Taking the diversity pulse at Aimia

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1 Taking the diversity pulse at Aimia July 2016

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3 DIVERSITY IS ABOUT THINKING OUTSIDE THE BOX At Aimia we aim to create competitive advantage through a distinctive approach to our people and their performance. We base our approach to people on making business personal: finding out what each person does best, what fulfils and energises them to increase performance and opportunities. GEMMA RYALL INTERIM VP TALENT & CULTURE make business personal skills talents thinking styles aspirations

4 DIVERSITY BRINGS HIGH PERFORMANCE Freedom of speech and thought Diversity of thought generates different outcomes Diverse workforce creates happiness Personal & Organisational Success Culture of openness and tolerance Independent Opinion & Approach Increased self-worth

5 RESEARCH GAINS CREDIBILITY AND CAN BE A POWERFUL INFLUENCER

6 IMMEDIATE ACTION FOR A DISTINCTIVE ENVIRONMENT

7 EVERYONE SEES A PLACE FOR THEMSELVES

8 PARTNERSHIPS FOR SUCCESS

9 INSIGHTFUL DIVERSITY CREATES PERFORMANCE AND OPPORTUNITY Research Action Cross Cultural Celebration Bespoke Training Partnerships

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11 DIVERSITY BREAKS DOWN THE BARRIERS CAPABLE OF SELF SABOTAGE

12 Without data you re just another person with an opinion EDWARDS DEMING AMERICAN MANAGEMENT CONSULTANT 2014 company 1

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14 WHAT MAKES DIVERSITY DATA STAND UP OR FALL DOWN? Context Internal sources: HRIS, exit interviews, Employee Relations, Intranet External sources: LinkedIn, Glassdoor, industry statistics, market data Categories: people, operational, financial, customer, contact centre, 3 rd party Degree of usability, data quality and data format/ output Build on data gaps Regulations: Equal Pay Audit, Anti Slavery Act, Data Protection Act Values: TACT Transparency, Added Value, Control, Trust People Who has access to data? Research and agree methods to used to analyse & visualise data (Excel, R+, HRIS dashboards) Develop team capabilities Client The audience Purpose or asking questions? Output and visualisation requirements Required frequency of output

15 TARGETED DATA MEASUREMENT ENSURES INFORMED DECISIONS HRIS Other systems Surveys Interviews Focus groups Research Question or Purpose Gender Disability Ethnicity Maternity Adoption Marital Status Age AIMING FOR PREDICTIVE INSIGHTS Transparency Added Value Control Trust Religion Sexual Orientation Nationality Networks Unconscious bias Work life balance Ad Hoc

16 YOUR DIVERSITY DATA DIMENSIONS CAN HELP AVOID DUPLICATION OF EFFORT APPLICANTS Any data on candidates Where does it come from Candidate feedback Agency feedback Internal applicant feedback Recruiting manager feedback Where do we advertise Any alumni applications EMPLOYEES Purpose or question What to measure Gather data Stakeholder discussion Analyse & insights Fill in data gap Analyse & insights (repeat) Recommendation ALUMNI Reasons for leaving Would re-employ Would come back Would come back/ which role Would work part-time Would relocate Would want to stay in touch Leaving for: which company which position what compensation

17 PILOTING AN EVIDENCE BASED APPROACH Define question and scope Practitioner judgment and expertise Critical evaluation of research Evidence from local context Hypothesis Model to test Test and learn in controlled environment Implement change widely & evaluate Perspectives from those who may be affected Quick change implementation

18 TAKING AIMIA INTO A DIVERSE FUTURE We make business personal by recognising people s diverse and unique skills, talents, thinking styles, backgrounds and aspirations We aim to make Aimia a distinctive place to work and this can be achieved through the power of our people We don t believe in D&I quotas, we believe in aspirational targets and in order to achieve these to try to get under the skin of our employees We research and use our data to look at diversity beyond the binary measures to stay true to our Talent & Culture strategy and to drive business performance Pertinent data is the life blood of organisational diversity as long as you re asking the right question or have a purpose.

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20 THANK YOU Monica Stefanescu Head of Reward T monica.stefanescu@aimia.com