HRO Today June 2015 - 54

Workplace Diversity
deliver lasting positive impact, however, the strategy
must also look internally to address the most critical
driver of change: organizational culture and the
employee experience.
3. Does our diversity strategy influence the experience of
our employees every day?
The daily experience of employees is a true reflection
of a company's commitment to diversity. A great
way for a company to begin influencing that
experience is to assess its " cultural competence. "
How proficient is an organization at overcoming the
barriers to employee opportunity, engagement, and
productivity? Consider the following questions:
* Is there a diverse leadership team managing the
day-to-day operations?
* Are there diversity champions who take an active
role in coaching, mentoring, and educating?
* Does the overall workforce reflect the changing
demographics of society?
* Are different points of view and innovation
encouraged and welcomed?
* Does the company support employees' efforts to
learn a second language?
* Are there specific and measurable diversity outreach
recruitment efforts?
* Have hiring managers developed and implemented
actionable plans to improve diversity in their
respective areas?
* Does the company support employee resource
groups (ERGs)? These groups are established by the
organization and give employees the opportunity to
join and connect with others in their group and work
toward common goals, outreach and other activities.
Asking questions and being aware of individual biases
and perceptions are important steps to identifying
internal roadblocks. Once barriers are identified, they
must be addressed in order to build the foundation
for a successful diversity and inclusion program.
4. Have we identified our diversity goals and the
performance metrics to support them?
[54]
HRO TODAY MAGAZINE
|
JUNE 2015
Each organization has unique challenges. Identifying
and communicating goals that address those specific
challenges is the first step to bringing the diversity
strategy to life. Once expectations are established, a
consistent, periodic status report to key stakeholders
is crucial for maintaining visibility.
Along with the reporting of performance data,
it is important to draw from lessons learned and
make adjustments as needed. Likewise, devoting
resources and training to support the goals is essential
for enabling action and creating change. Finally,
celebrating successes will reinforce commitment and
keep the strategy moving forward.
How can organizations measure performance? Hard
metrics vary by organization, and they range across
pre-employment and employee functions. Examples
of talent acquisition and hiring metrics include
diversity of candidate slate and diversity of applicants
hired. Examples of employee metrics include the
percentage of internal diverse employees who are
promoted, the percentage of leaders who participate
in company mentorship programs, or the percentage
of leaders with diversity goals linked to incentive
compensation.
How a company communicates the goals and plan
goes a long way toward achieving results. General
announcements or communications campaigns may
gain some level of awareness. However, specifics
on the objectives, clear definitions of success, and
transparency of process will win long-term buy-in and
support.
These are yes-or-no questions, and for many-if
not most-organizations, the answer to each of
them will be " no. " This is not a reason to put off the
conversation. Simply asking the right questions can
help establish the tone and priorities for an effective
diversity strategy.
Beginning small is fine, as long as it's a real beginning.
In fact, starting from the basics is often preferable
to more highly visible but shorter-term publicity and
awareness efforts. In the real world, organizations
must do both as they evolve their cultural competence
while continuing to attract a diverse workforce.
Audra Jenkins is senior director of diversity and compliance for
Randstad Sourceright.

HRO Today June 2015

Table of Contents for the Digital Edition of HRO Today June 2015

HRO Today June 2015 - 1
HRO Today June 2015 - 2
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