Compare current state to desired future state

1
3
Making it practical
Diversity Check-Up Map Processes Possibilities
Internal Focus

• Targeted college recruiting (including schools
  historically serving underrepresented groups)
• Composition mapping for diverse hiring pool
• Training / guidelines for recruitment staff and
  executive recruiters
• Job fairs that attract diverse pool of candidates
• Expand candidate pool by using Web to find
  members of minority-focused student groups
• Scan memberships of alumni associations
• Ensure Web site reflects diversity-friendly
  culture include activities of diverse employee
  groups
• Inclusion of minority representatives on
  recruiting team
• Provide information on diversity in communities
  in which hiring is being done (especially where
  relocation involved)
• Increased incentives for employee referrals that
  promote diversity
• Inclusive job descriptions
• Contact of minority and women candidates in final
  year of advanced-degree programs
• Promotion of the organizations diverse culture
  at professional/networking events
• Provide guidelines to diverse candidates about
  how to prepare/submit strong covering
  letters/resumes
• Referral program for vendors/customers who
  present diverse candidates
• Include in interview process a checklist of
  job-selection criteria for diverse candidates
• Develop demographic/psychographic profiles of
  existing diverse population and determine why
  they work for the organization
• Maintain database of candidates based on search
  for those who have publishing/speaking history
• Contact association leaders for candidate
  referrals

Review initiatives supportive of diversity in
recruiting/hiring
Assess hiring pool for success in attracting
underrepresented
Review processes for maintaining candidate records
Consider and address possible assumptions/stereoty
pes
Recruiting / Hiring
Ensure recruiting conveys specific value of
diversity
Review technology resources utilized in recruiting
Review activities/success rate in closing the
sale
Review track record and qualifications of
recruiting team
1
Setting the stage
2
Refining the approach
Conduct competitive analysis of firms competing
for talent
Align diversity efforts with organizational
hiring goals
Redefine/confirm expectationsof employees
Review overall purpose andvision for diversity
efforts
Review interview processes for potential biases

• Formal orientation sessions for all new hires,
  including direction on common language
• Initial training emphasizing value of respect,
  tolerance, business value of diversity
• Video presentation from senior management
  reinforcing diversity message
• Identify and make introductions to affinity
  groups
• Mentor and/or peer advisor programs
  (cross-cultural, ideally)
• Contract recognizing understanding of
  diversity/harassment policies
• Role clarity in terms of accountability for
  supporting diverse culture
• Periodic refresher training related to
  diversity and inclusiveness
• Access to online self-learning modules

Review contents/approach for new hire orientation
Identify/anticipate roadblocksto future success
Review/refine specific goalsfor diversity efforts
Review level of senior management involvement
Orientation Training
Review effectiveness of mentor or peer-to-peer
programs
Ensure training materials reflect latest best
practices
Reconfirm compliance with EEOand affirmative
action requirements,and assess legal
vulnerability
Confirm purpose/goals integratedwith broader
organizational goals
Review frequency/delivery of ongoing diversity
training

• Developmental assignments
• Apprenticeship programs
• Work committees supportive of diversity goals
• Co-op internship opportunities for high
  school/college students
• Flexible work arrangements, including
  leaves/sabbaticals
• Affinity groups
• Alternative dispute resolution processes
• Support (e.g., time off) for community
  volunteerism
• Financial and counseling support for continuing
  education
• Including practical application of valuing
  diversity as a managerial and employee competency
• Internal/external events acknowledging key
  cultural events Black History Month, etc.

Assess societal/demographicfactors that may
impact efforts
Review success of any current developmental
assignments
Assess expectations, concerns and values of
internal stakeholder groups
Review success of any work committees, affinity
groups
Employee CulturalDevelopment
Audit flexible work arrangements from diversity
perspective
Conduct/review research ofhistorical/current
state
Formalize business case forongoing diversity
efforts
Check link between diversity and change
management efforts
Review diversity components of succession planning
Review results of any cultural due diligence
auditing
Conduct sensing, interviews to determine
internal/external stakeholder perspectives
Formalize measurable objectivesfor internal
diversity effort
Evaluate success in cultivating diverse supplier
relationships

• Communicate and discuss acceptance models for
  diversity
• Link to corporate communication strategy
• Coverage of diversity and diversity efforts on
  intranet and in internal publications
• Section of intranet devoted to diversity
  activities (with opportunities for employee
  participation)
• Periodic town hall meetings and/or
  breakfast/lunch sessions
• Diversity annual reports
• Diversity placemats, tent cards and other
  promotional items
• Suggestion boxes and/or employee hotlines

EmployeeCommunication
Compare current state to desired future state
document gaps
Evaluate link between diversity efforts and
communication goals
Develop strategies/tactics for internal
diversity effort
Conduct audit of diversity-related communication
material
Confirm definition and common language for
diversity
Ensure tools and tactics areup-to-date and
effective

• Periodic assessment surveys to determine employee
  perspectives and understanding
• Exit interviews to determine if diversity efforts
  have failed in preventing turnover
• Links to compensation reviews to determine if
  equity exists
• Attrition studies

Retention
Review compensation/benefit strategies to ensure
equity
Review participation/performance ofthose with
specific team accountabilities (steering
committee)
Assign accountabilities/tactics related to
strategies established
Review any available information on reasons for
turnover

• Senior management accountability for formal
  support of diversity efforts
• Divisional / departmental results
• Review of sources of candidates vs. success rate
  in hiring qualified employees
• Review of reasons for lack of success
• Review of why diverse employees have left the
  company
• Collective review of performance of those hired
  (emphasis on underrepresented groups)
• Retention rates of diverse employees
• Employee research demonstrating level of
  satisfaction with company as diverse
  workplace(pulse polls, employee interviews,
  surveys, focus groups, executive interviews)
• Review of measures related to use of diverse
  suppliers, distributors, etc.
• Comparison of workforce demographics vs. customer
  demographics

Assess performance, retention, other variables
relative to effort
Conduct cost/result analysisof activities to date
Measurement
Evaluate any correlation between diversity and
other policies e.g., absenteeism, safety,
overtime
Evaluate new/expanded revenue streams, cost mgmt
results
Update all successes and setbacks on diversity
scorecard
Evaluate link between diversity and
individual/group goals
Consider any global implicationsof diversity
efforts, includingexpatriate population

• Performance incentives for active participation
  in programs/strategies
• Managerial incentives for active
  support/integration of diversity efforts
• Spot awards for outstanding efforts in promoting
  diversity
• Rewards to external recruiters for success in
  hiring diverse candidates
• Referral awards for employees who present diverse
  candidates
• Managerial rewards for development/retention of
  diverse candidates
• Periodic celebrations of success and/or
  culturally significant events

Evaluate success of incentive programs relative
to diversity goals
Rewards Recognition
Establish metrics for internal effort
Evaluate success of impromptu awards
Audit success of diversity-related events and
celebrations
ContinuousImprovement
Establish plan for periodic check-ups, feedback
to management