1. 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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5. Using Workforce Analytics to Drive a Compliant,
Diverse Culture
Kellye Whitney
Managing Editor
Talent Management magazine
#TMwebinar

6. Using Workforce Analytics to Drive a Compliant,
Diverse Culture
Roy Zambonino
Senior Solutions Consultant
Peoplefluent
#TMwebinar

7. Using Workforce Analytics to Drive
a Compliant, Diverse Culture
12/1/11
7

8. Agenda
1 Trends Driving the Need for Better
Workforce Metrics
Roy Zambonino, MBA
2
Visibility into your organization -
Strategies to leverage workforce data
3
Workforce Intelligence - Reporting and
dashboards to drive management
accountability
4
Engagement - Effective communication of
goals and values to all levels of the
organization
8

9. Are you a federal contractor?
q Yes
q No
q I’m not sure
9

10. 2010 marked highest number of
EEO claims in 45-year history.
10

11. EEOC Claims
Year
100,000
95,000
90,000
# of claims
85,000
80,000
75,000
2005 2006 2007 2008 2009 2010
11

12. EEOC Claims
Type of Percentage
Year Discrimination
100,000 Race 35.9%
95,000 Sex 29.1%
National Origin 11.3%
90,000
Religion 3.8%
85,000 Retaliation 36.3%
Retaliation-Title 31%
80,000 VII
75,000 Age 23.3%
Disability 25.2%
Equal Pay 1%
12

13. OFCCP Focus
Patricia Shiu - OFCCP
13

14. Understanding Your Talent Lifecycle
EEOC OFCCP
Any employer with Compensa1on
Federal contractor with
15 or more employees 50 or more employees
• Incen;ve
Management
Recrui1ng
Performance
• Hiring
workflows
Management
• Con;ngent
• Job
Profiles
• Salaried
• Goal
Management
• Hourly
and
Appraisals
• Disposi;on
Codes
• Data
Management
Techniques
• Assessments
Succession
Planning
• Talent
Assessment
• Succession
Pools
14

15. How Peoplefluent Can Help
Compensa1on
• Equal
Pay
Studies
• Pay
Progression
Studies
Performance
Management
Recrui1ng
• Performance
Ra;ng
Workforce
Metrics
Studies
• Hiring
Process
Reviews
• Employee
Reten;on
• Steps
Analyses
Studies
• Test
Valida;on
• Training
and
Audit
Support
Succession
Planning
• Talent
Profile
Assessments
• Adverse
Impact
Analyses
15

16. The Cost of Defending a Claim
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.
16

17. Recent OFCCP Case
WHO
VIOLATIONS
RESULT
§ Record retention § Pay $700,000
OFCCP v. InterCall § Failure to perform § Record keeping
(2/1/2011) adverse impact § Develop action-
analysis oriented programs
§ Did not develop § Develop internal
action-oriented audit and reporting
programs
§ No internal audit
and reporting
system
§ Adverse impact
17

18. Points to Remember
• Greater efforts and focus from federal agencies against
workplace discrimination – veteran status, disability, age
• Increase in EEO claims – agencies are talking to each
other
• Leverage affirmative action and diversity initiatives as a
business asset to protect your organization and enhance
your brand – internally & externally
18

19. The Journey of
AFFIRMATIVE ACTION AND
DIVERSITY PLANNING
19

20. 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
20

21. Strategies to Enhance Your Diversity and
Affirmative Action Programs
21

22. Strategies to Enhance Your Diversity and
Affirmative Action Programs
Total
Visibility
• Diversity
&
Management
Level
Analysis
Total
• Product
Line
Visibility
• Business
Unit
• Region
/
District
• Job
Title
• Job
Bands
• Compliant
level
analysis
Workforce
Engagement
• Loca1on
Intelligence
• Job
Group
• Analyze
all
levels
concurrently
22

23. TotalView ®
Visibility Up, Down and Across the Organization
Overall Organization
Upper levels of
Organization
Greater visibility
within a specific
departments or
locations
Up to 10 levels
23

24. TotalView ®
View your organization the way you do business!
• Product line
• Geography
• Function
• Dotted line reporting
• Matrix reporting
• Division
• Provost
• School
• Department
Unlimited number of structures; designed to grow & change with your institution
24

25. Plan Structure 1
Employee Data
• Organizational Codes
• Company
• Business
• Division
Diversity
• District Plans
• …..
• Position Data
• Job Title
• Job Group
• …..
• Personal Data
Plan Structure 2
• Race
• Gender
• Employee Name
• Employee ID Management
• ….. Plans
• User Defined Data
• Any other user defined
information
• …..
25

26. Plan Structure 1
Historical Data
• Organizational Codes
• Company
• Business
• Division Diversity
• District
• ….. Plans
• Position Data
• Job Title
• Job Group
• …..
• Personal Data
• Race
• Gender
Plan Structure 2
• Employee Name
• Employee ID
• …..
• User Defined Data
• Any other user defined information Management
• ….. Plans
• Event Detail
• Transaction Code
• Transaction Date
• …..
26

27. Strategies to Enhance Your Diversity and
Affirmative Action Programs
Workforce
Intelligence
Total
Visibility
• Repor;ng
• Charts
&
Graphs
• Tabular
Reports
• Trend
Reports
• Compensa;on
Analysis
• Dashboards
• Adhoc
/
On-­‐Demand
Workforce
Engagement
Intelligence
27

28. Scorecards
28

29. Goal and Gap Reporting
29

30. Dashboards
30

31. Representation Gap Analysis
• 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.
31

32. Demographics Trends
• 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
32

33. Identifying Areas of Potential Risk
AAP Profile Reports Executive Summaries Compensation Analyses
• Monitoring Plan Profile Rollup • Narrative summaries • 1st Pass
• Monitoring Plan Profile • Presentations • Regression
• Training • Rank-Sum
33

34. Strategies to Enhance Your Diversity and
Affirmative Action Programs
Engagement
Total
Visibility
• Effec;ve
communica;on
of
goals
and
values
• Good
Faith
Effort
and
Document
Management
Workforce
Engagement
• Training
Intelligence
• Consistency
• Documenta;on
34

35. TotalView ®
Manager Engagement Up, Down and Across the Organization
35

36. Good Faith Efforts
1
Outreach
2
Recruitment
3
Training
36

37. 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!
37

38. Examples of Good Faith Efforts
• 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.
38

39. Compliance Reporting Center
GFE Alerts
Multiple users can
access reports at
multiple levels
You manage the site
Store any type of electronic file
39

40. Good Faith Efforts Dashboard
Manage plans by status of activity
• Quickly spot establishment’s level of good faith
effort activity with yellow, green, or red indicators
• Configurable settings for recent and older activities
40

41. Good Faith Efforts GAP Analysis
Get feedback on GFE impact on applicant pool/
representation
The Gap Outreach
Dashboard provides
external census
demographics, applicant
pool representation, and
current representation
metrics by establishment
and job group.
41

42. Document Management
• 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
42

43. Good Faith Efforts Effectiveness
Effectiveness Measurement
Applicant
Flow
Data
Recruitment
Hiring
Process
Correc1ve
Ac1on
and
Documenta1on
Analysis
&
Repor1ng
Workforce
Intelligence
43

44. Training Requirements
Training Areas that Should be Covered:
§ Preventing Harassment in the Workplace
§ EEO/Preventing Discrimination
Recruiting
§ Fostering Diversity 60-250.44
§ in the Workplace
§ 60-2.17(c)
§ 60-300.44 & Alcohol Awareness
§ Drug
Persons with
Women &
Screening
Veterans for Managers
§ ADA
Disabilities
Minorities
§ Ethics for Public/Private Companies
Selection
§ Affirmative Action
Promotion
Disciplinary Action
Required Content for Affirmative Action Program
Required Content for Affirmative Action Program
44

45. Recent OFCCP Request
45

46. The Cost of Ineffective Training
WHO
CASE
RESULT
§ Stop selection
T.D. Bank, N.A. Discovered procedures
(Commerce Bank) Adverse Impact § New selection
Mount Laurel, NJ procedures
against females comply with
UGESP
§ $15K toward
management
training
§ Settlement for
$62,531.50
46

47. Strategies to Enhance Your Diversity and
Affirmative Action Programs
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?
47

48. Thank You!
For more information on Affirmative Action or EEO Planning
Solutions:
Visit: www.peoplefluent.com
Email: eeosales@peoplefluent.com
Call: 800.782.1818, option 3
48

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