Overview: A common workplace discussion often centers around diversity and inclusion and why it should be celebrated. This training program will discuss creating a strategic plan for diversity and inclusion. It will detail building an audit plan and auditing your HR department in order to determine opportunities for improvement.
Why should you Attend: Employers who want the competitive advantage know that they must go above and beyond the requirements of the law and create an inclusive environment where the needs of all employees can be met. An organization that is truly inclusive focuses on diversity in every nook and cranny of its organization. For example, HR policies regarding flexibility are in line with employee needs, benefits programs match the needs of the workforce, performance management rewards those who celebrate inclusiveness, the business seeks diversity in its pool of vendors, and more.
The most successful companies in the world place diversity high on their priority list. Having a diverse workforce promotes creativity and innovation and allows you to reach a more diverse customer base, it increases retention, and helps make your company a great place to work.
Areas Covered in the Session:
The concept of diversity and inclusion and why it should be celebrated
Build an audit plan and auditing your HR department in order to determine opportunities for improvement
Create a strategic plan for diversity and inclusion
Develop unique ways to expand the talent pool in order to expand the diversity in potential candidates
Develop interview questions that determine a candidate's ability to work in a diverse workforce
Imbed diversity and inclusion into your organization through performance management
Empower employees to discuss diversity and inclusion
Create diversity networks and employee resource groups, and employ them to become the heart of a diversity and inclusion program
Overcome the challenges you face when implementing diversity and inclusion
Learning Objectives:
Avoid hiring mistakes
Describe their organizational culture
Hire individuals that fit within the organization's culture
Conduct a thorough job analysis
Write effective job descriptions and job postings
Develop behavior-based interview questions and selection standards
Determine innovative recruiting strategies
Prepare for the interview and conduct effective, goal-directed, and consistent interviews
Catherine M. Mattice, MA, SPHR is President of consulting and training firm, Civility Partners, LLC, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007.