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Creating a Climate for Diversity: Tip # 13 – Use Cultural Centers

1/27/2014

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If your organization holds off-site meetings, conferences and seminars, consider hosting some of these events at a local cultural institution such as a museum of Native American or African American History. These facilities generally offer meeting services and the participants will have an opportunity to interact in a culturally diverse setting. Keep in mind there are many centers to choose from. Some examples include the Latino Arts Center, Chinese Cultural Center, Irish Cultural Center, German Cultural Center, Jewish Historical Society, Japan Society, Korea Society, and Hispanic Society of America. Simply type "cultural center" in your favorite Internet search engine and you will find your local options.

Next Post: February 3, 2014 – Creating a Climate for Diversity: Tip #14
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Creating a Climate for Diversity: Tip # 12 – Resource Groups

1/21/2014

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Start resource groups for underrepresented group members. A resource group is an internal association dedicated to the professional development of a specific cultural group (e.g., LGBT, Asian-Americans and women). These groups provide an excellent networking source for the members and can significantly improve retention within an organization. To make sure your resource groups are successful, keep the following points in mind:
  • Identify a clear business purpose for the group. For example, the purpose can be to improve retention and reduce turnover, to enhance diversity recruitment efforts, to facilitate employee development and mentoring, to increase promotional opportunities, or to improve external relationships.
  • Identify an executive sponsor for the group. This should be an individual in high levels of management with significant organizational influence. Such an individual will be able to provide knowledge, experience, connections and other resources of value to the group.
  • Welcome all employees to participate in the resource group. While the group may be geared toward a particular underrepresented employee population, everyone should be made to feel welcome.
  • Evaluate the effectiveness of your resource groups. Bottom-line, do they fulfill their identified purpose?

Next Post: January 27, 2014 – Creating a Climate for Diversity: Tip #13
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Creating a Climate for Diversity: Tip # 11 – Performance Coaching

1/16/2014

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Provide performance coaching for every employee. Performance coaching consists of feedback provided by a leader to a staff member on an ongoing basis. Effective coaching improves work quality and productivity, develops skills, increases confidence and enhances an employees’ overall work experience. Successful performance coaching typically includes three steps:
  1. Establish Goals - Ensure that each employee has specific performance goals, is clear about those goals, and understands how his/her role fits in relation to the unit’s and/or team’s goals.
  2. Manage Performance - Ensure that each employee has clear performance expectations, and receives both positive and constructive feedback on a regular basis.
  3. Generate Opportunities for Success - Help employees deal with work problems, remove barriers to success, and obtain the resources needed to be successful.
Be mindful that effective coaching is not easy so you should provide managers and supervisors with opportunities to develop their coaching skills.

Next Post: January 20, 2014 – Creating a Climate for Diversity: Tip #12
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Top Diversity Measures and Metrics: The List

1/13/2014

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Over the past two months, I have described a variety of diversity measures and metrics that organizations can use to evaluate their performance in a variety of areas. To make it easier to access this information, I have listed each metric below, along with a link to the specific blog post:
  • Cost-per-Hire        
  • Cost-per-Diverse Hire
  • Candidate Pool Diversity Percentage
  • Diversity Hire Percentage
  • Staff Diversity Percentage
  • Hit Rate
  • Diversity Hit Rate
  • Quality Hire Rate
  • Quality Hire of Diverse Candidates
  • Turnover Rate
  • Stability Factor
Next Post: January 16, 2014 – Creating a Climate for Diversity: Tip #11
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Top Diversity Measures and Metrics: Stability Factor

1/9/2014

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The last diversity metric that I will discuss in this series is stability factor, which tells you whether or not the turnover rate for a given population (i.e., a particular employee demographic) is changing. It also allows you to compare stability rates between different employee demographics and categories in order to identify turnover trends. Here is a formula you can use to determine stability factor within your organization:
  • Stability Factor = OE/E
  • OE = Original Employees Who Remain for a Given Time Period (e.g. two years)
  • E = Total Number of Employees at the Beginning of the Time Period
  • Example: 186 employees who remain from the beginning of a specified time period/212 employees at the beginning of that time period = 87.7% Stability Factor
Next Post: January 13, 2014 – The Top Diversity Measures and Metrics: An Overview
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Top Diversity Measures and Metrics: Turnover Rate

1/6/2014

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Happy New Year! I hope you had a safe and prosperous holiday season. Our next diversity metric is a fairly common one. Turnover rate provides an excellent means to determine how effective you are at retaining your employees. It also allows you to compare retention rates between different employee demographic groups and categories. Turnover rate uses a simple formula that compares the number of terminated employees with the average employee population for a specified time frame (e.g., one year):
  • Turnover Rate = NT/AE
  • NT = Number of Terminated Employees (Voluntary and Involuntary)
  • AE = Average Employee Population
  • Example: 45 terminated employees/318 average employee population = 14.2% Turnover Rate
Next Post: January 9, 2014 – Top Diversity Measures and Metrics: Stability Factor
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    Dr. Tyrone A. Holmes is an author, speaker, coach and consultant. He helps his clients develop the skills needed to communicate, resolve conflict, solve problems and improve performance in diverse organizational settings.

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