2012 Diversity Workplace Webinar Series

Transcription

1 2012 Diversity Workplace Webinar Series Brought to you by the Greater Des Moines Partnership's Diversity Council and the Diversity Committee of the Central Iowa Society for Human Resource Management (CISHRM). For details and to register online go to:

2 Presenters: Rona Berinobis Director of Workforce Inclusion Wellmark, Inc. Nathan D. Ritz Director of Diversity/Workforce Development, YLI Program Director Greater Des Moines Partnership

3 Objectives Define what a Diversity/Inclusion Council is and does What is the business case for developing a Council How Diversity/Inclusion Councils are leveraged strategically How to form a Council Best practices

4 What is a Diversity or Inclusion Council Advisory group Cross sectional members of the workforce Help create and/or support diversity and inclusion strategy Usually led by a Senior Leader

5 What value does a Council provide? Ambassadors for the organization in the community Eyes and ears of the organization Diversity of ideas By the people for the people Raises awareness from a grass roots level

6 Why form a council? Organization is committed to diversity and inclusion Strategic purpose for leveraging diversity Diverse workforce Inclusive work environment Understanding the need for diverse products and customers

7 How can a diversity/inclusion council be successful? Links objectives to organizational diversity/inclusion strategies AND overall organizational business strategy. Focus on trends and long-term change, not individual issues Senior leadership must support the process Clear delineation of roles and responsibilities Thorough selection process to ensure the appropriate mix of skills are at the table Representative membership Effective teamwork skills Keeping them engaged Frequent communication about progress with the workforce Passionate about making a difference action more than words

8 What pitfalls should the diversity council avoid? Advocating for personal concerns related to issues of inclusion Implementing activities and programs independently Substitute for the critical role leadership plays in the diversity/inclusion process Act as the sole owner of the diversity process Act as a "complaint body"

9 Types of Councils One size doesn t fit all no cookie cutter approach Number of members varies Organizational Regional Employee Resource Groups

10 Best Practices Leader from the top Meet regularly Role clarity Establish goals and report progress regularly Reward and recognize progress of members Form committees for focused efforts Annually report on accomplishments share with the organization from the top

11 From the Beginning 1. Employee Focus Groups 2. Council Members Selected 3. Created a Business Plan 4. Diversity/Inclusion Week 5. Self-Formed Employee Networks 6. Positive and Organic Growth 7. Global Corporate Responsibility Award

12 Council Structure Guiding Group of the Program Liaison to CEO & Executive Committee Develop Network Leaders Implement Company Strategy Manage both Up and Down Core Council Members Liaisons from: HR, CR, Satellite Locations Term Limits No Elections

13 Employee Networks Self-Formed Business Plans / Proposals Chair, Co-Chair, Treasurer, Communications Term Limits Executive Sponsors

14 Q&A

15 This program, ORG-PROGRAM , has been approved for 1.0 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at