DiversityInc Diversity Recruiting Web Seminar. Barbara Frankel Senior Vice President, Executive Editor September 17, 2013
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1 DiversityInc Diversity Recruiting Web Seminar Barbara Frankel Senior Vice President, Executive Editor September 17, 2013
2 Assistance 2 For assistance dialing in to the conference, please call For operator assistance during the live web meeting, dial 00. For other assistance, contact Customer Service at Thank you! DiversityInc. Reproduction Prohibited.
3 2013 DiversityInc Top 50 Companies for Diversity 3 1. Sodexo 2. PricewaterhouseCoopers 3. Kaiser Permanente 4. Ernst & Young 5. MasterCard Worldwide 6. Novartis Pharmaceuticals Corporation 7. Procter & Gamble 8. Prudential Financial 9. Accenture 10. Johnson & Johnson 11. Deloitte 12. Merck & Co. 13. AT&T 14. Abbott 15. Cummins 16. Marriott International 17. Medtronic 18. Kraft Foods 19. Aetna 20. Target 21. Colgate-Palmolive 22. Cox Communications 23. KPMG 24. IBM 25. Wells Fargo 26. General Mills 27. ADP 28. Pfizer 29. Northrop Grumman 30. New York Life 31. BASF 32. Kellogg Company 33. Time Warner 34. Rockwell Collins 35. Eli Lilly and Company 36. Allstate Insurance Company 37. Dell 38. The Coca-Cola Company 39. The Walt Disney Company 40. WellPoint 41. TIAA-CREF 42. Monsanto 43. TD Bank 44. Microsoft 45. Bristol-Myers Squibb 46. Wyndham Worldwide 47. Verizon Communications 48. Toyota Motor North America 49. Comcast 50. jcpenney DiversityInc. Reproduction Prohibited.
4 DiversityInc Top 50 Areas of Measurement 4 Recruitment Diameter of Existing Talent Structure Effective Development Programs Movement Fairness Talent Pipeline Equitable Talent Development Supplier Diversity CEO/Upper Management Commitment Quality of Program Developing Suppliers Effective Strategies Quality of Accountability Executive Involvement Representation DiversityInc. Reproduction Prohibited.
5 Executive Support Critical 5 86% 90% 80% 68% 70% 60% 50% 40% 30% 28% 42% % 10% 0% Diversity Council sets goals Executive compensation tied to council goals DiversityInc. Reproduction Prohibited.
6 National Avg 2010 Top Top 50 The Right Relationships 6 % of Top 50 gross revenue going to philanthropy 1.6% 1.4% 1.2% 1.0% 0.8% 0.6% 0.4% 0.2% 0.0% 0.1% 1.1% 1.6% 27% of senior execs sit on boards of multicultural nonprofits DiversityInc. Reproduction Prohibited.
7 Hiring Decisions 7 Requires diverse slates of candidates when interviewing for the top two levels of management 100% 100% 90% 88% 80% 76% 70% 60% All Participants 2013 Top Top 10 R&R DiversityInc. Reproduction Prohibited.
8 Hiring LGBT People, People With Disabilities 8 Have active recruitment program for LGBTs 86% 90% 80% 70% 60% 52% 50% 40% All Participants DiversityInc Top 50 DiversityInc. Reproduction Prohibited.
9 Trends in Increasing Diversity Recruiting 9 Cultural-competence/hidden-bias training for recruiters, hiring managers On-boarding using resource groups Assessment of family needs DiversityInc. Reproduction Prohibited.
10 New Recruitment Questions in the 2014 survey 10 Does your company clearly send the message that it welcomes veterans as job applicants Does your company clearly send the message that it welcomes LGBT people as job applicants Does your company clearly send the message that it welcomes people with disabilities as job applicants? Is your company s recruiting process, including online applications, accessible to candidates with disabilities DiversityInc. Reproduction Prohibited.
11 Diversity Recruiting: The War For Talent Mindy Hanna Sr. Director Diversity & Inclusion Office of Diversity, Inclusion and Social Responsibility
12 Mindy Hanna Born and raised in NYC With ADP for 26 years Bachelors Degree in Business with a concentration in HR Management from State University of NY College at Oswego Experience: Expertise in HR consulting, diversity management and leadership, associate and community relations, project management, recruitment and campus hiring strategies, training and development Chapter Board Member American Conference On Diversity 12 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
13 About ADP Mission Power organizations with insightful solutions that drive business success Vision Be the world s authority on helping organizations focus on what matters 13 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
14 In the War For Talent - Diversity Provides a Winning Edge Diversity Mission To foster an inclusive work environment one that embraces and leverages the diverse dimensions of each associate to support the long-term growth objectives of the company. Our commitment to inclusiveness enables each associate to have full access to resources and opportunities which capitalize on their potential to add value to our stakeholders. 14 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
15 Meeting Agenda ADP Diversity Strategy Diversity Strategy and link to HCM Trends Key Best Practices Keys To Success Q & A 15 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
16 Where We Are Today Executive Diversity Council meets quarterly and drives accountability 5 Associate Resource Groups (ARGs) provide support, networking, development and a forum for solving business issues Global Learning focused on diversity succession #27 on DiversityInc Top 50 List Expanded partnerships with diverse organizations focused on community, marketplace and professional networks Enhanced Supplier Diversity efforts with multicultural supply side vendors 16 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
17 Why is Diversity important to us? Talent Pipeline Recruiting Talent Development Engagement and Retention Marketplace Growth Networks and Partnerships Access to entire talent spectrum Candidates like to see themselves Build bench for future growth Critical leadership competency Access new markets; referrals Enhance HCM Brand (clients, candidates) 17
18 ADP s Diversity Strategy An effective diversity strategy requires strong business alignment, integration and communication Alignment Clarify roles Establish relevant, actionable metrics Clear ties to HCM strategy & business priorities Linkage to CSR Integration Accountability for success within Recruiting, Learning, Succession Leadership expectations Standardized Monthly Dashboard Communication Designed to educate, engage, inspire, recognize Multi-touch, multivehicle Thematic, part of executive messaging We have an opportunity to strengthen our talent pipeline and accelerate our HCM transformation by leveraging Diversity 18 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
19 Diversity priorities & initiatives align with HR leading HCM transformation Leadership Talent Culture Bench Strength Talent Movement Talent Development Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
20 Today s Current Trends & Evolution of Social Media 20 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
21 Current Talent Trends Decreasing job seeker loyalty 61% of today s employed workforce are open to OR looking for new opportunities. Growing preference for self employment 50% of new college graduates believe self employment is more secure than full time work. Emergence of social networking / mobile to foster relationships The majority of today s relationships (including careers) begin through social networks. Continued shortage of skills-based workforce By 2015, 60% of today s jobs will require skills held just by 20% of today s population. Sources: BLS & JobVite.com 21 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
22 Multi-Generational Marketplace Today s Marketplace : A Compilation of Four Generations Generation Y (after 1980) 30 years old and under 21% Generation X ( ) 31 to 45 years old 30% Baby Boomers ( ) years old 41% Traditional ( ) 65 and over 8% 22 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
23 US Demographic Shifts Growth in US Population: % 35% 131% 19% 0% 20% 40% 60% 80% 100% 120% 140% Asian Black Hispanic White Source: Selig Center for Economic Growth, The University of Georgia, and Virtcom Consulting analytics 23 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
24 Usage Trends by Age 59% of internet users use Social Networks vs 26% in LinkedIn has 55% of members aged between 36 and 65 * Source:
25 Usage Trends by Gender Gender distribution by social networking site platform * Source:
26 Evolution Of Recruiting Marketplace Location Print Requisition/Resume Search Social/Relationship
27 Marketing Channels priority is changing * Source: /Marketers_Benchmark_Survey_Results_Q2_11.pdf
28 Best Key Practices to Increase Your Ability to Win the War for Talent 28 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
29 Improve The Quality of Your Talent Pipeline Employment Brand Sourcing with Social Media Internal & External Relationships University Channel 29 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
30 Strengthen Your Employment Brand What s your employment brand message and value proposition? What are the preferences of your target audiences? How do you stack up against your competitors? What tools/communication methods will you use? 30 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
31 Expand Your Sourcing Efforts Leverage proven search tools to optimize your recruitment marketing initiatives Capitalize on social networks to increase brand awareness and optimize employee referrals Embed social tools into career center 31 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
32 Measure ROI Key Performance Indicators: What Drives Your Online Sourcing Traffic Which Sources Drive Your Talent Community Subscribers Which Sources Lead to Most Application Volume Which Sources Provide Best Hiring Yields Which Sources are Most Cost Effective (Cost Per Applicant & Cost Per Hire) Visit Join Talent Community Click to Apply Completed Application Qualified Applicant Interview Offer Made Hire
33 Diversity Partnerships/ Sponsorships 33 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
34 HBCU/ HSI: Corporate Branded Partnerships 34 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
35 Diversity Focused Summer Intern Program Program Overview Full-Time, 10-Week, Paid Internship Program Starts around the first week of June (immediately after Memorial Day) and runs through the first week of August 2013 Program 96 Interns Students: Represented 40 Colleges/Universities Worked in 13 States, 18 Cities From Diverse Backgrounds Benefits Captures diverse talent. Interns can serve as quality candidate pipeline for future ADP fulltime positions. Interns can assist with challenging project work and help to reduce workload. Interns act as advocates in recruiting other students. They can be seen as brand or public relations ambassadors helping with company image and strengthening partnerships with schools. Provides developmental mentoring opportunities for key members of your team. Program Highlights Meaningful project work in the Business Unit Conversation with a Leader conference calls Cross-Functional Intern Teams End-of-Internship Presentations to Senior Leaders Photo Contest Essay contest 35 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
36 Improve Quality of On-Boarding Experience More than just completion of HR forms Will be more important as war for talent gets more serious Connect to like employees Measurement tools 36 Copyright 2013 ADP, Inc. Proprietary and Confidential Information
37 Diversity Councils / Business Resource Groups Diversity Councils (DCs): A group of associates that support the organizational diversity mission and goals by developing, monitoring and implementing diversity initiatives. Executive Diversity Council (Chaired by Carlos Rodriguez) Regional Diversity Councils (Currently 5 Active RDCs) Over 20 Local Diversity Councils New for FY 14 LEAD Committees Business Resource Groups (BRGs): Company sponsored, voluntary associations of people with common interests. African-American - Cultivate Hispanic - Adelante! LGBT&A ADP Pride Homeshored/Virtual - Virtual Connections Military Military Strong 37 Copyright 2013 ADP, Inc. Proprietary and Confidential Information.
38 DiversityInc Webinar: Diversity Recruitment Best Practices Abel Davila, Senior Manager, Global Search Consultant Group Julie Hansen, Senior Manager, Diversity & Inclusion September 17, 2013
39 Agenda Meet AbbVie A Diversity Recruiting Framework Engaging and Developing Diverse Talent Q&A AbbVie's Best Practices in Diversity Recruitment Company Confidential
40 Meet AbbVie 170+ Countries Where AbbVie Products Help Patients 21,000 Approximate Number of Abbvie Employees Worldwide Committed to Patients' Greatest Needs 15 Primary Research and Manufacturing Facilities Around the World ABBV A NEW COMPANY Founded on January 1, 2013, AbbVie is a global biopharmaceutical company with the focus and capabilities to address some of the world's greatest health challenges. A RICH HERITAGE AbbVie began as the pharmaceutical leader, Abbott, which was founded in 1888 by Chicago physician, Dr. Wallace Abbott. Since then, Abbott has evolved to become a global healthcare leader, delivering innovative pharmaceutical, nutritional, diagnostic, and medical products. NYSE Listing AbbVie's Best Practices in Diversity Recruitment Company Confidential
41 DIVERSITY RECRUITING FRAMEWORK Abel Davila, Senior Manager, Talent Acquisition
42 Agenda Business Case Success Factors Roles & Responsibilities Diversity Sourcing Channels Key Takeaways AbbVie's Best Practices in Diversity Recruitment Company Confidential
43 Business Case To ensure diversity recruitment remained a top priority for the US Commercial Business. Key Imperatives Partner with business leaders to build diverse talent pipelines and foster candidate relationships Implement a best in class candidate experience to raise brand awareness and differentiate the organization Maximize diversity channels that reinforced our brand awareness and employer value proposition AbbVie's Best Practices in Diversity Recruitment Company Confidential
44 Critical Success Factors Brand Awareness Increase visibility of Commercial Marketing opportunities Leverage Social Media to launch targeted campaigns with Diversity Partners and Associations Host LinkedIn Lunch & Learns with the business Diversity Channels Maximize diversity sourcing channels and target Commercial & Market Research talent Partner with internal diversity sourcing team to build diverse pipelines Business Partnership Select business leaders to champion their respective areas of business Provide immediate feedback on candidates based on current and future needs of the business AbbVie's Best Practices in Diversity Recruitment Company Confidential
45 Framework/Roles & Responsibilities Defining talent needs of the business Establish Roles & Responsibilities Decision & Evaluation Objective Define current and future talent needs of the business Business Champion Review external talent and select appropriate interview teams based on skillset Recruiter Applies expertise to drive diversity strategy and prioritize sourcing channels Objective Establish roles and responsibilities and identify interview team Business Champion Identifies interview teams for their respective area(s) Interviews selected candidates with consideration to the broader organization Recruiter Conducts preliminary screening of candidates to determine suitability Objective Interview and asses candidates for current and/or future opportunities Business Champion Provides candidate feedback for current and future opportunities Partners with recruiter to keep candidates warm and engaged Recruiter Facilitates the offer process and engages candidate to extend offer details Talent Acquisition & Business HR AbbVie's Best Practices in Diversity Recruitment Company Confidential
46 Diversity Sourcing Channels 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Diversity Sourcer External Agency Social Media Diversity Partners Hires Utilization of dedicated internal diversity recruiter enabled the ability to maximize diversity group partnerships and manage diversity referrals. AbbVie's Best Practices in Diversity Recruitment Company Confidential
47 Key Takeaways Partner with the business to brand the organization and opportunities Set expectations with the business to clarify their role in the recruiting process and impact to candidate experience Differentiate company to build credibility with diverse populations Prioritize sourcing channels that make the most impact to the organization AbbVie's Best Practices in Diversity Recruitment Company Confidential
48 ENGAGING AND DEVELOPING DIVERSE TALENT Julie Hansen, Senior Manager, Diversity & Inclusion
49 Engaging and Developing Diverse Talent Employee Resource Groups (ERG) Creating Inclusive Leaders Inclusive Mentoring AbbVie's Best Practices in Diversity Recruitment Company Confidential
50 AbbVie s ERGs: Quick Facts 6 ERGs: Asian, Black, Flex, GLBTA, Hispanic/Latino, Women 2,000-3,000 members: nearly all U.S. based 18 executive sponsors: (typically VP) across all six ERGs Member Profile: early career to mid-management level Focus Areas: professional and leadership development, networking and mentoring, community support, employment branding AbbVie's Best Practices in Diversity Recruitment Company Confidential
51 Modeling ERGs For Impact Core elements to position and leverage ERGs to develop and engage diverse talent: Ensure ERGs have a clear value proposition. Design and implement an ERG operating framework that clearly aligns with key business and talent priorities --and members interests Talent & Culture Market & Citizenship Senior Executive Team allocates funding based on ERGs proposed strategies and tactics. ERGs crosscollaborate more to maximize funding and ensure outcomes aligned with key priorities Ensure ERG leaders are equipped for success and accountability to business leaders. Engage business execs and HR to identify ERG leaders and successors Commit resources to ERG leadership development curriculum AbbVie's Best Practices in Diversity Recruitment Company Confidential
52 Expected Results Stronger, better-prepared diverse leaders A new pipeline of diverse talent More visibility for diverse talent, highlighting their capabilities to executives Greater credibility for the ERGsand, in turn, the value of a diverse workforce Higher impact, engagement and satisfaction for ERG participants An attractor for diverse talent; retention tool for existing talent Greater cross-erg collaboration improves outward perception of ERGs as being UN-inclusive AbbVie's Best Practices in Diversity Recruitment Company Confidential
53 Creating Inclusive Leaders Defining our new culture is one of AbbVie s four key business priorities. Together, our D&I strategy and desired culture will come to life with new talent practices and leader expectations. SO FAR Diversity and inclusion are critical components of our culture. New cultural attributes and leadership expectations are defined. Beginning organizational roll-out and engagement. WHAT S NEXT Launch D&I Senior Executive Team for strategic direction and business alignment for global D&I strategy. Adding inclusionary behaviors to the qualifications we look for when interviewing potential leaders. Inclusiveness as a factor in performance assessments. AbbVie's Best Practices in Diversity Recruitment Company Confidential
54 Inclusive Mentoring Furthering our strong mentoring legacy helps differentiate AbbVie and our intent to be Collaborative An integrated company Diverse and inclusive An empowering and inspiring environment for every employee A leader in leadership An overall great place to work, grow and develop AbbVie's Best Practices in Diversity Recruitment Company Confidential
55 Inclusive Mentoring We re building on the foundation of our successful online mentoring-matching tool with additional offerings to engage every employee: TODAY Mentoring circles (1+ mentors/several protégés all sharing topic of interest) Born of our women s ERG Extensive toolkit and potential participant lists online Available to all employees; flourishing within our ERGs IN DEVELOPMENT Onboarding mentoring Supports new hire inclusion and immersion to our new company Executive D&I mentoring New source of exposure and exec support for diverse talent Transparency to AbbVie s commitment to growing and developing diverse leaders AbbVie's Best Practices in Diversity Recruitment Company Confidential
56 Questions? Abel Davila Julie Hansen AbbVie's Best Practices in Diversity Recruitment Company Confidential
57
58 Send In Your Questions! 58 You may submit your questions via the web by using the text chat box on your screen. Simply type in your question and click send. DiversityInc. Reproduction Prohibited.
59 Web Seminar Schedule 59 October 22 Diversity Councils December 3 Diversity Metrics January 28 Building a Talent Pipeline February 25 Resource Groups March 25 Equitable Talent Development/Succession Planning April 22 Global Diversity May 20 CEO Commitment June 24 DiversityInc Top 50 Best Practices July 22 Supplier Diversity September 16 Mentoring and Sponsorship October 14 Diversity Councils November 4 Diversity Metrics Please contact customer service at webseminars@diversityinc.com DiversityInc. Reproduction Prohibited.
60 Culturally Competent Healthcare Sept. 24, 2013, Newark Liberty International Airport Marriott, Newark, N.J. 60 How can hospitals deliver higher quality care, reduce readmissions and earn maximum HCAHPS reimbursements? How do they find staff and physicians representative of the community? What impact can diversity have on clinical trials and retail pharmacies? Get answers to these questions and more at our Healthcare Summit Click Here to Register Now DiversityInc. Reproduction Prohibited.
61 Talent Development: Diversity-Strategy Event Oct. 16, 2013, Marriott Marquis, New York City 61 This event will focus on new and innovative diversity-management programs Confirmed Daytime Speakers Carlos Rodriguez, President and CEO, ADP Stephen P. Holmes, Chairman and CEO Wyndham Worldwide Brian W. MacLean, President and Chief Operating Officer, Travelers Confirmed CEOs and Senior Executives Accepting Awards Talent Development Jeff Bewkes, Chairman and CEO, Time Warner Community Philanthropy Pat Esser, President, Cox Communications Diversity-Management Progress Juan Carlos Ordonez, Senior Vice President, Coating Solutions, North America, BASF Click Here to Register Now Global Cultural Competence Hugh Grant, Chairman and CEO, Monsanto Mentoring Beth Jacob, Chief Information Officer, Target Supplier Diversity Randall Stephenson, Chairman and CEO, AT&T Engagement George Borst, President and CEO, Toyota Financial Services DiversityInc. Reproduction Prohibited.
62 Thank You for Attending the Web Seminar 62 You will receive a follow-up from us containing the link to download this presentation for future reference The presentation will be available approximately 72 hours after this event Questions? Call (973) DiversityInc. Reproduction Prohibited.
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