HRO Today June 2018 - 11

Special D&I Report
and diversity for Blackbaud, also sees the value in
providing opportunities and support to individuals in
minority groups. For example, Blackbaud hosts a Women's
Executive Summit for every female leader within the
organization and has launched employee-led affinity
groups to support their strategy.
" These events demonstrate a commitment to D&I
throughout the company, the community, and our
customers, " says Anderson. " They create a community
where peers can support peers and create a culture of D&I. "
AMN Healthcare is an organization that
has been quite successful at achieving
gender equality through longterm
policies around hiring
and promoting, says Julie
Fletcher, chief talent officer.
" We adopted an allinclusive
talent strategy
where we purposefully
sought the best-quality
team members among
all people. Diversity
programs are great as
one piece of the building
blocks of a true culture of
equality, " she explains.
AMN Healthcare's purposeful
strategy has the numbers to
back its effectiveness:
* Sixty-six percent of the entire team
company-wide consists of women;
* Sixty-two percent of supervisors and senior managers are
women;
* Forty-four percent of corporate directors and above are
women;
* Twenty-five percent of the Board of Directors are
women; and
* The executive team includes a female CEO, chief legal
officer, chief clinical officer, chief talent officer, and a
division president.
Voya Financial is another organization that has been
recognized with an impressive list of accolades for their
diversity and inclusion efforts, including being listed on
the inaugural 2018 Bloomberg Gender-Equality Index for
financial services; being honored as a 2018 World's Most
Ethical Company® by the Ethisphere Institute for the fifth
consecutive year; and being named to Fortune Knowledge
Group's Top 20 Gender Diversity Index list, among others.
And this did not happen by accident.
" We believed that culture and diversity were an accelerator
of our performance, and we knew that we needed a
leadership team to invest in and realize that importance, "
says Kevin D. Silva, EVP and CHRO of the organization.
Diversity and inclusion
need to be interlinked with
culture. Organizations will only
achieve personal and professional
goals when they capitalize on
-Julie Fletcher,
chief talent officer,
AMN Healthcare
differing backgrounds, experiences,
and perspectives.
What steps did Voya take? The company
started with its board. " We purposefully
moved our own internal forces and
reconstructed our board. In 2013,
after our initial public offering, we
had nine male board members.
Today, 50 percent of the
independent directors on the
board of directors are women
and 13 percent are racially/
ethnically diverse. Boards
of directors should have a
combination of genders,
ethnicities, age, and skills
that reflect the company and
its customers, " Silva says.
Diversity in Hiring
In addition to company culture,
D&I practices are critical in the hiring
process. Silva believes that an organization's
talent acquisition strategy is intricately tied
to a culture of inclusivity. " This addresses equality in
leadership opportunities, parity of promotions, a rigorous
performance management process to internally promote
and retain employees of diverse backgrounds, and
strategic recruiting, " he explains.
Blackbaud's Anderson recommends that hiring managers
and recruiters be held accountable to service level
agreements that measure a diverse slate of candidates.
There is strength in numbers: Fast Company reports that
the chances of hiring a woman are 79 times greater when
there are two female candidates in the talent pool when
compared to one, and the chances of hiring a minority are
194 times greater when there are two minority applicants.
Diversity training through a specific recruiting event
JUNE 2018 | www.hrotoday.com
[11]
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HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

HRO Today June 2018 - 1
HRO Today June 2018 - 2
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