9243 Recruiting & Retaining a Diverse Workforce ... · Recruiting and Retaining a Diverse Workforce...

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7/17/2014 1 Workforce Diversity: Recruiting and Retaining a Diverse Workforce Charles E. Pinson Anderson, SC Catherine Schoenenberger Westford, MA Mark Riley Dublin, OH Caroline Barlow Everett, WA Presentation Outline Diversity vs. Affirmative Action Presented by: Charles E. Pinson The Importance of Workforce Diversity Presented by: Mark Riley Recruiting a Diverse Workforce Presented by: Catherine Schoenenberger Retaining a Diverse Workforce Presented by: Caroline Barlow Diversity vs. Affirmative Action Charles E. Pinson, CRM, CCRM Safety/Accreditation Manager Anderson County, SC APWA South Carolina State Chapter

Transcript of 9243 Recruiting & Retaining a Diverse Workforce ... · Recruiting and Retaining a Diverse Workforce...

Page 1: 9243 Recruiting & Retaining a Diverse Workforce ... · Recruiting and Retaining a Diverse Workforce Charles E. Pinson Anderson, SC Catherine Schoenenberger Westford, MA Mark Riley

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Workforce Diversity: Recruiting and Retaining a

Diverse Workforce

Charles E. PinsonAnderson, SC

Catherine SchoenenbergerWestford, MA

Mark RileyDublin, OH

Caroline BarlowEverett, WA

Presentation Outline

Diversity vs. Affirmative ActionPresented by: Charles E. Pinson

The Importance of Workforce DiversityPresented by: Mark Riley

Recruiting a Diverse WorkforcePresented by: Catherine Schoenenberger

Retaining a Diverse WorkforcePresented by: Caroline Barlow

Diversity vs. Affirmative Action

Charles E. Pinson, CRM, CCRMSafety/Accreditation Manager

Anderson County, SCAPWA South Carolina State Chapter

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I Don’t Like Diversity!!

What is Diversity?

“Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individuals’ collective achievements.”

Affirmative Action Program Employment programs required by federal statutes

and regulations designed to remedy discriminatory practices in hiring minority group members; i.e., positive steps designed to eliminate existing and continuing discrimination, to remedy lingering effects of past discrimination, and to create systems and procedures to prevent future discrimination; commonly based on population percentages of minority groups in a particular area. Factors considered are race, color, sex, creed, and age.

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Demographics

Anderson County Whites – 80.9% Blacks – 16.6% Indian/Alaskan – 0.3% Asian – 0.8% Hispanic/Latino – 3.1%Source: US Census Bureau 2011 QuickFacts

Public Works Division Whites – 89.05% Blacks – 9.95% Indian/Alaskan – 0% Asian – 0.5% Hispanic/Latino – 0.5%Source: Anderson County HR Dept.

What is the Difference? Diversity:

Diversity approaches the concept of inclusiveness through promotion, awareness, and accountability.

Affirmative Action:Employment program required by federal statues and regulation used as an attempt to equalize the educational, employment, and contracting opportunities for minorities and women, and to rid America of discrimination.

The Program Purpose The program is intended to promote

awareness and accountability as we embrace diversity in our workforce.

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I Need You To Survive

The Importance of Workforce Diversity

Mark A. Riley, CPMSupervisor, Street and Utilities

City of Dublin, OHAPWA Ohio State Chapter

Does diversity represent inclusion or infinity? The difference is in ability, experience,

and personality.

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A Diverse Nation Our nation and workforces are

both becoming more diverse. More people of color and women

are entering the public works industry. Individuals of different sexual orientation are

making vital contributions to our economy, while being increasingly open about who they are.

Generational gaps – the trend of people living longer and retiring later, resulting in four distinct generations working side by side.

Why is Diversity important in the Workplace? Imagine if you put all the extroverts together.

Everyone is talking, but no body is listening. (By contrast,) with a team of (nothing but) introverts, you can hear the clock ticking on the wall. ~ Professor John Hollenbeck, Effective Management -a multimedia approach, 4th edition

“If you always do what you've always done, then you'll always get what you already got.”

~ Tony Robbins

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Why is Diversity important in the Workplace? A strong workplace not only has talented

members, but those individuals are different in terms of infinity.

Businesses are recognizing the importance of inclusion as part of talent management practices to continually challenge their organizations and to make connection between principles and performance.

Diversity is especially crucial as companies interact with different cultures and clients.

Advantages of Workplace Diversity: Increased productivity Better creativity and problem solving Adds a competitive edge Improved staff loyalty and retention

Advantages of Workplace Diversity: Attract new customers, employees,

and business partners Reduced litigation expenses and

discrimination lawsuits Businesses that embrace diversity have

a more solid footing in the marketplace than others

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What Can Employers Do? Zero Tolerance Train Managers & Hold them

Accountable Require Mandatory Employee Diversity

Training

Recruiting a Diverse Workforce

Catherine SchoenenbergerPresident, Stay Safe Traffic Products, Inc.President, New Hampshire Construction

Career Days, Inc.Westford, Massachusetts

APWA New England Chapter

What are the trends?

Decreasing Labor Force Rate

Racial and Ethnic Diversity

Retirements and Aging Population

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Who’s job is that? Human Resources Professionals

DPW Directors

Mid-level Managers

Who is the best candidate? Demographics to mirror your

agency/service area

Young Professionals (YP)

Average age for Entry Level is 40 years

50% are 46 – 50 years!

When is the best time? Continuously via strong partnerships

According to academic schedules

When opportunity presents itself

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Where do you find candidates? Partnerships with local community

colleges and technical schools

Construction Career Days events

AASHTO TRAC programs

Project Lead the Way/STEM curriculum

How Do You Recruit with Diversity? Cast a broad net Public Works Awareness Week Social media Word of mouth Student internships

Why Recruit with Diversity? More competitive

More efficient and productive

More innovative and creative

Better job performance

Investment in the future: fill that pipeline

Succession Planning

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References “Ten Keys to Successful Diversity Recruiting.” Diverse

Workplace, Inc. 2003

“Preparing the Workers of Today for the Jobs of Tomorrow.” Executive Office of the President Council of Economic Advisers, July 2009

“The State of Diversity in Today’s Workforce.” Center for American Progress, July 2012

“Analysis and Benchmarking of Recruitment and Hiring Practices of State Departments of Transportation.” Barbara T. Harder, B. T. Harder, Inc., as requested by American Association of State Highway and Transportation Officials (AASHTO), November 29, 2006

Special thanks to Humberto R. Martinez, National Construction Career Day Center, FHWA-retired

Retaining a Diverse Workforce

Caroline Barlow, P.E.Associate Civil EngineerMurray, Smith & Associates, Inc.

Everett, WashingtonAPWA Washington State Chapter

A diverse team brings together a broad spectrum of talents and are better equipped to creatively solve problems

Diverse Team

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Strategy to Retain a Diverse Workforce Commitment to diversify

Offer mentoring

Provide training

Support upward mobility

Open communication

Avoid “tokenism”

Be open minded

Respect different experiences

Walk the talk

Commitment to diversify Involve all staff

Survey and interview across demographics

Determine employee needs

Create and implement strategic plan for retention

Follow through

Offer mentoring Support new employees

beyond the first week

Recruit mentors:

• Minority mentor - share experiences and serve as a sounding board

• Majority mentor - share insight and provide networking opportunities

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Provide Training Promote regular diversity training

that emphasizes:

• understanding and empathy of different points of view

• critical thinking skills and tools to succeed in a multicultural environment

• cross-cultural teamwork to help staff work well together

Support upward mobility

Make promotion opportunities transparent and open to diverse applicants – not just hierarchal

Provide continuing education and leadership training

Open Communication Express employees opinions and ideas

are valued

Establish open-door policy

Convene periodic focus groups

Find out what is working and what is not

Create structure for conflict resolution

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Avoid “tokenism”

Encourage involvement on committees or in decision-making groups based on employees interests and strengths, not their diversity

Be open-minded

Don’t assume that “the way it’s always been” is the best way

New ideas and perspectives can bring innovation and solve problems

Respect differences

Recognize that culture and values of other people are just as valid and important to them as yours are to you

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Truly embrace diversity-friendly policies and practices from the top-down throughout your organization

References Thompson, George. “Strategies for

Retaining Diverse Employees.” Diversitycouncil.org. Web. 26 March 2014

“Retaining a Diverse Staff: Techniques that Work in a Multicultural Organization.” Hcareers.com. Web. 26 March 2014

Lieberman, Simma. “Moving Beyond the Numbers: How to Recruit and Retain a Diverse Workforce.” simmalieberman.com. Web. 26 March 2014

Questions?