1. Diversity in the Workplace Joe Lapka (plus additional group members) PA 725San Francisco State University April 2014

2. By the time you leave this training, you will be able to: Explain why diversity can be beneficial to the workplace Describe at least two techniques that can be applied to the recruitment and selection process to improve diversity

3. “Differences in underlying attributes or nonobservable differences, such as working styles, values, and personality types, as well as differences in culture, socioeconomic background, educational background, spirituality…occupational background or professional orientation, industry experience, organizational membership, and group tenure…human characteristics that affect individuals’ values, opportunities, and perceptions of self and others at work” (Pynes 2013, p. 111- 12). What is Diversity?

4. “Because of…different perspectives, two people will test different potential improvements and increase the probability of innovation” (Pynes 2013, p. 112) “The increase in multigenerational workforces, returning veterans, women, racial and ethnic minorities, and persons with disabilities in the workforce will continue. The attitudes, beliefs, values, and customs of people in society are an integral part of their culture and affect their behavior on the job” (Pynes 2013, p. 127) Diversity can also naturally improve the cultural competency of organizations “Diversity has moved away from a nice-to-have, to a must-have for companies as a strategic business imperative. KPMG has a multinational client base. We must understand their protocols, their ways of doing business. Diversity must move from just a value, to being operational.” (Kathy Hannan, National Managing Partner, Diversity and Corporate Responsibility, KPMG LLP) Why is Diversity Beneficial in the Workplace?

5. How do I Increase and Promote Diversity in my Workplace? “Managing diversity requires more than just compliance with laws”(Pynes 2013 p. 126) Basic steps: 1.Understand and manage your organizational culture 2.Create opportunities for diversity in the following process areas: Recruitment, selection, promotion, performance evaluation, training and development, and compensation and benefits (Pynes, 2013, p. 112)

6. Recruitment Techniques Expand job postings to those targeting minority populations ◦ Professional societies and associations working with diverse populations ◦ Minority Career Fairs ◦ Other media outlets Network with previous and current employees to ask assistance in recruiting diverse applicants Establish a strong diverse professional network

7. Drafting a Job Description Specify the need not how its achieved Ask for ‘related’ work experience Focus on desired skill not personality trait

8. Interview Selection Mask names Clear understanding of desired skills Be open to different mixes of education and experience ◦ Allow candidates to substitute an educational requirement with relevant experience  Rather than limiting the candidate pool to recent graduates with a Master degree, also consider candidates with a Bachelor degree plus 5 years of relevant experience

9. Interview Process Establish a diverse interview panel Provide candidates with an opportunity to speak with an HR representative who is not on the selection panel to request a reasonable accommodation for the interview or to inquire about other potential issues such as career assistance for partners and spouses and school districts for children Make part of the interview interactive, to give candidates an opportunity to demonstrate their skills

10. Take Home for Future Public & Non Profit Managers “The administrator will play a substantial role in diminishing polarization, teaching diversity and respect, building coalitions, resolving disputes, negotiating and mediating. The work of the top public managers will be clear - to build community.” The Future of Public Administration Robert B. Denhardt (1999)