in which hiring is being done (especially where relocation involved) • Increased incentives for employee referrals that promote diversity • Inclusive job descriptions • Contact of minority and women candidates in final year of advanced-degree programs • Promotion of the organization’s diverse culture at professional/networking events • Provide guidelines to diverse candidates about how to prepare/submit strong covering letters/resumes • Referral program for vendors/customers who present diverse candidates • Include in interview process a checklist of job-selection criteria for diverse candidates • Develop demographic/psychographic profiles of existing diverse population and determine why they work for the organization • Maintain database of candidates based on search for those who have publishing/speaking history • Contact association leaders for candidate referrals Review initiatives supportive of diversity in recruiting/hiring Assess hiring pool for success in attracting underrepresented Review processes for maintaining candidate records Consider and address possible assumptions/stereotypes Recruiting / Hiring Ensure recruiting conveys specific value of diversity Review technology resources utilized in recruiting Review activities/success rate in “closing the sale” Review track record and qualifications of recruiting team Setting the stage 1 Refining the approach 2 Conduct competitive analysis of firms competing for talent Align diversity efforts with organizational hiring goals Redefine/confirm expectationsof employees Review overall purpose andvision for diversity efforts Review interview processes for potential biases • Formal orientation sessions for all new hires, including direction on “common language” • Initial training emphasizing value of respect, tolerance, business value of diversity • Video presentation from senior management reinforcing diversity message • Identify and make introductions to affinity groups • Mentor and/or peer advisor programs (cross-cultural, ideally) • “Contract” recognizing understanding of diversity/harassment policies • Role clarity in terms of accountability for supporting diverse culture • Periodic “refresher” training related to diversity and inclusiveness • Access to online self-learning modules Review contents/approach for new hire orientation Review/refine specific goalsfor diversity efforts Identify/anticipate roadblocksto future success Review level of senior management involvement Orientation &Training Review effectiveness of mentor or peer-to-peer programs Ensure training materials reflect latest best practices Confirm purpose/goals integratedwith broader organizational goals Reconfirm compliance with EEOand affirmative action requirements,and assess legal vulnerability Review frequency/delivery of ongoing diversity training • Developmental assignments • Apprenticeship programs • Work committees supportive of diversity goals • Co-op internship opportunities for high school/college students • Flexible work arrangements, including leaves/sabbaticals • Affinity groups • Alternative dispute resolution processes • Support (e.g., time off) for community volunteerism • Financial and counseling support for continuing education • Including practical application of valuing diversity as a managerial and employee competency • Internal/external events acknowledging key cultural events – Black History Month, etc. Assess societal/demographicfactors that may impact efforts Review success of any current developmental assignments Assess expectations, concerns and values of internal stakeholder groups Review success of any work committees, affinity groups Employee &CulturalDevelopment Audit flexible work arrangements from diversity perspective Conduct/review research ofhistorical/current state Formalize “business case” forongoing diversity efforts Check link between diversity and change management efforts Review diversity components of succession planning Review results of any cultural due diligence auditing Conduct sensing, interviews to determine internal/external stakeholder perspectives Formalize measurable objectivesfor internal diversity effort Evaluate success in cultivating diverse supplier relationships • Communicate and discuss acceptance models for diversity • Link to corporate communication strategy • Coverage of diversity and diversity efforts on intranet and in internal publications • Section of intranet devoted to diversity activities (with opportunities for employee participation) • Periodic town hall meetings and/or breakfast/lunch sessions • Diversity annual reports • Diversity placemats, tent cards and other promotional items • Suggestion boxes and/or employee hotlines EmployeeCommunication Compare current state to desired future state – document gaps Evaluate link between diversity efforts and communication goals Develop strategies/tactics for internal diversity effort Conduct audit of diversity-related communication material Confirm definition and common language for diversity Ensure tools and tactics areup-to-date and effective • Periodic assessment surveys to determine employee perspectives and understanding • Exit interviews to determine if diversity efforts have failed in preventing turnover • Links to compensation reviews to determine if equity exists • Attrition studies Retention Review compensation/benefit strategies to ensure equity Review participation/performance ofthose with specific team accountabilities (steering committee) Assign accountabilities/tactics related to strategies established Review any available information on reasons for turnover • Senior management accountability for formal support of diversity efforts • Divisional / departmental results • Review of sources of candidates vs. success rate in hiring qualified employees • Review of reasons for lack of success • Review of why diverse employees have left the company • Collective review of performance of those hired (emphasis on underrepresented groups) • Retention rates of diverse employees • Employee research demonstrating level of satisfaction with company as diverse workplace(pulse polls, employee interviews, surveys, focus groups, executive interviews) • Review of measures related to use of diverse suppliers, distributors, etc. • Comparison of workforce demographics vs. customer demographics Assess performance, retention, other variables relative to effort Conduct cost/result analysisof activities to date Evaluate any correlation between diversity and other policies – e.g., absenteeism, safety, overtime Measurement Evaluate new/expanded revenue streams, cost mgmt results Update all successes and setbacks on diversity scorecard Evaluate link between diversity and individual/group goals Consider any global implicationsof diversity efforts, includingexpatriate population • Performance incentives for active participation in programs/strategies • Managerial incentives for active support/integration of diversity efforts • Spot awards for outstanding efforts in promoting diversity • Rewards to external recruiters for success in hiring diverse candidates • Referral awards for employees who present diverse candidates • Managerial rewards for development/retention of diverse candidates • Periodic “celebrations” of success and/or culturally significant events Evaluate success of incentive programs relative to diversity goals Rewards &Recognition Establish metrics for internal effort Evaluate success of impromptu awards Audit success of diversity-related events and celebrations ContinuousImprovement Establish plan for periodic check-ups, feedback to management