Making Diversity Work for You

Transcription

1 Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services

2 AMAC s Five Year Strategic Plan Advocate for diversity inclusion with contracting and employment opportunities throughout the industry. Support through education and training- individual Business development- entities Mentorship- both professionals and businesses Scholarship- student

3 How to Integrate Diversity within your Talent and Succession Planning Strategies The session will examine some of the best practices of managing cultural diversity and talent in the workplace at airports of different regions. What the trends now? How can airports benefit from a diversified workforce? How can talent management help the airports? What are the challenges and solutions?

4 What is the culture within your organization? Before you can manage a task, problem or situation you must first understand what are the challenges, clarify factors that make up impacting issues and determine steps of correction or improvement.

5 Internal Assessment Internal assessments we find are best accomplished by third party consultants who also understand the business operational needs Establish baseline data Be transparent and proactive in your delivery of assessment Employees will appreciate acknowledgement of company short falls Provide plan of collective correction

6 External Assessment Focus Groups of traveling passengers Business Partners on campus Community Stakeholders Other Regional Airports Why should you know your external brand?

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8 Awareness and Sensitivity Awareness of differences does not mean exclusion! Is the culture a dominate mans world? Does company offer technology based solutions relevant to position functions? Does the airport operate with barebones staffing? Great benefits, promotions internally, training and development opportunities, job satisfaction People value community!

9 Business impact of a diverse workforce Understanding differences can assist you in setting the environment for team collaborations. Key difference is often in communication styles Hispanics and African Americans tend to be passionate in their communications, Examples of out casting Women and minorities Disconnect, not being accepted by managers and colleagues

10 Succession Planning Board members and Commissioners Mandating diversity goals as part of the strategic plan Why is this goal important? Establishing Policy CEO will to commit to task

11 Managing Succession Planning Identification and development of potential successors in a company Who is responsible? Key in succession management is to create a match between the company s future needs and the aspirations of individual employees. Process increases the retention of superior employees because they recognize that time, attention and skill development is being invested in them for the purpose of career development. When you continue to challenge and reward talented employees, you eliminate their need to seek opportunities elsewhere.

12 Who should be involved in the succession planning process? Who are the stakeholders? Why are these members valued in the process? How do you overcome the traditional model of top down? Challenges and Solutions

13 Moving from planning to implementation

14 Leaders of Tomorrow How do you identify those who are ready and those who are promising? Succession Planning Youth Management Testing

15 Developing talent is a long-term investment. Have more than one good person available for a key job. Real success requires choices between two or more qualified people. In order to have choices, you need to identify who is ready now and what it will take to make others ready when you need them. Challenges Solutions

16 Communicating Positions Qualifications Do you communicate the minimum requirements for positions to your organization? How can you communicate this to all?

17 Attracting How do you attract diverse candidates? Educate the Organization Mirror Community Spread the word Communicate diversity Ex: Airports with diversity Line Employees Board Diversity CEO Directors & Managers

18 Attracting the Millennium and Social Media Diverse Candidates Short term Internships Business Problems (Life Swap) Alliance with Business Schools or community universities that offer diverse student pool

19 Candidates & Lack of Practical Experience How do you fill this void? What are you doing to nurture those with those lacking experience?

20 Retaining a New Workforce Communicate Professional Development & Education Engagement during Succession Planning Next Generation Needs & How are you Working with them? Managers Education of Career Progression Consultant Assistance

21 Path to Diversity Strategic Planning Process Educate Board & Leadership Board Push

22 Managers & Incorporating Diversity Higher-Level Understanding Managing Diversity Education Leadership & Supervisory Training HR Supplements

23 AMAC & ACS Airport Diversity Candidate Survey Identify diverse candidates who are interested in management level positions Understanding of skill set, experience level and training and development needs of the survey participants Regional awareness of host airports of candidates Better alignment of candidates and opportunities

24 WHAT IS PROJECT L.I.F.T.? Leaders Inspiring Future Talent

25 Questions?

26 We are here to support your success! Shelby M. Scales Executive Director

27 Executive Recruiting Succession & Strategic Planning Leadership & Supervisory Training & Workshops Professional Career Development for the Individual & Groups (Office)