2017 - diversity programs, organizational diversity · outreach programs make direct impact on...

2017#NALCWest

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Round I Track A:EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline

FACILITATOR: Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa

PRESENTERS:Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET)

Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS)

Herb Sims / Director, Diversity & Inclusion / Northrop Grumman

2017#NALCWest

Connie DingemanRecruiting ManagerProgressive Insurance (Vice Chair, MILNET)

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HIRING OUR HEROES: HOW PROGRESSIVE ENGAGED IN

MILITARY RECRUITINGConnie Dingeman, SHRM SCP

Recruiting Manager & Military ERG (MILNET) Vice Chair Progressive Insurance

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• Founded in 1937

• Fourth largest auto insurer in the country

• Insurance for personal & commercial vehicles, motorcycles, boats, recreational vehicles, and homes

• Based in Cleveland, Ohio

• 30,000+ employees in all 50 states

WHO WE ARE

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⸗MILNET our military ERG formed in 2013

⸗Building a supportive culture through internal programs and better recognition

⸗Creating external partnership to improve employee engagement

⸗Partnership with Recruiting to attract military talent

Military ERG: Focus on improved Recruiting & Retention

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⸗ Hiring Manager education tool⸗How to translate military skills into corporate skills

⸗Ensure hiring managers were giving equal weight to the backgrounds of military candidates

⸗ Creating a culture of appreciation for our military members and their families⸗Military Appreciation Month in May

⸗Veteran’s Day “roll call”

⸗ Sending care packages to deployed Progressive employees

Internal Engagement

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⸗ Key to Progress

⸗ Donating refurbished vehicles to veterans and their families

⸗ MILNET helped to find recipients for the vehicles

⸗ Ohio National Guard (ONG) employer network

⸗ Participating and hosting the employer roundtable

⸗ Hiring our Heroes (HOH)

⸗ Career fairs to improve the veteran candidate pipeline

⸗ Create an internal HOH participation guideline to assist recruiting and hiring managers with successful veteran outreach at these events

⸗ Fisher House

⸗ Engaging ERG ambassadors and volunteers across the country in hosting events and/or contributing to Fisher House locations

External Engagement

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⸗ Building Pipeline of Military Talent

⸗ Participation in Hiring our Hero events up by 40%

⸗ Received the GI Jobs: Military Friendly Companies & Military Times: Best of the Vets Awards

⸗ Significant increase in Military hires

⸗ 54 hires 2014 to 378 hires in 2016 (600%)

⸗ Improved employee engagement & recognition

⸗ Over 2,000 employees participated in Military Appreciation month activities honoring veterans and their families

⸗ Annual Veteran’s Day roll-call – saying “thank-you” to 1,300+ military employees for their service

⸗ Continued ERG growth – increasing membership by 500 employees in the last year

Results

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Questions?

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Nick RandazzoIT Solution ArchitectSiemens (Program Coordinator, STEM@SIEMENS)

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About Siemens & why this topic is important to us

An anecdote about diversity in technology

How STEM became a strategic topic

Building the pipeline: community outreach approach

Fueling a Diverse Talent Pipeline

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About Siemens

Mission: “We make real what matters”

Ownership culture: Every employee is empowered to act as if it were our own company

Strategy: Positioning along the electrification value chain

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A story about diversity in technology…

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STEM as a strategic initiative @ Siemens

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Building a diverse talent pipeline

▪ Outreach programs make direct impact on diverse talent during their formative years

▪ Organizing volunteers, hands-on activities, and materials that inspire future innovators

▪ Relationship building with faculty and students, repeat what works (annual events, partnerships)

Internships: Provide real-world hands-on experience through work experience programs

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STEM@SIEMENS Summer Work Experience Pilot

▪ Students from a 2 year community college placed in business units for 12 week work program

▪ Students gained real-world experience, learned about Siemens business, contributed, and received college credit

▪ Weekly workshops and site tours provided skills, tools necessary to succeed

Many students are now in long term internships or positions & all managers will participate again

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Nick RandazzoIT Solution ArchitectSTEM@SIEMENS Co-chair

Siemens Corporation

4400 N Alafaya TrailOrlando, FL 32826

(407) 736-2487Nick.randazzo@siemens.com

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Round I Track A:EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline

FACILITATOR: Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa

PRESENTERS:Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET)

Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS)

Herb Sims / Director, Diversity & Inclusion / Northrop Grumman