Using Workforce Analytics to Drive a Compliant, Diverse Culture

Speaker: Roy Zambonino Senior Solutions Consultant Peoplefluent

Moderator: Kellye Whitney Managing Editor Talent Management magazine

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Using Workforce Analytics to Drive a Compliant, Diverse Culture

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Kellye Whitney Managing Editor Talent Management magazine


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Roy Zambonino Senior Solutions Consultant Peoplefluent


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12/1/11

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Trends Driving the Need for Better Workforce Metrics 1

Visibility into your organization - Strategies to leverage workforce data 2

Workforce Intelligence - Reporting and dashboards to drive management accountability

3

Engagement - Effective communication of goals and values to all levels of the organization

4

Agenda

Roy Zambonino, MBA

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Are you a federal contractor? q Yes q No q I’m not sure

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2010 marked highest number of EEO claims in 45-year history.

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75,000

80,000

85,000

90,000

95,000

100,000

2005 2006 2007 2008 2009 2010

Year

# of claims

EEOC Claims

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75,000

80,000

85,000

90,000

95,000

100,000 Year

Type of Discrimination

Percentage

Race 35.9% Sex 29.1% National Origin 11.3% Religion 3.8% Retaliation 36.3% Retaliation-Title VII

31%

Age 23.3% Disability 25.2% Equal Pay 1%

EEOC Claims

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Patricia Shiu - OFCCP

OFCCP Focus

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Performance Management • Job Profiles • Goal Management and Appraisals

Compensa1on • Incen;ve Management

Recrui1ng •  Hiring workflows

•  Con;ngent •  Salaried •  Hourly

•  Disposi;on Codes •  Data Management Techniques

•  Assessments

Succession Planning • Talent Assessment • Succession Pools

EEOC Any employer with 15 or more employees

OFCCP Federal contractor with 50 or more employees

Understanding Your Talent Lifecycle

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Performance Management • Performance Ra;ng Studies

• Employee Reten;on Studies

Compensa1on • Equal Pay Studies • Pay Progression Studies

Recrui1ng • Hiring Process Reviews • Steps Analyses • Test Valida;on • Training and Audit Support

Succession Planning • Talent Profile Assessments

• Adverse Impact Analyses

Workforce Metrics

How Peoplefluent Can Help

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What do these OFCCP and EEOC claims cost organizations? 1.  On average, $830,000 to avoid settling one OFCCP systemic

discrimination claim

2.  A minimum of $300,000 to avoid settling one employment law claim

3.  Up to $1,000,000 to avoid resolving an employment practice liability claim

4.  Anywhere from $445,000 - $990,000, depending on industry, to avoid one jury verdict for an employment discrimination case.

The Cost of Defending a Claim

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§  Pay $700,000 §  Record keeping §  Develop action-oriented programs

§  Develop internal audit and reporting

§ Record retention § Failure to perform adverse impact analysis §  Did not develop action-oriented programs § No internal audit and reporting system § Adverse impact

OFCCP v. InterCall (2/1/2011)

WHO VIOLATIONS RESULT

Recent OFCCP Case

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•  Increase in EEO claims – agencies are talking to each other

Points to Remember

•  Greater efforts and focus from federal agencies against workplace discrimination – veteran status, disability, age

•  Leverage affirmative action and diversity initiatives as a business asset to protect your organization and enhance your brand – internally & externally

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AFFIRMATIVE ACTION AND DIVERSITY PLANNING

The Journey of

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Where are you in your diversity planning journey?

q  Diversity plan but no solid measuring process q  Measuring diversity but not sure what to do with

data q  Interested in starting a diversity program

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Strategies to Enhance Your Diversity and Affirmative Action Programs

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Total Visibility

•  Diversity & Management Level Analysis •  Product Line •  Business Unit •  Region / District •  Job Title •  Job Bands

•  Compliant level analysis •  Loca1on •  Job Group

•  Analyze all levels concurrently

Total Visibility

Workforce Intelligence

Engagement


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Upper levels of Organization

Greater visibility within a specific departments or locations

Overall Organization

TotalView ® Visibility Up, Down and Across the Organization

Up to 10 levels

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TotalView ® View your organization the way you do business!

Unlimited number of structures; designed to grow & change with your institution

•  Product line •  Geography •  Function •  Dotted line reporting •  Matrix reporting • Division • Provost • School • Department

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Empl

oyee

Dat

a • Organizational Codes • Company • Business • Division • District • ….. • Position Data •  Job Title •  Job Group • ….. • Personal Data • Race • Gender • Employee Name • Employee ID • ….. • User Defined Data • Any other user defined

information • …..

Pla

n S

truct

ure

1 Diversity

Plans

Pla

n S

truct

ure

2

Management Plans

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His

toric

al D

ata •  Organizational Codes

•  Company •  Business •  Division •  District • ….. •  Position Data •  Job Title •  Job Group • ….. •  Personal Data •  Race •  Gender •  Employee Name •  Employee ID • ….. •  User Defined Data •  Any other user defined information • ….. •  Event Detail •  Transaction Code •  Transaction Date • …..

Pla

n S

truct

ure

1 Diversity

Plans

Pla

n S

truct

ure

2

Management Plans

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•  Repor;ng •  Charts & Graphs •  Tabular Reports •  Trend Reports •  Compensa;on Analysis

•  Dashboards •  Adhoc / On-‐Demand

Total Visibility


Engagement


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Scorecards

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Goal and Gap Reporting

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Dashboards

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•  Evaluate the representation of women and minorities over a period of time •  Measure the effectiveness of outreach efforts over Multiple years •  Measure the effectiveness of outreach efforts within the current year •  Identify barriers to entry by analyzing university success, by department,

campus, dean, etc.

Representation Gap Analysis

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•  Analyze the selection rate of women & minorities vs. the labor market benchmark and the applicant pool generated by Recruiters

•  Analyze selection rates and applicant pool representation •  Measure the effectiveness of outreach and recruitment programs

Demographics Trends

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Identifying Areas of Potential Risk

AAP Profile Reports •  Monitoring Plan Profile Rollup •  Monitoring Plan Profile

Executive Summaries •  Narrative summaries •  Presentations •  Training

Compensation Analyses •  1st Pass • Regression • Rank-Sum

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Engagement • Effec;ve communica;on of goals and values

• Good Faith Effort and Document Management

• Training • Consistency • Documenta;on

Total Visibility


Engagement


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TotalView ® Manager Engagement Up, Down and Across the Organization

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Good Faith Efforts

1

2

3

Outreach

Recruitment

Training

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Good-Faith Efforts •  Use placement offices •  Contact sources of veteran, disabled, female and minority

applicants •  Have an annual meeting of your recruiting sources at your

facility; give a tour and discuss qualification requirements of your organization

•  Document your efforts!

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•  Contact with specified schools, colleges, religious organizations, and other institutions that are prepared to refer women and minorities for employment;

•  Identification of community leaders as recruiting sources; •  Holding of formal briefing sessions, preferably on company premises, with representatives from

recruiting sources; •  Conduct of campus tours, including presentation by minority and female faculty and admin

employees of clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the university’s selection process, and recruitment literature;

•  Encouragement of minority and female faculty and admin employees to refer applicants; •  With special efforts the inclusion of minorities and women in personnel department staffs; •  The availability of minority and female employees for participation in career days, youth

motivation programs, and related community activities; •  Recruitment at secondary schools, junior colleges, and colleges with predominantly minority or

female enrollments; •  With special efforts the contact with minorities and women when recruiting at all schools; •  Special employment programs undertaken whenever possible, such as technical and non-technical

co-op programs with predominantly black and women’s colleges, summer jobs for underprivileged youth, and motivation programs for the hardcore unemployed;

•  Inclusion of minority and female employees in recruiting brochures pictorially presenting work situations;

•  Expansion of help-wanted advertising to regularly include the minority news media and women’s interest media.

Examples of Good Faith Efforts

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Compliance Reporting Center

You manage the site

Multiple users can access reports at

multiple levels

Store any type of electronic file

GFE Alerts

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•  Quickly spot establishment’s level of good faith effort activity with yellow, green, or red indicators

•  Configurable settings for recent and older activities

Good Faith Efforts Dashboard Manage plans by status of activity

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The Gap Outreach Dashboard provides external census demographics, applicant pool representation, and current representation metrics by establishment and job group.

Good Faith Efforts GAP Analysis Get feedback on GFE impact on applicant pool/representation

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•  CRC becomes the single source for compliance and diversity related information for your employees, managers, and executives

•  Post compliance and/or Diversity documents to the CRC •  Collaborate with establishments, managers, and OFCCP electronically via

the internet •  Transfer data files securely with Peoplefluent consultants and support

representatives

Document Management

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Applicant Flow Data

Hiring Process

Good Faith Efforts Effectiveness Effectiveness Measurement

Analysis & Repor1ng

Recruitment


Correc1ve Ac1on and Documenta1on

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Training Requirements

§ 60-300.44 Veterans

§ 60-250.44 Persons with Disabilities

§ 60-2.17(c) Women & Minorities

Required Content for Affirmative Action Program Required Content for Affirmative Action Program

Recru i t ing Screening

Select ion Promot ion

Disc ip l inary Act ion

Training Areas that Should be Covered: §  Preventing Harassment in the Workplace §  EEO/Preventing Discrimination §  Fostering Diversity in the Workplace §  Drug & Alcohol Awareness §  ADA for Managers §  Ethics for Public/Private Companies §  Affirmative Action

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Recent OFCCP Request

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§ Stop selection procedures

§ New selection procedures comply with UGESP

§ $15K toward management training

§ Settlement for $62,531.50

Discovered Adverse Impact against females

T.D. Bank, N.A. (Commerce Bank) Mount Laurel, NJ

WHO CASE RESULT

The Cost of Ineffective Training

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Questions for the audience: §  What type of data do you have access to? §  What type of reporting are you able to do today? What type of

reporting would you like to incorporate into your process? §  Can you leverage technology to work smarter not harder? §  What would it be worth to your organization to be able to readily share

this type of information with your staff?

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Thank You!

For more information on Affirmative Action or EEO Planning Solutions:

Visit: www.peoplefluent.com Email: [email protected]

Call: 800.782.1818, option 3

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