ARE YOU A STRATEGY BUILDER? CREATING A DIVERSITY AND INCLUSION STRATEGY WITH A STRONG FOUNDATION

Transcription

1 ARE YOU A STRATEGY BUILDER? CREATING A DIVERSITY AND INCLUSION STRATEGY WITH A STRONG FOUNDATION GA CUPA-HR HR: CHANGE & TRANSFORMATION 2015 CONFERENCE S H A T A N E S E R E E S E, D I V E R S I T Y C O N S U L T A N T

2 Are You A Strategy Builder? Everything is Awesome Video

3 Purpose of Today s Session Discuss Diversity & Inclusion Strategic Planning Share what GTRI has accomplished since inception Discuss Your Call To Action

4 What is Diversity? 1. The condition of having or being composed of differing elements: variety; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization <programs intended to promote diversity in schools> 2. An instance of being composed of differing elements or qualities: an instance of being diverse <a diversity of opinion> Merriam-Webster Online Dictionary

5 Why Diversity Programs Fail Diversity Is not a Box to Check More than words Build Alliances Adapted from Talent Mangaement.com article by Sarah Fister Gale (9/24/15)

6 GTRI s Position on DIVERSITY Georgia Tech Research Institute believes diversity among our employees helps us meet the diverse needs of our customers. Our commitment to foster a diverse and talented workforce is integral to our mission to use research to advance the global competitiveness and security of Georgia, the region and the nation. GTRI's commitment to diversity is absolute. It allows us to attract, develop and retain the very best talent available. Our commitment also ensures that we forge the relationships necessary to continue our dynamic growth.

7 Why is Diversity Important to GTRI? Remain competitive to recruit the next generation of talent-diverse perspectives and individuals Encourages Employee Engagement It s just good business

8 GTRI Diversity by the Numbers Full Time Employees by Ethnicity White, 78% Asian, 5% Black, 11% Multi, 1% Hispanic, 4% *As of August 2015

9 GTRI Diversity by the Numbers Active Employees by Gender Male, 77% Female, 23% *As of August 2015

10 GTRI Diversity by the Numbers Full Time Research Faculty by Ethnicity White, 87% Asian, 4% Multi, 1% Black, 5% Hispanic, 3% *As of August 2015

11 GTRI Diversity by the Numbers Full Time Research Faculty by Gender Male, 86% Female, 14% *As of August 2015

12 Accomplishments Our Four Pillars Student Outreach GT Campus Entities National Professional Organizations-Diversity Related Career Fairs Internal Community

13 GTRI Diversity Strategic Plan at Work First Scholarships Awarded First Women s LEAD Event Attend Diversityrelated Events First HBCU Summer Program July Aug- Sept Oct- Dec Jan- Mar Apr- Jun Jul- Sept Oct- Dec Jan- Mar Apr- Jun Jul- Sept Oct- Dec Diversity Initiatives Implemented GTRI ad in Diversity Careers Campus Climate Survey GEM Partner Ongoing Efforts

14 Student Outreach Five student $10,000 scholarships Sponsor student meetings-ieee, SWE, NSBE Sponsor student attendance at professional conferences-swe, HSF GEM Fellow and HBCU/MSI visiting faculty/student summer program Discover GTRI

15 On-Campus Entities Quarterly meetings with Archie Ervin, VP and Chief Diversity Officer for GT Monthly meetings with Pearl Alexander, Sr. Director of Workforce Strategy for GT/OHR Served on Employee Resource Groups (ERG) steering committee Member of GRIOT, WoGT, Introvert and HOLA

16 Employee Resource Groups GRIOT: African Heritage HOLA: Hispanics/Latinos: Introverts: Web of Brilliance PRIDE: Lesbian, Gay, Bisexual, Transgendered, Questioning, and Allies (LGBTQA): VETERANS: Veterans on Campus WOMEN: Women of Georgia Tech

17 National Professional Organizations Society of Women Engineers (SWE) National Society of Black Engineers (NSBE) Society of Asian Scientists and Engineers (SASE) Society of Hispanic Professionals in Engineering (SPHE)

18 Internal Community GTRI Veterans Efforts Virtual Book Club Diversity Committee Women GTRI Lunch & Listen Series

19 Metrics to Measure Success Track demographics/diversity by lab/unit Number of minority and female hires Number and percent of turnover Representation in applicant pools Number of events/number of unique participants

20 Your Call to Action! What is needed on your campus? Who are your champions? How will you measure results? Share your ideas!