RECRUITING AND RETAINING A DIVERSE WORKFORCE

It is in the best interest of organizations and companies to hire and retain high-performing individuals for as long as possible. However, human performance is influenced by many factors, including feeling supported, valued, and respected; being recognized and rewarded for good work; working under transparent and fair processes; and receiving consistent, constructive, and actionable feedback. Although scientific research overwhelmingly suggests that some form of bias likely exists in every organization, there have been significant efforts to reduce or eliminate diversity, equity, and inclusion (DEI) activities designed to mitigate workplace bias. Such reductions leave boards, leaders, and team members ill-equipped to effectively manage interpersonal and intergroup employee relations.

 

In addition to defining and justifying the need for DEI, this four-part series offers specific guidance on what to say and do when bias occurs during the four key phases of the employee life cycle:

 

1. Hiring: job description, ad placement, recruitment strategies, resume review, interview, “fit”, selection, offers and negotiations, and onboarding.

2. Talent Development: mentoring, assignments and opportunities, feedback, performance evaluations

3. Promotion: clear criteria/processes, succession planning and “grooming”, and diversifying leadership

4. Exit: bias-related retirement, resigning or termination; exit interviews; and who leaves and why

 

Strategies employed in each phase will enhance workplace culture, improve customer service and productivity, and increase employee retention. A unique feature of the series is that the trainings are related but separate. Each training can be taken individually, in combination with one or two others, or as part of the full series. This series is strongly recommended for human resources personnel, supervisors, managers, team leaders, and anyone else that

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COURSE INCLUDES:

• Innovative, engaging, humorous, and motivational delivery of content

• Highly interactive and introspective exercises

• Small group dialogue of sensitive topics related to working with males of color as a case study

• The use of compelling videos, images, and other media

• An overview of national, industry-specific data disaggregated by relevant demographics

• Anonymous audience polling and display of results in real-time. Responses are used as a basis for discussing sensitive topics and to allow participants to see how their attitudes or experiences compare to others. These results are saved as graphs and provided to the organizers.

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FORMAT

• In-person 1 - 2 hours

• Live Webinar: 1 - 2 hours

• Online Learning Management System (coming soon)

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RECOMMENDED AUDIENCES:

This course is strongly recommended for law enforcement, education, judiciary, corporate, non-profits, philanthropy, community, city/county government, and healthcare organizations as well as other entities in which bias has been shown to significant impact important life outcomes for large groups of citizens or customers.

 

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