1. Diversity in the Hiring Process Presenter: Robert “Bob” Orrell, B.S., SPHR HR4U Consulting Services In association with: Curtis Biggs NWCCD International Programs Tuesday, September 25, 2012 BHMC-SHRM

2. WHAT IS DIVERSITY? The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique and recognizing our individual differences. These can be along the dimensions of race, ethnic origin, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs or other ideologies. It is the exploration of these differences in a safe, positive and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

3. HIRING PRACTICES Liability Risk-Situation: limited recruiting resources; mangers not trained in validity of hiring; too little effort made to make sure hiring practices are compliant. Consequence: On wrong end of hiring-related lawsuit. EEOC-enforced laws and other laws cover employers and entities such as employment agencies and make it illegal to recruit, test and hire new employees in ways that discriminate based on race, religion, sex (including pregnancy), national origin, age, disability, or genetic information.

4. PRE-EMPLOYMENT DISCRIMINATION PROTECTION Standardize hiring procedures for all operations. Ensure all screening practices are fair. Identify barriers to hiring Recruit from broad talent pool. Provide training to all managers. Make sure essential functions of the job are essential and haven’t changed over time.

5. EXTERNAL RECRUITING-WHY? Obvious cost is litigation Cost of discrimination is the exclusion of quality contributors. Diverse applicants could contribute to the innovation and thought leadership within an organization. Cost of a good reputation

6. PITFALLS Disconnect between diversity policies and hiring strategies. Typically takes three to five years before a diversity initiative will show results and become encompassed in recruiting efforts Actual costs and steps that must be taken.

7. STRATEGIES Become active members of your community; networking has been consistently shown as the most effective way to recruit and hire. Identify needs. Does workforce resemble communities operated in? Does it match the demographic that you serve or want to serve? Establish a meritorious hiring practice that is age, race, gender, minority neutral. Provide training. Offer benefits such as: onsite daycare; childcare subsidies and flexible schedules; accommodate cultural and religious holidays; diversity friendly apparel choices. Give new hires a reason to stay.

8. Opportunities Benefits of Diversifying Hiring and Hiring Pools Skill sets Perspective Trends and Insight Fun---e.g. food Global perspective and access of community Where are These Diverse Hires? H1B Work & Travel OPT & CPT Family Members of New Hire and Relocation Populations

9. STATISTICS Population by race- City of Sheridan- 92.5% White,.22% Black/African American, 2.58% American Indian and Alaskan Native,.48% Asian,.37% native Hawaiian and other Pacific Islander, 3.84% Other. Ethnicity- 4.06% Hispanic. Median age-39.2, female 40.6, male 37.7 Sheridan Metro area and State of Wyoming are relatively the same. Big Horn Mountain Chapter SHRM- 82% Female’ don’t know ethnicity and wouldn’t touch age with a ten foot pole!