1. PROMOTING DIVERSITY AND
INCLUSION IN THE WORKPLACE
Reggie Clark
Harris Health System
May 14, 2013

2. •Definition
•Leadership Commitment
•Organizational Culture
•Employee Development
•Workforce Demographics
•Community Involvement
•Return on Investment
SOME COMPONENTS

3. the condition of
being diverse : variety;
especially : the
inclusion of diverse
people (as people of
different races or
cultures) in a group or
organization
- www.merriam-webster.com
•Define diversity in
the broadest context
to promote inclusion
of all people.
Eliminate the stigma
that diversity applies
to only “protected
classes.”
DEFINING DIVERSITY

4. Leadership Commitment
WHERE DOES IT START?

5. “WHAT AN ORGANIZATION DEEMS ACCEPTABLE
IS FOUND AT BOARD AND EXECUTIVE LEVELS.
HERE IS WHERE ENTERPRISE-WIDE DECISIONS
ARE MADE. HERE IS WHERE DECISIONS ON
DIRECTION AND RESOURCE INVESTMENT ARE
MADE.”
-UNKNOWN
IMPORTANCE

6. •Actions taken to support, challenge, or
champion the diversity process
•Behavior that sets the diversity vision,
direction, and policy into action/practice
•Individual level and degrees of accountability
•“Walking the talk" of diversity
…CAN BE DEFINED AS

7. •Establish direction or goals
•Provide a sense of urgency or importance
•Aid the motivation of others
•Nurture environment for success
NECESSARY TO:

8. •Solicit organizational feedback on diversity
•Develop action plans in response to climate
assessment surveys
•Create career development plans for ee’s at all
levels
•Mentoring programs
•Require diversity/cultural competency training for
leaders
•Establish metrics related to diversity
•Engage in national diversity conferences
•Hold leaders and managers accountable for
diversity goals and engaging in diversity
enhancement efforts.
EXAMPLES

9. •Employee satisfaction and commitment
•Employee perceptions of workplace climate
and culture
•Employee perceptions of leadership and
management practices
•Grievances and complaints
ORGANIZATIONAL CULTURE

10. •Employee engagement/satisfaction surveys
•Cultural assessments
•Workplace climate surveys
•Employee complaints and grievances
ORGANIZATIONAL CULTURE

11. An inclusive environment which supports and
nurtures the talents, skills and abilities of each
individual to embody and reflect (the
organization’s) core values; Innovation,
Integrity, Teamwork, Commitment, Compassion
and Respect.
EMPLOYEE DEVELOPMENT

12. •Organizational training
•Tuition assistance
•Internal recruitment
•Performance appraisals
•KSA inventory
•Competency assessment
•Individual Development Plans (IDP’s)
•Mentoring programs
•Career assessment and exploration
EMPLOYEE DEVELOPMENT

13. •Employee competency levels
•# Employees with college degrees
•# Employees with e-mail/computer access
•# Employees with IDPs
•Favorable response on satisfaction surveys
•Employee feedback and input
•Employee-led projects
EMPLOYEE DEVELOPMENT

14. Data regarding personnel and personnel
transactions by race, gender, ethnicity, age,
disability, veteran status, etc.:
•Internal recruitment processes/statistics
•External recruitment processes/statistics
•EEO and Affirmative Action statistics
•Turnover/Retention statistics
•External comparisons
WORKFORCE DEMOGRAPHICS

15. Internal recruiting:
•Promotions
•Transfers
•Work assignments
•Length of employment in assignment
•Length of employment with organization
WORKFORCE DEMOGRAPHICS

16. External recruiting:
•Resources used
•Demographics of applicants
•Demographics of interviewees
•Demographics of hires
WORKFORCE DEMOGRAPHICS

17. EEO and Affirmative Action statistics:
•Demographics of ee’s by EEO job category
•Demographics of turnover (separations)
Who is leaving and why
WORKFORCE DEMOGRAPHICS

18. External Comparisons
- Industry
- Greater metropolitan area
- State
- Nationwide
- Competitors
- Recognized “leaders” in diversity
WORKFORCE DEMOGRAPHICS

19. •Reflection of the community (customers/ee’s)
•Good corporate citizen
•Seek and value feedback from the community
•Community partnerships
•Supplier diversity
COMMUNITY

20. •Customer satisfaction surveys/feedback
•Charitable contributions
•Community-oriented activities
•Minority/Women owned vendors, contractors
and suppliers
COMMUNITY

21. •Costs of employee turnover
•Costs of employee complaints and grievances
•Costs of recruiting and hiring
•Cost of Training
•Reputation
ROI

22. •Is there a Board-approved policy encouraging
 diversity across the organization?
•Is diversity awareness and cultural
proficiency training mandatory for all senior
leadership, management and staff?
•Do you have a succession/advancement plan
for your management team linked to your
overall diversity goals?
•Does your strategic plan emphasize the
importance of diversity at all levels of your
workforce?
•Is your management team’s compensation
linked to achieving your diversity goals?
ASSESSMENT QUESTIONS

23. SAMPLE METRICS
Figure 1: Sample Diversity Metrics
Performance Category Metric Criteria Purpose
Career Development Diversity Promotion Rate Number of culturally
different employees
promoted/total number
of promotions
Tells how effective you are at advancing
the careers of culturally different
employees
Coaching and Mentoring Diversity Mentoring Rate Number of culturally
different employees with
a mentor/total number of
employees with a mentor
Tells how effective you are at getting
culturally different employees into formal
mentoring relationships
Employee Recruitment Candidate Pool Diversity
Percentage
Number of culturally
different candidates/total
number of candidates
Tells how effective you are at increasing
the diversity of candidate pools
Employee Retention Turnover Rate Number of terminated
employees/average
employee population
Tells how effective you are at retaining
employees
Employee Selection Diversity Hire Percentage Number of culturally
different hires/total
number of hires
Tells how effective you are at hiring
culturally different candidates
Human Resource Development Performance Change Rate Performance appraisal
score after
training/performance
appraisal score before
training
Measures the impact of training and
education on job performance
Source: Holmes, T. A. (2005, May/June). How to connect diversity to performance. Performance Improvement, 44, 5, 13-18.

24. 

SAMPLE IDP

25. Websites
 http://www.diversity.com — Provides nation-wide job
advertisements, corporate branding, career networking, and
executive recruitment services.
 http://www.diversitycentral.com — An archive chronicling
corporate diversity efforts over the past 14 years in the United
States, Canada, Australia, and several other countries.
 http://www.diversityinc.com — The website partner of
DiversityInc, the magazine. The site includes articles and
materials on diversity-related topics.
 http://www.shrm.org/diversity/ — The section of the website
for the Society for Human Resource Management (SHRM) that
is dedicated to diversity issues. SHRM is an international
human resource management association. The diversity focus
area includes articles, news, and resources related to
diversity issues.
RESOURCES