recruiting and hiring a diverse workforce

8/4/2021 CareerForceMN.com

Recruiting and Hiring a Diverse Workforce

CareerForceMN.com

Session Agenda

1) Data

▪ Minnesota’s Future Workforce

2) Understanding Diversity

▪ Surface-level vs. Deep-level Diversity

▪ Benefits and Disadvantages to Diversity Recruiting & Hiring

▪ Ideas for Increasing Diversity Recruiting & Hiring

▪ Tools for Diversity Recruiting & Hiring

3) Guest Speakers

▪ Alison Holzerland, VP of Human Resources – Doran Companies

▪ Jim Wendorff, VP of Human Resources – Viracon

3) In Review

4) Workforce Wednesday Unplugged Q&A / Discussion

8/4/2021

mn.gov/deed

Workforce Strategy Consultants

What do we do?• Assist key stakeholders in the

successful implementation of

regional plans

• Leverage expertise in sector

workforce

development strategies

• Connect key stakeholders to

workforce development resources

• Design tools and resources to

support businesses in developing

strategic workforce solutions

EMPLOYERS

Industry Association/ Chambers

Local Planning Boards

DEED/Career Force

Programs & Partners

Education Partners

DOL/DLIInitiative Foundations

City, County Economic

Development

Regional Development Commissions

Regional Alliance

For more information: mn.gov/deed/wsc

http://mn.gov/deed/wsc

CareerForceMN.com8/4/2021

STATEWIDE

Jacqueline Buck

Director, Workforce Strategy

[email protected]

CareerForceMN.com

Diversity Recruiting and Hiring

8/4/2021

Understanding Diversity

Unconscious Biases

Equity & Inclusion

Benefits & Disadvantages

Relationship Building

Company Reputation


Chat Box:Share an idea your company has or is currently using to recruit diverse talent.

CareerForceMN.com

Minnesota Race & Ethnicity Projections

8/4/2021

Population

Minnesota

Population Estimate/Projection

2018 – 2038

Population Projection

2018 2028 2038 2048 Numeric Percent

Total Population 5,611,179 5,971,790 6,245,661 6,431,506 +634,482 +11.3%

White,

Non-Hispanic4,459,268 4,472,424 4,386,920 4,215,298 -72,348 -1.6%

Black or African

American,

Non-Hispanic

367,582 500,131 641,439 785,012 +273,857 +74.5%

American Indian or

Alaska Native, Non-

Hispanic

59,933 64,634 67,881 69,685 +7,948 +13.3%

Asian or other

Pacific Islander,

Non-Hispanic

287,834 385,583 487,305 590,971 +199,471 +69.3%

Two or More Races,

Non-Hispanic127,279 164,015 201,786 239,054 +74,507 +58.5%

Hispanic,

of any race309,283 385,003 460,330 531,486 +151,047 +48.8%

CareerForceMN.com

Minnesota Age Projections

8/4/2021

Age Cohort

Minnesota

Population Estimate/Projection

2018 – 2038

Population Projection

2018 2028 2038 2048 Numeric Percent

Total Population 5,611,179 5,971,790 6,245,661 6,431,506 +634,482 +11.3%

0 to 14 years 1,086,377 1,132,018 1,175,043 1,211,743 +88,666 +8.2%

15 to 24 years 717,874 747,449 773,888 800,480 +56,014 +7.8%

25 to 34 years 760,925 773,745 809,009 836,557 +48,084 +6.3%

35 to 44 years 710,265 791,437 806,340 836,023 +96,075 +13.5%

45 to 54 years 691,491 694,485 771,118 781,936 +79,627 +11.5%

55 to 64 years 754,445 643,428 645,838 712,344 -108,607 -14.4%

65 to 74 years 510,180 651,726 554,081 553,960 +43,901 +8.6%

75 years and over 379,622 537,502 710,344 698,463 +330,722 +87.1%

CareerForceMN.com

Diversity + Equity + Inclusion = Belonging

8/4/2021

Diversity

InclusionEquity

Diversity in the workplace is all about creating an inclusive

environment, accepting of every individual's differences,

enabling all employees to achieve their full potential and as a

result, allowing your business to reach its fullest potential.

• Surface-level diversity: characteristics readily visible

including (not limited to) age, body size, visible

disabilities, race, or sex.

• Deep-level diversity: non-observable characteristics

that can be concealed and presented at a person's

discretion including (not limited to religious beliefs,

attitudes, norms, and political affiliation.

CareerForceMN.com

Benefits and Disadvantages

8/4/2021

Benefits✓ Global Competition

✓ Creative and Innovative Thinking

✓ Cross-Cultural Understanding

✓ Increased productivity

✓ Improved creativity

✓ Increased profits

✓ Improved employee engagement

✓ Reduced employee turnover

✓ Improved company reputation

✓ Wider range of skills

✓ Improves cultural insights

✓ Dispels negative stereotypes and biases

Disadvantages✓ Difficulty in Transitioning

✓ Unhealthy Tension

✓ Not eliminating the fear of “do I belong?”

✓ Businesses rushing through the process

✓ Applying the “one size fits all” strategy

✓ No accountability for DEI effort outcomes

CareerForceMN.com

Increasing Diversity Recruiting & Hiring

• Audit your job descriptions

• Promote your company’s diversity

• Target sources where diverse candidates

congregate

• Encourage your diverse employees to refer

their connections

• Offer internships to targeted groups

• Create company policies that appeal to

diverse candidates

8/4/2021

• Use blind resumes

• Diverse panel interviews

• Check your biases at the door

• Outreach to diverse candidates for career

pipelines

• Build a DEI Advisory Committee

CareerForceMN.com

Tools for Diversity Recruiting & Hiring

• Tests & assessments

• Networking groups for specific audiences

• Other online communities

• County & regional workforce development ecosystem

• Local diversity councils

• DEED Workforce Strategy Consultants

• CareerForceMN.com

• Additional tools

8/4/2021


Chat Box:What’s the one idea or strategy you’ll

take away from this presentation to use for recruiting diverse talent?


Guest Speakers

mn.gov/deed

Employer Panel

Doran Companies

Alison Holzerland – VP Human Resources

• Oversee HR functions

• Administers best practice program for Doran

• Compensation

• Benefits programs

• Hiring and onboarding

• Payroll administration

• Company development & training programs

mn.gov/deed

Employer Panel

Viracon

• Jim Wendorff – VP Human Resources

• Owatonna, MN

• Overall HR direction and coordination

• Minnesota

• Georgia

• Manufacturing site in Brazil

WORKFORCETeam Lead: Alison Holzerland

Workforce Diversity Planning – Create an actionable and

measurable workforce diversity plan to achieve the following

goals:

• Attract and recruit a diverse workforce

• Develop and retain a diverse workforce

• Provide equal employment opportunities to everyone

Actions items for Workforce Planning Team:

• Identify our current company make-up

• Research diverse sourcing channels

• Partner with different communities for diverse candidate

outreach

• Provide a discrimination-free workplace

• Monitor and evaluate our efforts

8/4/202121

Inclusion and Diversity Statement

Apogee is dedicated to making inclusion, diversity, and equity part of everything we do—from how

we build our products to how we build our workforce. We bring thousands of individuals together

with different thoughts, backgrounds, and experiences. Utilizing these unique perspectives is key to

providing distinctive solutions to our customers.

At Apogee…

• Inclusion is about all of us and the fundamental need to belong and to be recognized. When each of

us are valued, respected and heard, we are empowered to bring our best and most authentic selves to

work each day.

• Diversity is seeing and embracing our differences as a strength. Each of us is a collection of similarities

and differences based upon:

• Characteristics we were born with

• Experiences we have had

• Decisions we have made

• Equity is about creating fair access, opportunity and advancement, as well as striving to identify and

eliminate barriers that prevent the full participation of some groups.

We believe in the value of diverse teams. We appreciate that we’re not all the same and feel that’s one of our greatest strengths. We draw on the differences in who we are, what we’ve experienced, and how we think. Every individual feels their culture, identity, and experiences are valued and respected. Therefore, we will…

OurTeams

Ensure our teams are representative of the

diversity of our communities and industries

Actively and intentionally recruit for diversity and

challenge our recruiting methods, selection

process, and job requirements

Inclusion and Diversity Pillars


OurWorkplaces

We believe in an inclusive work environment where all team members feel accepted, included, supported, and encouraged. Each of us—regardless of our level, role or function —plays an active role in creating environments where people of diverse backgrounds are excited to bring all of who they are and do their best work. Therefore, we will…

Foster a culture of inclusion and diversity, dignity

and respect

Support leaders in developing succession plans

that identify and develop diverse talent across

our businesses and functions

Ensure mentoring and development programs

are available to employees


We believe that we are a vital part of our communities. We understand that we play a role in helping to influence more inclusive environments in our communities and industries. The well-being of our company depends on the well-being of our employees, customers and, the communities in which we work and live. Therefore, we will…

OurCommunities

Serve alongside our communities through

sponsorships, philanthropic and volunteerism

efforts

Partner with diversity and educational

resources in our communities

CareerForceMN.com

Q & A

8/4/2021

CareerForceMN.com

In Review

• Minnesota expected to become more diverse in the next 20 years.

• Diversity + Equity + Inclusion = Belonging.

• Benefits for diversity recruiting and hiring outweighs the disadvantages.

• Diversity recruiting and hiring is a process. Rushing will not get the results you want.

• Outreach and consulting with BIPOC community leaders is important.

• There are tools available to support your efforts to recruit diverse talent…..Utilized!!!!

8/4/2021

Thank You!


STATEWIDE

Jacqueline Buck

Director, Workforce Strategy

[email protected]

CareerForceMN.com

Next Session

Join us next month, Wednesday, September 1st at 11:00am

for our next session:

Resident Recruitment

8/4/2021

recruiting and hiring a diverse workforce

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