diversity tail waggin dog handout
DESCRIPTION
2010 Minority Conference on Recruiting and Retention in Las VegasTRANSCRIPT
Free Powerpoint Templates Page 1
Diversity and
the selection committee
Is the
TAIL WAGGING
the DOG ?
Free Powerpoint Templates Page 2
What is the purpose of the committee ?
• Search ?• Screening ?• Selection ?
Free Powerpoint Templates Page 3
What is the office of the Chair?
• Hiring Official ?• Level ?• Role(s) ?• Qualifications ?
Free Powerpoint Templates Page 4
Are Ex-Officio members necessary ?
• HR ?• Office of Diversity & EEO ?• Faculty Senate ?• Students ?• Union ?
Free Powerpoint Templates Page 5
Essential elements of an effective selection committee ?
• Who selects ?• Timing ?• Size ?• Organizational area ?• Representation ?• Special roles ?
Free Powerpoint Templates Page 6
What are the essential traits of a selection committee ?
• Trainable/adaptable to new processes ?
• Knowledge of position?• Previous experience ?• Challenge conventional
assumptions ?
• Familiarity with candidates?
• Assertiveness ?• Self-awareness ?• Confidential ?• Able to mediate
conflict
Free Powerpoint Templates Page 7
By the Bernard Hodes Group:
• 96% of Undergraduate and Graduate Students of Color Indicate: Professors of Color Have Positively Impacted Their Education.
• 83 % of White Undergraduate and Graduate Students Indicate: Professors of Color Have Positively Impacted Their Education.
Recent Survey
Free Powerpoint Templates Page 8
Diversity – EEO – AA ?
• Does anyone really know the difference between diversity, inclusion, equity, EEO, and AA in the pursuit of a qualified diversified workplace ?
• Aren’t those terms contradictory ?
Free Powerpoint Templates Page 9
Affirmative Action Postures
1. Passive nondiscrimination. A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike.
1. Passive nondiscrimination. A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike.
2. Pure affirmative action. A concerted effort to enlarge the pool of applicants so that no one is excluded because of past or present discrimination.
2. Pure affirmative action. A concerted effort to enlarge the pool of applicants so that no one is excluded because of past or present discrimination.
3. Affirmative action with preferential hiring. A company systematically favors minorities and women in the actual decisions of selecting its workforce.
3. Affirmative action with preferential hiring. A company systematically favors minorities and women in the actual decisions of selecting its workforce.
4. Hard quotas. A company specifies numbers or proportions of minority group members that must be hired.
4. Hard quotas. A company specifies numbers or proportions of minority group members that must be hired.
Soft Heavy-Handed
Free Powerpoint Templates Page 10
DIVERSITY = QUALITY
1. IS HIRING FOR QUALITY & DIVERSITY EQUIVALENT ?
2. IS PRESENCE OF TALENT EXCLUSIVE ?
3. WHAT ARE THE ESSENTIAL VARIABLES ?– AVAILABILITY (RECRUITING)– FAIRNESS (SELECTION)
4. DO YOU HOLD MANAGERS ACCOUNTABLE?
Free Powerpoint Templates Page 11
ESSENTIAL FACTORS
BUSINESS MODEL Allocate resources, manpower, time Fund research to create business plan Assign most talented people to project Pay for result / Recognize efforts Monitor program – short/long term Hold team accountable
Free Powerpoint Templates Page 12
ESSENTIAL FACTORS
DIVERSITY MODEL
– Foster accountabilities– Push down through every level– Make it condition of continued employment– Tied to performance goals, objectives, pay,
etc.– Create “scorecard”
Free Powerpoint Templates Page 13
Is DIVERSITY of gender and race essential for every selection committee ?
