1. Achieve True DIVERSITY
in Today’s Culturally
Blended Society

2. What Is It?
Diversity?

3. According to the U.S. Census Bureau,
the majority of people in the U.S will
identify as people of color within the
next 40 years. Statistics from the U.S.
Dept. of Commerce show the minority
business community is growing at
twice the rate of the general business
population.
forbes.com/sites/entrepreneursorganization/2013/12/04/3-diversity-strategies-to-help-
companies-thrive/
Why We Care

5. Top 5 WORST Paying States
for Latinas
NJ - .42 cents
• CA - .42.9 cents
• TX – 44.2 cents
• WA – .46.5 cents
• UT – .47 cents
Talent Mgt. JAN/FEB 2016. P.42.
According to U.S. Census Bureau, black & Latino women
working full time experience the most significant wage gap,
earning a respective $.60 & $.55 on every $1 men earned
in 2014.

6. 5 U.S. Segments:
What Makes ‘Em
“TICK?”

7. 1. Matures
• Born before 1945.
• 10% of workforce.
• Influenced by the Military.
• 30 million people.
• Most affluent group.
• The 1st Generation.
• Delayed Gratification -work
first, pleasure later!

8. 2. Baby Boomers
• Born 1945-1964.
• Most influential group.
• 80 million people.
• Workaholics!
• Work ethic defined by time.
• Important to be a team
member.
• Contributors to the team are
cherished.
• Honor trust, loyalty, and
responsibility, but distrust
authority.

9. 3. Gen Xers
• Born 1964-1980.
• Prove it to me.
• 45 million people.
• Loyal to people, NOT
companies.
• Move from job-to-job more
frequently.
• Carpe Diem – Seize the day!
• Grew up with AIDS & MTV.
Value flexibility, life options,
and achieving job satisfaction.
satisfaction.

10. 4. Millennials/GenY
• Born after 1980.
• 75 million people.
• Instant gratification.
• Quick feedback.
• Busy outside of work.
• Reward with time.
• Optimistic.
• Grew up in prosperous times. High
expectations, seek meaning in their
work. Career goals aligned with
becoming rich (81%) and famous
(51%.)

11. 5. iGen/GenZ
• Post-Millenials.
• Comfortable with
tech/social media savvy.
• Came of age 9/11 & Great
Recession.
• Insecure/unsettled.
• “Innovative,
entrepreneurial, highly
conscious of their futures
and the challenges they
face.“
- Patrick Cooper

12. “Organizations which excel at leveraging diversity
(including the hiring and advancement of women
and non-white men into senior management jobs,
and providing a climate conducive to contributions
from people of diverse backgrounds) will experience
better financial performance in the long run than
organizations which are not effective in managing
diversity.”
Equalitymagazine.com
Benefits

13. 13
• The benefits your organization derives from
achieving true diversity & inclusion extend far
beyond legal compliance to include:
– More effectively connecting with customers;
– Motivating your employees;
– Fostering greater innovation and creativity, as people
from different backgrounds challenge each other and
having people from different backgrounds fosters a
constantly evolving culture;
– Become a preferred employer, which makes YOUR job
easier;
– A MUCH larger recruiting pool;
Benefits

14. 14
• The benefits your organization derives from
achieving true diversity:
– Ability to conduct business in more markets across
cultural boundaries;
– Facilitates more agile learning culture;
–IT’S NOT PUNISHMENT; IT’S A
TRUE, LASTING COMPETITIVE
ADVANTAGE!
Benefits

15. Challenges Persist

16. 16
• More equitable pay and gender-balanced
employment.
• Huge influx of non-White professionals in
the workforce.
• White males still dominate management.
• Aging workforce.
• Surface-level versus deep-level
diversity.
• Infusion of veterans.
Challenges

18. “A study of 700+ US companies found that implementing
diversity training programs has little positive effect and may
even decrease representation of black women. Most people
assume that diversity policies make companies fairer
for women and minorities, though the data suggest otherwise.
Even when there is clear evidence of discrimination at a
company, the presence of a diversity policy leads people
to discount claims of unfair treatment. In previous research,
we’ve found that this is especially true for members of
dominant groups and those who tend to believe that the
system is generally fair. In another set of experiments, we
found that diversity initiatives also seem to do little to convince
minorities that companies will treat them more fairly.”
Tessa Dover, Cheryl Kaiser, Brenda Major
https://hbr.org/2016/01/diversity-policies-dont-help-women-or-minorities-and-they-make-white-
men-feel-threatened
Diversity Can Backfire

19. Leveraging Employee
Differences for
Optimal Performance

20. 20
• Target your recruiting efforts to specific
groups.
• Women and minorities show greater
interest in employers that customize their
recruiting efforts to them.
• Place an emphasis on fairness and
objectivity in employee selection.
• Similarities in personality traits with co-
workers critical for career success.
Ensuring Diversity

21. Strong Partnerships

22. “What do all high
performers in our
company - across all
positions – have in
common?”
www.workforce.com/articles/21787-the-big-lie-of-hiring-for-cultural-fit
Ask Your Managers

23. 23
• Risk-takers.
• Thrive in chaos.
• Work independently.
• Self-motivated.
• Respond well to change.
• Leaders.
• Strong relationship-builders.
• Great teammates.
• Problem-solvers/Critical thinkers.
• What do YOU look for?
Seek Specific Attributes

25. 25
• Review your talent acquisition plan with a renewed
focus on where you have sourced talent from in the
past (geographic focus) to find new talent.
• Help minority/underrepresented employees on-board
and acclimate into your organization’s culture.
• Expand your reach into a more diverse talent pool, by
leveraging local community organizations like the
Urban League, National Council La Raza, etc.
• Diversity websites” DiversityWorking.com,
IMDiversity.com, HireHeroesUSA.org, etc.
• Emulate the best practices of organizations that have
already achieved success.
Get it done

26. 26
• Create well thought out EOE policy following guidelines
set forth by the EEOC.
– Goal: “meritorious hiring practice that is…age, race, gender,
and minority NEUTRAL.”
• DIVERSITY training. Teach your mgt team first!
• Learn from past mistakes! Conduct EXIT interviews.
• Diversity’s driven “top-down” but felt from the
“bottom-up.” Plant the seed to your organizations’
diversity growth by bringing in a diverse group of
interns. Provide scholarships, fellowships, and co-op
work experience to help minorities in college.
• Establish diversity policy in your strategic plan.
Get it done

27. 27
• Include diversity questions in your employee surveys.
• Set up business resource ‘affinity’ groups (Ex.
African-Americans, young professionals, Hispanics,
GLBT networks, etc.)
• Track your retention success across groups and
recruiting sources.
• Take a stance on diversity-related public policy issues
(ex. Microsoft supported a Washington state gay rights
bill.)
• YOU have to be the Change Agent that changes
behaviors of your hiring managers. Ask people in
positions of power: “What/how do you think about
‘differences here?’”
Get it done

28. • Use assessment tools to gauge your people’s
“intracultural sensitivity.”
• Culturally specific networking strategies.
• Hold Managers accountable for diversity goals
by making diversity part of their annual
performance.
• Organizations that assign responsibility for
diversity achieve better results from diversity
training, evaluations, and mentoring.
• Support flexible work arrangements, on-site
child daycare, job sharing, and other options.
Get it done

29. • Offer formal coaching/mentoring program.
• Match new employees with your firm’s
Ambassadors.
• Assign a full-time Diversity Officer position.
• Create a cross-functional Diversity Team
tasked with achieving your firm’s
diversity/inclusion goals.
• Your CEO must LEAD BY EXAMPLE. YOU
need THEM to set the tone…walk the walk.
• Set quotas in your hiring.
• Provide opportunities for rising stars/top
performers to receive education and
professional development.
Get it done

30. Get
“Outside”
Yourself

31. Reach Out: Infuse talent from other areas (marketing, finance,
logistics, etc.) and bring those disciplines to focus on HR issues like
employment value proposition, options-based leadership
development, optimized talent supply chains and risk-optimized
performance management.
Venture Out: Exert influence beyond traditional role of functional
specialist, through direct interactions with constituents like
government, regulators, investors and global collective movements.
Seek Out: Find and bring forth for discussion unpopular or unstated
facts or assumptions that can be debilitating if not addressed. Such
hidden assumptions are often first visible among employees, and HR
is in a position to “sense” them early.
Break Out: By leading transformational change. HR is uniquely
positioned to be the repository of principles and skills for creating
change-savvy and agile organizations.
“OUT” Yourself
www.workforce.com/articles/20179-what-is-the-future-of-hr

32. Know Where Your
Organization Stands

34. Diversity Action
Plan

35. • Get Management commitment “IN
WRITING”!
• Develop a Diversity Policy Statement.
• Your Vision, Mission, Values, History.
• Ideal Employee Attributes.
• Successful Recruiting Sources.
• Allocate resources (a budget.)
The Chazin GroupThe Chazin GroupYour Diversity Plan

36. Diversity Statement

37. Diversity Statement

38. • Conduct an assessment.
• List of specific actions you will undertake
to achieve and maintain Diversity (see:
“Get it done.”)
• Employee Testimonials Archive.
• Communicate to all employees.
• Employee Referral Program.
The Chazin GroupThe Chazin GroupYour Diversity Plan

39. • Current and desired hiring goals, by
Gender & Ethnicity.
The Chazin GroupThe Chazin GroupYour Diversity Plan
YEAR 2010 2015 2020
Male 75% 65% 55%
Female 25% 35% 45%
Black 5% 8% 10%
Hispanic 5% 7% 10%
Asian 8% 13% 15%
White 82% 72% 65%

40. • Current and desired hiring goals by Functional
Area. (Customer Care, R&D, HR, etc.)
The Chazin GroupThe Chazin GroupYour Diversity Plan
Customer
Svc.
2010 2015 2020 HR 2010 2015 2020 R&D 2010 2015 2020
Male 30% 40% 50% Male 15% 25% 35% Male 100% 95% 90%
Female 70% 60% 50% Female 85% 75% 65% Female 0% 5% 10%
Black 10% 15% 20% Black 5% 10% 15% Black 0% 5% 5%
Hispanic 15% 20% 25% Hispanic 10% 15% 20% Hispanic 0% 0% 5%
Asian 5% 10% 15% Asian 5% 5% 10% Asian 25% 40% 50%
White 70% 55% 40% White 80% 70% 55% White 75% 55% 40%

41. • Year-long marketing plan of
recruiting/talent acquisition efforts.
The Chazin GroupThe Chazin GroupYour Diversity Plan
Your Org Recruiting Plan
As of: Jan. 1, 2016
Bus. Campaign Description 1 Description 2 JAN FEB MAR Q1 APR MAY JUN Q2 JUL AUG SEP Q3 OCT NOV DEC Q4 TOT
HLI Online Advertising Listing Service NY Times $0 $0 $0 $0 $0 $0 $0.00
HLIPM Online Advertising Listing Service Street Easy $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLCG Online Advertising Listing Service $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising Listing Service RentDirect.com $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising Listing Service PropertyWare $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising CRM $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising CRM Zoho $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising Listing Service MLS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Print Advertising Signage Matrix Printing $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Direct Mail Postcard mailer $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Memberships Annual Dues MANAR $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Memberships Annual Dues REBNY $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Web marketing Web Hosting DSL Extreme $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Web marketing Web tech support Mahesh $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Web marketing SEO/SEM Ron Castle $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Online Advertising Craig's List $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Print Advertising Subscriptions NY Times $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Re-branding Branding architecture $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
HLI Web marketing Website re-design $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00
TOTALS $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0.00

42. Ask
Questions!