Today’s Presentation€¦ · Today’s Presentation. Building & Implementing a. Diversity and Inclusion Program. Presented by: Catherine Mattice, MA, SPHR, SHRM-SCP. International

Today’s Presentation

Building & Implementing aDiversity and Inclusion Program

Presented by:Catherine Mattice, MA, SPHR, SHRM-SCP

International speaker, author and consultantCivility Partners

Let’s Get Social @AscentisCorp & @catmattice

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Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.orgThe use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Today’s speakerCatherine Mattice• International trainer and consultant• Founder of Civility Partners• Author of two books• Expert in replacing negative workplace

cultures with positive workplace cultures• Adjunct at National University and University

of California at San Diego Extension (UCSD)• Cited on NPR, USA Today, Washington Times,

Huffington Post and more• Published in over 40 trade magazines

Agenda• Define D&I• Audit your D&I• Create a strategic plan• Expand your talent pool• Interview questions for D&I• Performance management• Overcoming challenges

White House Statement

We are at our best when we draw on the talents of all parts of our society, and our greatest accomplishments are achieved when diverse perspectives are brought to bear to overcome our greatest challenges.

Managing Diversity = Compliance

Inclusive Work Environment = Choice

Develop a Diversity Audit Plan

Developing a D&I Audit Plan

1. Develop the scope• This audit aims to determine our compliance with

state and federal regulations• This audit seeks to understand opportunities for

improvement in our already existing diversity initiatives

1. Develop the scope2. Where you will get information3. How to access it4. Audit team members5. Timeline6. Resources needed

Email me for this template planCa therine@CivilityPa rtners.com

Develop a Strategic Plan

Developing the Strategic Plan

1. Determine task force members2. Review data from diversity audit3. Determine key goals for D & I

1 Year Goal: Increase diversity within the workforce by intensifying recruitment efforts in new segments.

3 Year Goal: Increase number of minorities in management positions.

5 Year Goal: Create a culture that encourages collaboration and maximizes workforce potential.

1. Task force2. Review data3. Determine key goals4. Write out action items for each goal5. Determine responsible party6. Determine resources needed

Recruiting

Recruiting: Expand the Talent Pool

• referrals from contractors, customers and vendors• local community organizations• high schools or universities with high percentage

of minority groups• sponsor events related to specific minority groups• locate veterans at local bases, military job fairs

and the VA

Email me for a list of innovative recruiting ideasCatherine@CivilityPartners.com

Recruiting: Job Postings

Requirement: “demonstrate an ability to work effectively with individuals from diverse cultures”

"We love our diverse workplace!”versus“Equal opportunity employer”

Recruiting: Ask the Right Questions

Tell me about a time you had to work with someone whose values clashed with yours, and how did you work through it?

Tell me about a time your own biases got in your way. What did you learn from that experience?

Recruiting

Don’t ask if they are married or have kidsDo describe the job requirements

Don’t ask about religionDo let them know work is required on Sunday, for example

Don’t ask, “How old are you?” or “When did you graduate from high school?”Do ask if they have the necessary skills to complete the job requirements

Don’t ask if they have any disabilities or how many days they were sickDo make sure they meet the pre-requisites to perform the job. Describe the functions of the job in detail and ask if they can perform them without accommodations.

Employee Resource Groups

Diversity Networks

Training

• Diversity focused on the other (cultural awareness)

• Intercultural communication training focused on

the self (self-awareness)

Email me for information about our training programsCatherine@CivilityPartners.com

Communication

1. Conflict resolution process2. Open door policy 3. Respectful workplace policy

Performance Management

• Skills and competencies• Job descriptions• Feedback• Rewards• Promotions• Training• Enforcement of corporate policies• Disciplinary procedures• Annual employee evaluations• and more

Set clear expectations

Empower and encourage managers and supervisors

Work/Life Balance

1. Understand the needs of your workforce

2. Ideas include:• Alternative workweeks• Job sharing• Relocation and/or telecommuting• Paid maternity and paternity leave

Food for Thought

1. Who are your corporate heroes?

2. Ensure you are meeting wage/hour laws

3. Ensure consistency to avoid discrimination

Overcoming Challenges

Change is inevitable.Growth is optional.

John C. Maxwell

People resist change because they:

1. Fear losing something of value

2. Lack trust in leadership

3. Disagree that a D&I program is necessary

4. Have low tolerance for change

1. SELL the problem

2. Communicate the solution

3. Be open to discuss opposition

4. Keep your door open

5. Celebrate small successes

1. Do a diversity audit

2. Create a strategic D&I plan using the audit results

3. Think D&I in recruit efforts

4. Tie D&I into performance management

5. Remember work/life balance is part of D&I

6. Be prepared to overcome resistance

To recap:

Questions?

Please enter any questions into the “Questions” section of your GoToWebinar

panel on your computer screen

Housekeeping

Be watching using YOUR unique URL

for login

Stay on the webinar, online for the entire

duration

Certificates delivered by

email no later than

11/27/16

Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.orgThe use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Free Work/Life Balance Survey

1. Have a quick phone call with Catherine.2. Decide the best questions to ask.3. Receive an email with survey link attached.4. Receive a report with the survey responses.

Learn more here: www.civilitypartners.com

To help you get started…

Ascentis Recruiting

• Ascentis Recruiting helps you:• Recruit, Qualify, Hire, and On-board

• Recruiting process becomes completely automated

• Candidate portal that matches your corporate brand

• Supports paperless on-boarding through electronic signatures on documents such as I9s, W4s, and EEO

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Today’s Presentation€¦ · Today’s Presentation. Building & Implementing a. Diversity and Inclusion Program. Presented by: Catherine Mattice, MA, SPHR, SHRM-SCP. International

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