The Diverse and Inclusive Workplace: Identifying and Assessing Required Competencies and Skills
•Descargar como PPTX, PDF•
1 recomendación•422 vistas
“Strong soft skills”, “excellent communicator”, “takes initiative”, works well with others”, etc. These are just some of the expressions employers use to describe their skills requirements when they are recruiting, hiring and advancing talent. How can skills be accurately described and measured in order to mitigate bias when assessing the competencies of job candidates?
Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Similar a The Diverse and Inclusive Workplace: Identifying and Assessing Required Competencies and Skills
Similar a The Diverse and Inclusive Workplace: Identifying and Assessing Required Competencies and Skills (20)
The Diverse and Inclusive Workplace: Identifying and Assessing Required Competencies and Skills
- 1. Aida Hadziomerovic, MA, CHRL Senior Consultant, HRSG Using competencies to enhance workplace diversity
- 2. Competency-basedHRManagement An HR management approach that standardizesand integratesall HR activitiesbasedoncompetencies that support organizationalgoals.
- 3. 3 Recruitment & Selection Learning & Assessment Performance Management Career Development & Succession Management HR Planning Competency-based HR management
- 4. Why Competencies Observable abilities,skills,knowledge, motivations or traits definedintermsofthebehaviors needed for successful job performance. Term that describes a pattern or cluster of actions taken to achieve a result. ?
- 5. Why are competencies powerful? Translate organizational vision, mission and values into observable, measurable behaviours Define jobs in terms of behaviours required for success Provide a common language and understanding Are highly reusable and transferable
- 6. 6 Interviewing Skills Corporate Finance Project Management Technical competencies Creativity and Innovation Analytical Thinking Adaptability Behavioural competencies
- 7. 7 Level 1 Level 2 Level 3 Level 4 Level 5 Recognizes the need to adapt Adapts to the situation Adapts to widely varied needs Adapts plans and goals Adapts organizational strategies Expresses willingness to do things differently. Changes own behavior or approach to suit the situation. Adapts to new ideas and initiatives across a wide variety of issues or situations. Adapts organizational or project plans to meet new demands and priorities. Adjusts broad/macro organizational strategies, directions, priorities, structures and processes to changing needs in the environment. Acknowledges the value of other points of view and ways of doing things. Adjusts rules or procedures, based on the situation, while remaining guided by the organization's values. Supports major changes that challenge traditional ways of operating. Revises project goals when circumstances demand it. Adapts behavior to perform effectively amidst continuous change, ambiguity and, at times, apparent chaos. Displays a positive attitude in the face of ambiguity and change. Adapts behavior to perform effectively under changing or unclear conditions. Adapts interpersonal style to highly diverse individuals and groups in a range of situations. Responds quickly to shifting opportunities and risks. Shifts readily between dealing with macro-strategic issues and critical details. Anticipates change in order to adapt own plans and priorities. Capitalizes on emerging opportunities and risks. Adaptability Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups.
- 8. 8 Why diversity and inclusion matters? Diversity and inclusion is a competitive differentiator. More likely to outperform 15% 35% More likely to outperform Gender-diverse companies Ethnically-diverse companies
- 9. 9 How can you use competencies to increase diversity? Include diversity competencies as part of your corporate culture Review existing competencies for biases Hire and promote based on merit Be careful when hiring for “fit” Diversity Competencies Success
- 10. 10 Interviewing Skills Corporate Finance Project Management Technical competencies Creativity and Innovation Analytical Thinking Adaptability Behavioural competencies Embracing Diversity
- 11. 11 Level 1 Level 2 Level 3 Level 4 Level 5 Values individual differences and invites participation while working with others. Leverages diversity and advocates for inclusion in a team. Builds relationships with teams across lines of differences. Integrates diversity and inclusion into the organization’s strategy and culture. Promotes diversity and inclusion in the community. Supports fair treatment and equal opportunity for all, regardless of differences. Actively seeks and integrates diverse thoughts and perspectives in order to develop more robust plans and solutions. Encourages teams with varied backgrounds to contribute their experiences and views in the organization’s work. Promotes a culture that provides organization members a sense of belonging. Culturally educates community members /stakeholders, encouraging cross-cultural interaction, both inside and outside the organization. Recognizes the uniqueness of individuals and the value they bring to the organization. Expresses appreciation of the uniqueness of each team member. Builds consensus in cross- functional collaborations. Evaluates the organization’s processes and practices to identify systemic barriers to diversity and inclusion. Gives public recognition for diversity and inclusion achievements. Respects others’ preferences, opinions, and beliefs, which may be different from one’s own. Builds consensus when working with diverse individuals in a team. Promotes collaboration and exchange of ideas between different teams. Provides programs to foster and enrich cultural understanding and promotes cross-cultural interaction. Ensures that the organization’s workforce reflects the diversity in the community. Solicits input from team members that think differently from one self. Puts diverse individuals in a team to build a sense of community and facilitate new opportunities. Seeks to understand other teams’ expertise and work style, in order to identify opportunities for synergy. Fosters a climate of inclusion, where diverse thoughts are freely shared and integrated.. Seeks opportunities to work with other organizations to promote diversity and inclusion in the community/industry. Reflects on own behaviors to identify personal biases in dealing with individual differences. Identifies differences in how team members work and learn, incorporating such considerations in managing and developing them. Builds ideas, products, and solutions based on a range of perspectives. Incorporates consideration of all classes, races, nationalities, cultures, disabilities, and genders into organizational policy and promotional processes Serves on committees/workforces to address diversity and inclusion issues in the community/industry. Adjusts own behaviors to adapt to diverse work teams and client groups. Encourages team members to challenge status quo that undermines diversity and inclusion at work Leads cross-functional initiatives/programs to address diversity and inclusion issues. Implements processes to resolve complaints as a result of unfair or discriminatory practices. Explains the dynamics of cross- cultural and inclusion-related conflicts, tensions, misunderstandings, or opportunities in a community. Embracing Diversity Recognizing, valuing, and leveraging the unique perspectives, experiences, and talents of every individual; promoting cross-cultural understanding, fairness and inclusion throughout the organization.
- 12. 12 TORONTO 3250 Bloor Street West, Suite 600 Toronto, Canada EMAIL info@hrsg.ca AIDA HADZIOMEROVC ahadziomerovic@hrsg.ca PHONE (613) 745-6605 (647) 775-1641 OFFICES 6 Antares Dr, Nepean, ONK2E 8A9 Ottawa, Canada Thank You! Let’s Connect Want to learn more? Follow our blog - www.hrsg.ca/blog
- 13. WORLD LEADER IN COMPETENCY BASED MANAGEMENT ABOUT HRSG For 25+ years, we have helped our clients use competencies to: • define their talent needs, • address skill deficiencies, and • improve individual and organizational performance.
Notas del editor
- Competency-based management is an approach towards managing talent that defines the competencies required for organizational success, and provides a framework for ensuring employees are hired, promoted and developed according to these competencies.
- It helps to understand the value of having a comprehensive picture of all the competencies needed for success within jobs by considering the iceberg as an analogy. While one can see the iceberg in the ocean, the majority of its bulk is hidden under water.
- First, let me talk about diversity and why companies should care about having a diverse workforce According to McKinsey research, ethnically diverse companies are 35% and gender-diverse companies are 15% more likely to financially outperform the industry median. A report by Catalyst found that Fortune 500 companies with high ratios of women board directors financially outperformed those with the lowest ratios. And in an HBR article, Todd L. Pittinsky, an academic and author who specializes in workplace diversity, suggests that bias stifles creativity. While bias creates negative emotions, including fear, anger, and contempt, recent research links positive emotions such as joy, interest, and anticipation with novel, varied, and exploratory thoughts and actions—a recipe for innovation and a range of enhanced skills and resources.
- Going back to the idea that competencies define organizational goals into observable behaviours, it’s easy to see how diversity can be defined in terms of behaviours required for organizational success. For example, one of the best-known ways to enhance workplace diversity is to introduce a core competency into the organization that supports this objective. Core competencies offer a powerful and focused way to shift and reinforce a new organizational culture because they define and direct, in behavioral terms, the values and strengths that every employee must demonstrate in order to differentiate the organization in a competitive marketplace. Championing a competency such as “valuing diversity” at every level and in every position can make a strong statement about the organization’s commitment to diversity. It also enables the organization to measure its progress and evaluate its employees according to their ability to encourage behaviors that embrace new perspectives and encourage social cohesion. Validated competencies reveal the blind spots While research shows that self-awareness among individuals within the organization is a key element in achieving greater diversity, it also shows that we chronically underestimate or fail to recognize our biases. And without warning systems in place to alert us to our biases, we will continue to justify them as Even the way job requirements are defined can inadvertently disadvantage diverse candidates. Competencies help to address bias by filtering out extraneous considerations and focusing on the behaviors that define job success. However, some competencies can still contain content that excludes certain candidates. To ensure that your competencies are inclusive, it’s a good idea to contract a competency and diversity expert to validate your competencies. This type of specialist can analyze your competency content to uncover any biases hidden in your behavioral indicators that could dissuade applicants, exclude candidates, and undervalue employees.
- It helps to understand the value of having a comprehensive picture of all the competencies needed for success within jobs by considering the iceberg as an analogy. While one can see the iceberg in the ocean, the majority of its bulk is hidden under water.