1. Increasing Diversity through Recruitment and Selection Strategies May 13, 2014 Presented by the Diversity Consulting Group Ashley Coogan Jenn Dermon Nicole Kelly Joseph Lapka Ann Wang

2. By the time you leave this training, you will be able to: Explain why diversity can be beneficial to the workplace Describe at least two techniques that can be applied to the recruitment and selection process to improve diversity

3. “Differences in underlying attributes or nonobservable differences, such as working styles, values, and personality types, as well as differences in culture, socioeconomic background, educational background, spirituality…occupational background or professional orientation, industry experience, organizational membership, and group tenure…human characteristics that affect individuals’ values, opportunities, and perceptions of self and others at work” (Pynes 2013, p. 111-12). What is Diversity?

4. More perspectives increase the probability of innovation 1 Culture can impact behavior on the job 1 Diversity can naturally improve an organization’s cultural competence 1 With multinational client bases and partners, diversity is now a an operational and economic imperative 2 1: Pynes, 2013 2: KPMG LLP Why is Having and Understanding Diversity Beneficial in the Workplace?

5. How do I Increase and Promote Diversity in my Workplace? “Managing diversity requires more than just compliance with laws”(Pynes 2013 p. 126) Basic steps: 1.Develop an understanding of your organizational culture 2.Create opportunities for diversity in the following process areas: Recruitment, selection, promotion, performance evaluation, training and development, and compensation and benefits (Pynes, 2013, p. 112)

6. ● Expand job postings to those targeting minority populations ◦Professional societies and associations working with diverse populations ◦Minority Career Fairs ◦Other media outlets ● Network with previous and current employees to ask assistance in recruiting diverse applicants ● Establish a strong diverse professional network Recruitment Techniques

7. ● Specify the need not how its achieved ● Ask for ‘related’ work experience ● Focus on desired skill not personality trait Drafting a Job Description

8. ● Key is to overcome “unknown” bias – we are most comfortable and attracted to people similar to us ◦ Mask names ◦ Clear understanding of desired skills rather than focusing on experience or where trained Interview Selection

9. ● Establish a diverse interview panel ● Provide candidates with an opportunity to speak with an HR representative who is not on the selection panel to request a reasonable accommodation for the interview or to inquire about other potential issues such as career assistance for partners and spouses and school districts for children ● Make part of the interview interactive, to give candidates an opportunity to demonstrate their skills Interview Process

10. “The administrator will play a substantial role in diminishing polarization, teaching diversity and respect, building coalitions, resolving disputes, negotiating and mediating. The work of the top public managers will be clear - to build community.” The Future of Public Administration Robert B. Denhardt (1999) Takeaways for Future Public & Non-Profit Managers