1. Diverse Company, Diverse People
Wed, May 20 2009 / 3:00 PM - 4:00 PM ET
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2. This presentation is made possible by:
Manpower Business Solutions
A global leader in Recruitment Process Outsourcing Solutions
www.us.manpower.com/rpo
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3. Today’s Agenda
• Introduction - 5 minutes
• Feature Presentation and Q&A - 50 minutes
• Wrap Up and Tour of Track Page - 5 minutes
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4. Today’s Moderator
Amy Lewis, Director
Talent Acquisition Community
Human Capital Institute
www.thetalenteconomy.org
Send email to amy.lewis@hci.org
to connect on LinkedIn
Follow me on Twitter @amylewis
http://blogs.humancapitalinstitute.org/acquisition Blog
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5. Today’s Guest
Michael Hayden
Manager, Diversity & Inclusion
PwC Management Services LP
michael.hayden@ca.pwc.com
Need assistance? Call Member Services (866) 538-1909 or email support@hci.org

6. HCI Webcast:
Diverse Company, Diverse People
Michael Hayden
Manager, Diversity & Inclusion
PwC Management Services LP
Page

7. Agenda
What is Diversity & Inclusion?
Why Diversity & Inclusion?
Hire Employees, Not Candidates
Make Job Spec = Real Job
Performance is the Answer
Developing a Proactive Diversity Pipeline
The Key: Talent Centric Sourcing
Understanding Where You Are
Page

8. Agenda (continued)
Employee Value Proposition & What Attracts
Website Considerations
Strategic vs. Tactical
Hit Your Target / Be Proactive
If Things Aren’t Working
Sourcing Strategies
The Importance of Diversity
Your Turn
Q&A
Page

9. What is Diversity
In broad terms, diversity is any dimension that
can be used to differentiate groups and people from one another.
It means respect for and appreciation of differences in ethnicity,
gender, age, national origin, disability, sexual orientation,
education, and religion.
But it’s more than this. We all bring with us diverse perspectives,
work experiences, life styles and cultures. As a source and driver
of innovation, diversity is a “big idea” in business and in society.
The power of diversity is unleashed when we respect and value
differences.
Page

10. What is Inclusion?
Inclusion is a state of being valued, respected
and supported. It’s about focusing on the needs
of every individual and ensuring the right conditions are in place
for each person to achieve his or her full potential. Inclusion
should be reflected in an organization’s culture, practices and
relationships that are in place to support a diverse workforce.
In simple terms, diversity is the mix; inclusion is getting the mix to
work well together.
Page 1

11. Why Diversity & Inclusion?
• Rapidly Changing Demographics
• Diverse Workers Bring Diverse & Creative Ideas
• Diverse Groups Tend to Be More Creative Problem
Solvers
• Diversity Programs Can Boost Morale by Doing the
“Right Thing”
• Diverse Organizations Attract Better Talent
• Maintain & Increase Market Share
Page 1

12. Hire Employees, Not Candidates
Best Employees
Selection Criteria
PERFORMANCE
1. Job match
Initiative
Competent 2. Hiring manager
Hard Working 3. Team
Teamwork 4. Company
5. Compensation
LOOK/DECIDE
Less Active/Passive
More Selective
Long Term
Major Step
Job Match
This is true for all top people, including diverse candidates! 1
Page

13. Make Job Spec = Real Job
What are you looking for?
What does the person need to do?
Performance
Job Description
Profile
Skills
Build the team
Experience
Grow sales
Academics
Conduct analysis
Industry
Launch product
Responsibilities
Coordinate
Competencies
w/marketing
Reduce costs
Who would you rather hire …. Someone with the
skills, or a person who can deliver results?
Page 1

14. Performance is the Answer
• Many diverse candidates will not have traditional
experiences or education because they haven’t been
given equal access to the “network” in the past
• Performance must be the standard by which all
candidates and employees will be evaluated
• This is where the Performance Profile becomes critical
Page 1

15. Developing a Proactive Diversity Pipeline
• Filling the pipeline requires a broad reach
• Need executions that are proactive and continuous
• Build commitment across the organization
• Key is to build an expanding pool of talent to draw upon
before openings occur
• Diversity is not about promoting one specific group at the
expense of another
Page 1

16. The Key: Talent Centric Sourcing
• Talent centric sourcing leads to the proactive discovery of all
top talent, capitalizing on windfall opportunities while minimizing
missed opportunities
• It is always vigilant and acknowledges the
needs of the business as a whole must take
priority
• It must be understood that the timing of an opening may not
always be in sync with the availability of top talent, especially
top diverse talent
Page 1

17. Understand Where You Are
Successful diversity initiatives start by asking questions:
• How do you measure success?
– Hiring and turnover breakdown
– Retention and promotion
• What is your diversity makeup today?
• Look to your past to make a new future:
– How attractive is your organization?
– Where do your hires come from?
– What is your applicant pool?
– What is your offer/acceptance ratio?
– Are you reactive or proactive?
Where’s the diversity push coming from in the organization?
Page 1

18. Define Your Employee Value Proposition
• Top diverse talent must know:
– Why is this job better than competing jobs?
– What can I learn, do and become?
– What impact can I make?
– If I perform well, will I be recognized?
• Emphasize opportunities, minimize requirements
• Do an analysis - look at current representation numbers
• Analyze past hiring sources
Success Breeds Success
Page 1

19. What Attracts Diverse Candidates?
• Career Advancement
• Good Pay
• Good Benefits
• Emphasis on Work/Life Flexibility
• Current Diversity Initiatives
• Mentoring Programs
• Company Image and reputation
• Profiles or testimonials of Current Employees on Website
• Internal Affinity/Resource Groups
Page 1

20. Website Considerations
• Is the careers section updated/fresh?
• Does the homepage link directly to the
careers section and diversity-related
Information?
• Are the terms “Diversity & Inclusion”
defined? How?
• Are there multicultural and other diverse
images?
• Are Affinity/Resource Groups
showcased?
• Are employee testimonials featured?
Page 2

21. Strategic vs. Tactical
• Diversity is a vital strategic resource for competitive
advantage
• Diversity has a direct impact on profit
• A diverse workforce will allow you to attract and retain top
talent
• Reality is that you will have diversity as a major
characteristic of your workforce
• Talent Centric Sourcing enables the business by fulfilling the
need to find, attract and hire top talent
Page 2

22. Hit Your Target
• Identify target groups within the existing talent pool –
be specific
• Understand targeted candidate availability in the marketplace
• Identify expected hiring needs and turnover – be proactive
• Set SMART goals that everyone can buy into
• Direct involvement of decision makers is key
• Successful diversity recruiting involves spending time with
candidates, not just selling
Page 2

23. It Takes More than Talk
• Must be actively involved with diverse professional networks
and alumni associations
• Clear diversity goals must be established and communicated
• Distribute company diversity progress reports regularly
• Find a champion – someone must be accountable and own
diversity
• Upper management should be as diversified as stakeholders
Page 2

24. Critical Success Factors
• Executive Commitment
– Process for incorporating diversity into a company can
begin at any level, but must have C-Level commitment to survive
– Must pay more than lip service
• Diversity involves more than just showing up for a recruiting
event once a year
• Diversity recruiting doesn’t start and end with recruiters
• Need to demonstrate your cultural commitment to diversity
• Need line manager involvement
Page 2

25. If What You Are Doing Today Isn’t Working
• Talk to candidates that have
said no and find out why
• Focus groups
• Referrals, referrals, referrals
• Network with diversity colleges and
organizations
• Identify talent early and bring them in as interns
• Target key companies, cold calling, LinkedIn, direct sourcing,
search firms, career fairs, etc.
Page 2

26. Identify Diversity Sources
• General & Specific Job Boards
• Organizations/Associations
• Publications/Newsletters
• Colleges
General Top 2 Diversity Sites
• HireDiversity.com
• DiversityInc.com
Job Boards – Top 10 sites (general):
Monster, HotJobs, CareerBuilder, Job.com, Lapdog, Career.com,
Salary.com, Dice, Net-Temps, Nation Job
Page 2

27. To Help Build a Diverse Workforce, Know the Rules
1. It’s no longer a choice
2. Diversifying a workforce is a process, not a project
3. It takes a fully committed team
4. The key is demonstrated performance
5. Respect for diversity must be rooted in your culture
6. Diversity is not a zero-sum game
Page 2

28. The Importance of Diversity
What You Can Do Now
Key Benefits
• Make a strong business case for
diversity and get the message out • Consistent flow of
• Utilize referral system with more top diverse talent
rewards • A stronger, more
• Hold everyone accountable competitive and more
• Promote advances made using vibrant company
Website and other marketing tools • New perspectives and
• May need to find a trailblazer insights
• Improved bottom line
Page 2

29. Your Turn
1. Can anything be done without senior management’s
commitment?
2. How do I find candidates that fit our hiring requirements
without compromising on candidate quality?
3. How can I assist to make a diversity initiative a priority within
my company or business unit?
4. What are the most important reasons for implementing a
diversity sourcing and recruiting initiative?
Page 2

30. Page 3

31. Thank You!
Michael Hayden
Manager, Diversity & Inclusion
PwC Management Services LP
michael.hayden@ca.pwc.com
www.pwc.com/ca
LinkedIn: www.linkedin.com/in/MichaelHaydenCA
Page 3

32. Thank you!
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