Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses

ATTRACTING &

RECRUITING

DIVERSE TALENTDiverse Teams are Productive, Innovative

Powerhouses

Strategies for Successful Recruitment &

Retention

Moderator: Cynthia Miller, Chief of Staff

Information Assurance Directorate

Department of Defense

Attracting and Recruiting Diverse Talent

• Moderator: Cynthia Miller, Chief of Staff, Information Assurance Directorate - Department of Defense

• Presenter: Trummell Valdera, SPHR Executive HR & Talent Management Consultant and Business Analyst

• Panelist: Charlotte Coker Gibson, Director, Corporate Responsibility -PricewaterhouseCoopers (PwC)

• Panelist: Lisa Valle, Manager, IT Service Management - The Boeing Company

Audience Input and Questions Welcome

“The wave of the future is not the conquest of

the world by a single dogmatic creed but the

liberation of the diverse energies of free

nations and free men.”

John F. Kennedy

Basic Tenets of Organizational Success for Diverse

Productive and Innovative Powerhouse Team

• Planning, Execution &

Analytics

• Talent Acquisition

• Life Cycle Recruitment

• Workforce Planning &

Implementation

• Branding

• Workforce analytics

• Employee retention &

engagement

• Competitive business &

vendor analyses

• Integrated diversity &

inclusion plan

• Organizational

inclusiveness-

Organizations Who Produce Diverse, High-Performing

Workforces and Innovative Teams Have:

– Moved Beyond regulatory employment compliance

– Adopted and implemented a “Diversity Discipline”

• Defined needs assessment and processes that address the qualities,

experiences & work styles that make an organization’s employees and

individuals unique

• Qualities & Uniqueness are specific to an organization’s environment,

regulations, customers and business

Gender

ReligionAge Sexual Orientation Race

EthnicityDisabilitiesSocio-economic

A Diverse Organization seeks the “Holy

Grail” of Inclusion, which provides the

platform and fuel for productive,

powerhouse, diverse teams

What is Inclusion?

• Inclusion is transformative of diversity

• Enables organization to realize the business benefits of

where each employee and customer feels welcomed,

respected, supported and valued

Inclusion has two (2) way accountability

Each person grants & accepts inclusions from others and is

culturally competent.

This is not tolerance!

Tolerance is defined as:

• Willingness to accept feelings, habits or beliefs that are different

from your own

• The ability to accept, experience or survive something harmful or

unpleasant

Culturally Competent Workforce Will:

– Enhance organizational communications among itself and its

customers

– Provide for better working relationship and understanding

– Employee Engagement & productivity

– Increased Customer Satisfaction

– Increased Innovation

How does an organization achieve a culturally

competent diverse, talented workforce?

– Utilizes workforce planning and analytics with success factors of

a diverse talent pool and organization

– Defines the business imperative of a diverse workforce

– Supported by governance, leadership, and management

– The organization and management think, act and speak

culturally competent

• Business Plans

• Values

• Branding

• Employer value proposition

• Policies and practices

• Training-awareness to skills building

• Employee Adjudication processes, if needed

• Employee recognition programs

• Development of Employee Resource (Affinity) Groups

• Community Outreach Program

• Employer Volunteer Programs

• Recruitment, Retention & Engagement Initiatives

Cultural competence is integrated in an organization’s

What does recruitment look like, and what are the

Diversity /Inclusion components?

– Recruitment is defined as a talent acquisition discipline &

processes that involve HR, Management, Employee Resources

Groups, and Employees.

– Supported by:

• Analytics

• Full life cycle recruitment

• Onboarding programs

Diversity/Inclusion Recruitment Plans Supported by:

• Competency based orientations & training

• Internal & External Pools

• Job Fairs

• Succession Planning

• Internships & Externships

• Career Days

• Shadowing and Mentoring

• Initiatives with all schools of higher learner (e.g. Trade schools, Community Colleges, HBCUs)

• Recruitment from Diverse Minority Associations

• Employee retention & engagement

• Competitive business & vendor analyses

• Integrated diversity & inclusion plan

• Recruitment of Veterans and Alignment with veteran associations

• Alignment and recruitment with Disability Associations

Culturally Competent Organization with Diverse

Productive and Innovative Teams …

Assigns responsibility & rewards to leaders and middle managers in

regards to their execution of diversity policy, programs and retention

based on qualitative and quantifiable evidence based data

“Top management makes the commitment & sets the tone, while

middle and first line managers take action!”



Develops supportive organizational platforms to enhance recruitment

and retention to include:

– A cultural competence definition for your organization

– Leadership/manager/workforce training:

• Awareness

• Change Management

• Situational Leadership

• Problem solving and conflict management

• Mentoring skills

• Diversity and cultural competence



Develops and adhere to critical success factors and skills for

advances in mission critical jobs, and when possible in all jobs

Develop and communicate career paths & include diverse

workforce demographics and needs

Incorporate diversity workforce needs in succession planning

Assess and address exclusionary work environments!



Ensures key business work groups of high visibility projects have

diverse members and train accordingly around problem solving,

inclusion and conflict management

• Consider formal programs for nurturing and coaching minority talent

(1:1 Mentoring with Senior Leadership/Executives

• Ensures organizational programs aren’t structured to the exclusion

of any groups (including majority groups and white males)

• Constantly evaluate, assess, modify and communicate diversity

initiatives/programs success, challenges, and outcomes

• Develop initiatives with input from Affinity groups

A Culturally Competent Organization with Diverse


Employee Resource Groups are engaged in:

• Employee Recognition Initiatives

• Recruitment, retention, and engagement programs and initiatives

• Product Development (Marketing / Branding)

• Outreach Programs

• Wellness & Prevention Programs and Fairs

• Work Life Initiatives & Programs that reflect various generational

needs

• Training

Lastly and most importantly maintain a culture which supports the idea

of “employee voice”.

Attracting and Recruiting Diverse Talent

“ We need to give each other the space to

grow, to be ourselves, to exercise our diversity.

We need to give each other space so that we

may both give and receive such beautiful

things as ideas, openness, dignity, joy, healing,

and inclusion.”

Max de Pree

Charlotte Coker GibsonDirector, Corporate Responsibility

PricewaterhouseCoopers (PwC)

PwC Affinity Circles

Women's Networking Circles - the circle helps bring women to the forefront of conversations at the table, engaging in discussions around career progression, mentorship, and sponsorship.

Minority Circles - with circles available to our Black, Latino, and Asian professionals, these groups exist in most (if not all) offices as an opportunity for our professionals to connect, celebrate cultural heritage and diversity, and discuss important topics around career development.

OPEN (Out Professional Employee Network) Circle - combining the voices of out professionals as well as allies for the LGBTQ community, the OPEN circle encourages engaging communication around the topic of sexuality as a dimension of what a person brings to the table in the workplace.

Parenting Circles - for both single and partnered parents of either gender, this group helps connect working parents with others to share best practices about balancing family and work life, including a mentor moms program for those preparing for their the ending stages of pregnancy and the time immediately after.

Disability Caregivers Network - just as caring for a child as a parent brings its own set of challenges, providing care for a child with special needs or for an aging parent or relative also brings different priorities to the table. This network helps individuals connect with each other around exercising flexibility to care for those closest to them.

People with Disabilities Network - as the experienced workforce continues to see the effects of aging, as well as the rise of diagnosable conditions that impact a person's major functions of life, the PwDN helps our professionals share a dialogue about the challenges of balancing their personal needs with their professional ones. This group helps in connecting individuals with others who understand these challenges and can assist understanding on how to engage in an interactive dialogue for reasonable accommodations if needed.

Veterans Network - this group is focused on five pillars to support employees with military background: Veteran Recruiting, Outreach & Networking, Education, Mentorship, and Family Readiness. Whether these are veterans, military spouses, children of military families, or other allies, this group connects our professionals with community outreach, employment placement, and professional development opportunities.

PwC Additional Support Programs/Resources for Staff

Staff Programs

• Vanguard

– A year-long leadership development program to support the success of Black

new campus associate hires.

– It kicks off with 2.5 days of live programming followed by webcasts and cohort

calls.

• Senior Select

Select Senior is a year-long leadership development program for high-performing

racially diverse and LGBT senior associates.

• Diamond

– Racially diverse Senior Managers and Directors matched with Partner sponsors

Training

– Ongoing training embedded in all mandatory trainings on various initiatives within

the Firm

– On-demand trainings for all PwC staff – Diversity University

PwC Components that Support Diversity/Inclusion

Recruitment Plans

Early Identification – Creating Opportunities to Continue to Move Candidates Through the Pipeline

• Explore Program

– Designed for high achieving college freshman and sophomores interested in a career in professional services

– Unique one day program with experiential learning sessions

– Over 1,000 participants

• Start Program

– Designed for high performing, traditionally under-represented college sophomores and juniors

– Utilize problem solving, analytical, research and organizational skills to understand the business and assist in real-life projects

– Participate in professional and technical development opportunities

– Over 85% convert to a following summer internship

Innovative Recruitment Resources

• Live Chat

– Web-based tool that allows candidates to type in questions and receive live responses from campus recruiting team members

• Firm Website

– Specific Content on Firm Website for Affinity Groups

Incorporating Diversity in All Campus Presentations

– Highlight diversity recognition and initiatives

– Including Diversity as a continuous part of the discussion

Conferences

Veterans – SACC, MOJO, MBA Veterans

Black and Latino – National and Regional NABA and ALPFA Conferences, Consortium, JumpStart

LGBT – Out for Undergrad Business Conference

Lisa ValleManager, IT Service Management

The Boeing Company

Diversity & Inclusion Recruitment

InitiativesIncrease the pipeline of qualified minorities and

women by providing them career development opportunities.

Appearance in applicant pools and selection

panels.

Form relationships with HBCUs and Minority

Institutions. Encourage minorities and women

to support external career fairs to attract

like talent.

Support efforts to provide visibility, stretch assignments and

networking opportunities to women and minorities. Allow to attend skip-level

meetings and advocate for them to expose talents

and abilities.

Ensure women and minorities are part of

Leadership Development Programs,

Exec Mentoring Program, and

participation in External Technical Affiliations.