Following a CUPA-HR Roadmap!

1. Welcome! The program will begin shortly. “Diversity, Equity, & Inclusion” Following a CUPA-HR Roadmap! Featuring Elaine Britt– Director of Benefits & Compensation at Rice University. • Also featuring: • Linda Lulli– CUPA-HR Board Member and Associate VP of HR • at Bryant University • Leah Burns– Chief Corporate Relations Officer – CUPA-HR • Tommy Siragusa – Marketing Manager - PeopleAdmin

2. The Leader in Talent ManagementOver 700 institutions of all sizes rely on PeopleAdmin • Over 10 years serving institutions of higher education • Over 1000 implementations • 99% renewal rate • CUPA Corporate Advisory Council Member

3. SelectSuite® - Talent Management SolutionThe Only CLOUD Solution Built to Meet the Unique Needs of Higher Education www.peopleadmin.com

4. 2012 Talent Management Trends Higher Education HRChallenges on Diversity Access to diverse candidates Executing a plan to build an inclusive culture Work/Life balance Individual differences in the workplace Defining an inclusive culture

5. CUPA-HR is higher ed HR. We serve higher education by providing the knowledge, resources, advocacy and connections to achieve organizational and workforce excellence.

6. PeopleAdmin + CUPA-HR Partnership

7. Today’s Topic HR’s Role in Making Our Campuses More Inclusive Places to Work

8. As we move beyond affirmative action plans to document “progress” as defined by the federal government … There is still much work to do to help our employees truly understand how the convergence of different perspectives, different viewpoints and different experiences is part of what creates and drives institutional excellence.

9. A Call to Action Why is this work so important and why now? • A changing higher education environment. • The evolving position of higher ed HR professionals to lead this work. • We must do this work because it is needed now and because we can.

10. HR Leading the Charge on Campus “Just because your institution has a diversity statement or even an action plan, utopia isn’t going to arrive overnight. It’s very much a journey. It’s a delicate balance and it’s tough work. And no, you can’t do it by yourself, just one person or just one department. But I guarantee that the institutions that are at the forefront in diversity and inclusion have strong HR people that are leading the charge.” Erma Johnson Hadley Chancellor Tarrant County College http://www.cupahr.org/hew/files/HEWorkplace-Vol3No2.pdf

11. Linda Lulli CUPA-HR Board Member Associate VP Human Resources Bryant University Linda Lulli is a member of the CUPA-HR Board of Directors. Linda brings with her 23 years of volunteer leadership and HR management experience. She is the chair for the past two years of the Diversity, Equity and Inclusion Committee. She has been very active in CUPA-HR’s Eastern Region, serving on the board for 12 years in various capacities. She also served as chair of the association’s national conference program committee in 2009. Linda also has presented at several CUPA-HR chapter, regional and national conferences.

12. Building Inclusive Excellence: Moving Forward With CUPA-HR’s Roadmap and Call to Action Presented by Linda S. Lulli, SPHR Associate Vice President Human Resources, Bryant University and CUPA-HR’s Diversity, Equity & Inclusion Committee Chair

13. CUPA-HR’s Proactive Commitment • CUPA-HR’s core values & beliefs • Specific steps to move us along the journey • Why we need to shape a higher education culture that welcomes, learns from and celebrates differences among people • Ways to promote diversity, equity and inclusion in the higher education workplace • Providing resources and tools

14. Developing an Intentional Focus • DE&I Committee Formed to Support CUPA-HR’s Journey • Subgroups created to focus on key action areas: • Member/Chapter Engagement & Outreach • Resource Development/Learning Opportunities • Collaboration and Partnerships • Assessment/Measuring Progress

15. Engagement & Outreach • Building Commitment & Providing a Roadmap • CUPA-HR’s Inclusion Cultivates Excellence Position Statement & Strategic Action Plan • Providing Definitions for Diversity, Equity and Inclusion • Member survey to identify resource needs • Identified level of institutional focus on diversity, equity & inclusion; key actions taken; leadership responsibility on campus; innovative practices; member/institution needs • Sought volunteers to assist & to share innovative practices/success stories • Presentations at CUPA-HR annual/region conferences and chapter meetings (pre-conference workshops in 2012-13 for a deeper dive)

16. Resources: Learning From Each Other • Development of Member Resources • Collected substantial number of tools/resources • Volunteers engaged in review of resources • Resource implementation on Knowledge Center • Identifying promising practices – inside & outside of higher education • Sharing Corporate Partner Experiences • Resources shared by our Corporate Partners • Collaborative program development/delivery

17. Collaboration/Partnerships • Building Partnerships With Other Higher Education Associations (NACUBO, NADOHE, etc.) • Collaboration With the Office of Disability Employment Policy at the U.S. Department of Labor – 2012 annual conference sessions • Committee Support Needed • Help us move forward on our journey!

18. Assessment/Measuring Progress • Development of models for assessment/measuring progress • Identifying promising practices/scorecards • Creating a LinkedIn community for continuing dialogue and to learn from each other

19. Criteria for the Inclusion Cultivates Excellence Award • The program takes a creative approach and has had a significant impact on the recruitment and retention of a diverse faculty and/or staff, fosters engagement and provides education that builds inclusion. • The program has been implemented and has been in place for at least one year with measurable results. • The institution’s HR department was instrumental in creating the program, and/or actively participates in the program. • The program demonstrates an institutional commitment to building a diverse, equitable and inclusive community. • The institution that developed the program is a member of the national association (CUPA-HR).

20. Elaine Britt Director of Benefits & Compensation Rice University Elaine Britt develops and manages health and wellness programs for the university and has served both higher education and health care systems as a consultant at SynHRgy HR Technologies (now part of Mercer) and Watson Wyatt Worldwide (now Towers Watson).

21. Investing in Equity • We realized that our Latino population was not investing in their own retirement. • Lower participation in the plan. • Lack of awareness of financial planning resources. • Why were we not reaching them? • Is language the only issue? • What could we do better? • How can we get distinct groups of our population to pay attention?

22. Investing in Equity • Rice University is located in Houston, TX, and we are part of a diverse, growing and changing community:

23. Investing in Equity • Developed materials/sessions with TIAA-CREF to target Rice’s Latino population: • Developed Spanish and English language co-branded materials. • HR attended meetings and got supervisors on-board. • Held Spanish-only sessions and one-on-one meetings directly with TIAA-CREF. • Worked with management to get paid time off of work schedules to attend meetings.

24. Investing in Equity • Results included an increased awareness of the retirement program and engagement. • 84% of Spanish-speaking staff who attended the seminars requested later one-on-one advice sessions. • 24% of attendees initiated or increased their own retirement savings contributions. • The measureable results included: • Pre-intervention = 40.4% participation (versus 45.0% non-Latino). • Post-intervention = 49.6% participation (versus 47.9% non-Latino). • We currently have more Latino participants than non-Latino!

25. Investing in Equity • Given the success of this program, Rice expanded this engagement model to target: • Women in the retirement program to increase investment contributions and risk tolerance. • Latinos who are diabetic or pre-diabetic with glucose testing and nutritional counseling. • Faculty to engage in lifecycle milestones (tenure-track, family, tenure, etc.) for retirement planning. • And, more to come…

26. Building Inclusive Excellence – What’s Your Role? • Where is your institution on the evolutionary path? • What kind of actions are you taking now or could you take to enhance diversity, equity & inclusion on your campus? • What have you done or are doing to create an inclusive workplace? • What are examples of success that you can share?

27. Resources Available • Visit CUPA-HR’s Website • Inclusion Cultivates Excellence: CUPA-HR’s Position Statement and Action Plan (and video) • HR Focus Area for Diversity & Inclusion (CUPA-HR members only) • Link to DE&I Committee’s Resources & Toolkit Development Area • Committee Support Needed! • Help us move forward on our journey • Contact us at diversity@cupahr.org if interested in participating

28. We’re In It Together! “Diversity, equity and inclusion are critical to driving organizational excellence, and the belief in these principles must be part of the fabric, framework and culture of an organization. CUPA-HR is committed to helping you instill these principles at your institution, create this culture on your campus and lead these efforts at your school. We know that many campuses are already doing great work to create diverse and inclusive work environments. We sincerely hope you will join us in this effort!” Andy Brantley CEO and President CUPA-HR

29. Questions?

30. Continue the Dialogue and Find Out More Become a CUPA-HR member… www.cupahr.org/membership Keep up with new developments… www.cupahr.org • The Diversity issue of The Higher Education Workplace contains thought-provoking and relevant content on Diversity on Campus. www.cupahr.org/hew/files/HEWorkplace-Vol3No2.pdf

31. Contact us! Elaine Britt – Rice University britt@rice.edu Linda Lulli – Bryant University lslulli@bryant.edu Leah Burns – CUPA-HR lburns@cupahr.org Tommy Siragusa tommy.siragusa@peopleadmin.com sales@peopleadmin.com Austin, Texas!

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