DIVERSITY INTIATIVES & BEST PRACTICES CHAPTER 2

Organization’s Interest  Is a Productivity Issue Adversely affects employee relations Attitudes Retention Turnover

Organization’s Interest IIs a Risk Management Issue Negative Impact on profit earnings Client dissatisfaction with service Precursor to discrimination lawsuits

Organization’s Interest  Rising Spending Power of Minority Groups Latinos spend > $450 billion / year $8+ billion / year in Dallas – Fort Worth Internationally, minorities & women represent $1.3 trillion market

FEDERAL GOVERNMENT  Changing Demographics impacts WHO will deliver services HOW services will be delivered TO WHOM Composition of the workforce

FEDERAL GOVERNMENT  US Merit System Protection Board  Held 1 st Symposium on Diversity  Leadership & H R Experts attended  2 Panels: 1 focused on Policy issues, while other focused on Actions –what did or did not work

Symposium Key Conclusions  Managing Diversity – All Managers must  Managing Diversity - Not a choice  Managing Diversity – Part of Efficiency  No Single Approach to Managing Diversity  Achieving diverse workforce and Managing Diversity must be concurrent

PRIVATE SECTOR  Common Success Factors CEO Support Part of Strategic Plan Specific to Organization Inclusive of All Races, Cultures Addresses Stereotypes, Prejudices Total Accountability Tracks Progress & Is Comprehensive

STATE & LOCAL GOV’T  Best Practices Organizations had these factors in Common: Formal Process in Writing Human & Fiscal Resources devoted Process integrated, ongoing & measurable Efforts decentralized, sense of ownership Training not limited to Managers Compares performance to Private sector

STATE & LOCAL GOV’T  Continued Reviews and Monitors Progress Recruiting & Retention linked to Performance Accountability for results

DIVERSITY AUDIT  Must know Purpose  Interview of Employees/Survey  Inspect Facility  Give Feedback  Determines prevailing diversity culture