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workforce-diversity-pilot-projects-.pptx
- 1. Advancing Workforce via A DEI Lens Pilot Projects 2024
- 2. Introduction: 3 Phases: Culture &Career Advancement Assessments Policy &Process Audits Onboarding New Talent
- 3. Brief online survey has been developed (<10 minutes) Invite current employee perspectives on organizational culture Obtain feedback that may aid in retention of great people. Feedback also offers support to incorporate elements for updating policies and procedures to attract and retain new talent. Assessing Culture & Career Advancements
- 4. Policy & Process Audits: Examples of Inclusive Policy Language: i. Use of gender-neutral language in job descriptions and avoid biased language that discourages specific groups. i. Potential considerations for diverse needs with offerings like inclusive parental leave, flexible work arrangements, accessibility, and healthcare options that cover various situations. i. Clear definitions promoting respectful behavior and prohibiting discrimination and harassment based on any protected classes. i. Ensure policies accommodate diverse needs related to disability, religion, or other factors, following legal requirements. i. Use inclusive language in all communication channels, including emails, handbooks, and training materials.
- 5. Onboarding New Talent To Enhance or Shift Culture • Finding Where There Are Opportunities to Cast a Broader Net • Matched with the findings above like gaps in diversity, if any • Exploring Value of Inclusion & How to Demonstrate
- 6. Proposed Timeline & Support March 1, 2024, with a 45-day project cycle Survey Timeline: Link provided by HCAN; data summaries provided by PIE (health centers encouraged to have a formal process to share findings with staff) Note: Review/Audits of Policy and Procedures done virtually and require limited time from health center teams.
- 7. Health Center Point(s) of Contact for Survey dissemination, Timeline & Ongoing Communication Forwarding policies that are in place at the health center to PIE as well as protocol for approval: HR Policy Employee Handbook Professional Development Policy Harassment Policy(s) Calendar date TBD to reconvene for draft summary reports. NEXT STEPS FOR ENGAGEMENT
- 8. QUESTIONS! Janice Sherman, CEO Partners in Equity jsherman@partnersnequity.com 404.729.2890 www.partnersnequity.com
Editor's Notes
- More like reviews as audits as a term is a bit more ominous in our world…
- Before considering alignment of culture with recruitment efforts, we’re offering to take a step back and engage employees around two areas: a) current culture and/or desire future state; and b) employee career mobility and decision-making. This involves a brief online survey(<10 minutes) to invite current employee perspectives on organizational culture. This feedback can also serve to aid in retention of great people& incorporate elements for updating policies and procedures to attract and retain new talent. Because retention of top talent is vital in the quest for onboarding new talent and will aid in collectively demonstrating that to others, we invite their perspectives. If the feedback says our policies don’t align with that based on a level of assessment, we have time to consider enhancements to add value to both existing and potential future employees.
- Using “you” instead of “he” or “she” is a good way to avoid gender bias. Generally these include review of things like the employee handbook and personnel policies) through a lens on Diversity, Equity, Inclusion and Belonging to support both current employees as well as opportunities to frame this context for new employees.
- We invite an opportunity to assess with leadership current recruitment gaps. This assessment through key findings gives us an opportunity to recommend avenues to cast a broader net through potential new venues that align with the health centers goals. certain demographics and cultures, employee referral incentives, and potential development of events promoting testimonials via social media from peers, both locally and beyond