HRO Today September 2016 - 45
Highlights from the white paper: " Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For Driving
Measurable Improvements " with commentary from Peter Vermeulen, Head of HR Americas, the Linde Group
1. Acquiring Talent (Workforce Data)
Simply counting the number of new hires that fit into different diverse
groups is not enough. The challenge is to provide context. What is your
target portion of new hires from a certain diverse group in a certain
role? At what percentage should you be concerned that representation
is too low? When does an issue become a priority?
The answers can come from benchmarking by industry, role and
location. Establish the priorities and set goals, even if you begin with a
single diverse group: gender, ethnicity or others. This can evolve over
time.
Examples of measurement:
* Newly hired talent by diverse group at all levels of the organization
* Experienced hires vs. college recruiting
* Talent pipeline by diverse group
* Equal pay assessment
* Frequency: Monthly or quarterly
2. Developing and Advancing Talent (Workforce Data)
Look carefully at your established development programs. In our case,
we began by tracking our organization's executive leadership program.
The program requires energy and investment, so tracking diversity
progress gave us the motivation and support for gauging performance.
We looked at diverse talent included in the program and focused on a
three-year window. At a minimum, a participant in our program should
advance (i.e., be targeted for a new role) within three years. That
means on average, a third of candidates would move up each year.
We could then track advancement of each diverse group against the
progress of other groups.
Examples of measurement:
* Percentage of diverse high-potential employees (HIPOs) that are
three or more years in the same role
* Percentage of diverse HIPOs that successfully completed leadership
training and were promoted within three years
* Percentage of diverse employees advancing per year, compared
across all groups
* Equal pay assessment
* Frequency: Quarterly or annually
3. Retaining Talent (Workforce Data)
Retention is closely influenced by the other measurements, most
notably the previous measure of development and advancement,
as well as the sixth measure, engagement. For context, begin by
comparing your retention rate against the industry average. Then,
identify problem areas and dig deeper into the contributing data.
Examples of measurement:
* Diverse talent turnover with root cause analysis
* Diverse talent " regrettable losses " (those who left even though the
organization would prefer to retain them)
* A number of leading indicators can also apply here, including
employee engagement survey results (see #6), cultural competence
assessment and flight risk
* Predictive analytics
* Frequency: Quarterly
4. Representation (Workforce Data)
The representation of diverse groups within the employee population
is a strategic measure that often informs goal-setting for the other
metrics in the six-pack. For many organizations, this may serve as the
beginning of the conversation, and improvements in representation
are often mentioned in corporate annual reports. It's not difficult
to achieve the metric itself. Equal Employment Opportunity (EEO)
reporting in the U.S. already brings this measure to light in many cases.
Examples of measurement:
* Representation vs. availability in the market
* Frequency: Annually or semi-annually
5. Succession Planning Pipeline Strength (Workforce Data)
Succession planning is an important driver of diversity at higher levels
in every organization. It is a direct predictor of what the talent mix
may look like in senior roles in the future. A continuous and focused
succession planning process is acknowledged as a best practice by most
companies, yet it continues to present challenges. Chief among them is
a need for an objective way to identify candidates for the pipeline.
Examples of measurement:
* Percentage of ready-now diverse workers in pipelines for critical roles
* Percentage of future-ready diverse workers in pipelines for critical
roles
* Frequency: Annually or semi-annually
6. Engagement (Workforce Data)
The first five measures relate to the diversity aspect of the workforce.
They ultimately reflect the talent coming through the door, whether
that door is an entry into the organization or higher levels within
the company. The engagement measure is different. It is aimed
at measuring how well that talent is able to work once inside and
addresses the inclusion factor. It is an extremely important yet more
elusive metric to gauge.
Examples of measurement:
* Overall engagement index
* Engagement index for diverse groups
* Inclusion index
* Pulse checks
* Cultural competence assessment
* Frequency: Annually or periodic pulse checks
About the Authors:
Peter Vermeulen is the Head of HR Americas for The Linde Group, a world
leading supplier of industrial, process and specialty gases. He has 20
years' experience in the European, South and North American market
zones, as well as in healthcare, including HR management and leadership
roles at Johnson & Johnson.
Audra Jenkins is the Senior Director of Diversity and Compliance in the
Randstad Sourceright Center of Expertise (COE). With more than 18
years of human resources, diversity and compliance experience, Jenkins
was instrumental in developing Randstad Sourceright's shared services
offerings and has advanced expertise across multiple industries.
Learn more about D&I by downloading the full report:
http://www.hrotoday.com/category/market-intelligence/white-papers/
(1) " HRO Today Services and Technology Association Staffing Metrics Report, " September, 2015.
(2) Vivian Hunt, Dennis Layton, and Sara Prince " Why Diversity Matters, " McKinsey & Company, January 2015.
DOWNLOAD
http://www.hrotoday.com/category/market-intelligence/white-papers/
HRO Today September 2016
Table of Contents for the Digital Edition of HRO Today September 2016
HRO Today September 2016 - 1
HRO Today September 2016 - 2
HRO Today September 2016 - 3
HRO Today September 2016 - 4
HRO Today September 2016 - 5
HRO Today September 2016 - 6
HRO Today September 2016 - 7
HRO Today September 2016 - 8
HRO Today September 2016 - 9
HRO Today September 2016 - 10
HRO Today September 2016 - 11
HRO Today September 2016 - 12
HRO Today September 2016 - 13
HRO Today September 2016 - 14
HRO Today September 2016 - 15
HRO Today September 2016 - 16
HRO Today September 2016 - 17
HRO Today September 2016 - 18
HRO Today September 2016 - 19
HRO Today September 2016 - 20
HRO Today September 2016 - 21
HRO Today September 2016 - 22
HRO Today September 2016 - 23
HRO Today September 2016 - 24
HRO Today September 2016 - 25
HRO Today September 2016 - 26
HRO Today September 2016 - 27
HRO Today September 2016 - 28
HRO Today September 2016 - 29
HRO Today September 2016 - 30
HRO Today September 2016 - 31
HRO Today September 2016 - 32
HRO Today September 2016 - 33
HRO Today September 2016 - 34
HRO Today September 2016 - 35
HRO Today September 2016 - 36
HRO Today September 2016 - 37
HRO Today September 2016 - 38
HRO Today September 2016 - 39
HRO Today September 2016 - 40
HRO Today September 2016 - 41
HRO Today September 2016 - 42
HRO Today September 2016 - 43
HRO Today September 2016 - 44
HRO Today September 2016 - 45
HRO Today September 2016 - 46
HRO Today September 2016 - 47
HRO Today September 2016 - 48
HRO Today September 2016 - 49
HRO Today September 2016 - 50
HRO Today September 2016 - 51
HRO Today September 2016 - 52
HRO Today September 2016 - 53
HRO Today September 2016 - 54
HRO Today September 2016 - 55
HRO Today September 2016 - 56
HRO Today September 2016 - 57
HRO Today September 2016 - 58
HRO Today September 2016 - 59
HRO Today September 2016 - 60
HRO Today September 2016 - 61
HRO Today September 2016 - 62
HRO Today September 2016 - 63
HRO Today September 2016 - 64
HRO Today September 2016 - 65
HRO Today September 2016 - 66
HRO Today September 2016 - 67
HRO Today September 2016 - 68
HRO Today September 2016 - 69
HRO Today September 2016 - 70
HRO Today September 2016 - 71
HRO Today September 2016 - 72
HRO Today September 2016 - 73
HRO Today September 2016 - 74
HRO Today September 2016 - 75
HRO Today September 2016 - 76
HRO Today September 2016 - 77
HRO Today September 2016 - 78
HRO Today September 2016 - 79
HRO Today September 2016 - 80
HRO Today September 2016 - 81
HRO Today September 2016 - 82
HRO Today September 2016 - 83
HRO Today September 2016 - 84
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2022
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2022
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2020
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2021
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-chro-today-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/chro-today-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-1014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hrot-january-february-2014
https://www.nxtbookmedia.com