Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
2. Agenda
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1. What does diversity look like today
2. The future talent pipeline
3. How to manage for diversity
4. Q&A
Hosted by:
Paul O’Shea, Head of
Consulting Americas
Date: Sept 15th 2014
4. If you are struggling with diversity, you are not alone
WHAT DOES DIVERSITY MEAN TODAY?
http://www.toptechnews.com/article/index.php?story_id=1200087VXWKO 4
“We’re in the business of building products for hundreds of
millions of users worldwide and that starts with having the
best possible talent -- a Yahoo team that understands and
reflects our diverse user base. These statistics are only part
of the story -- Yahoo works to ensure that our existing
employees feel welcome and supported during their time at
the company.”
Jackie Reses, Yahoo’s chief development officer
5. If you are struggling with diversity, you are not alone
WHAT DOES DIVERSITY MEAN TODAY?
http://www.toptechnews.com/article/index.php?story_id=1200087VXWKO 5
“Over the past few years, we've experienced tremendous
growth and have become a truly global company, but in
terms of overall diversity, we have some work to do,”
Pat Wadors, LinkedIn’s vice president of global talent.
6. Still 1 in 4 executives say workforce issues are often an
afterthought in business planning
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Donald D. Dowling Jr: Cross border diversity initiatives for recruitment and retention; 6
2. http://www.forbes.com/sites/sap/2014/09/11/workforce-2020-how-ready-are-you/
“Our research suggests that an alarming number of
companies don’t have the structure, strategy, culture,
and resources needed to manage a diverse, contingent,
and multigenerational workforce.” 2
7. So where do we begin our diversity journey?
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Donald D. Dowling Jr: Cross border diversity initiatives for recruitment and retention; 7
2. http://www.forbes.com/sites/sap/2014/09/11/workforce-2020-how-ready-are-you/
Any diversity recruiting/retention initiative will fail if the
employer cannot measure its success. And no employer
can measure the success of a diversity program without
consensus around the meaning of the core term
“diversity.” 1
8. The evolution of “diversity” as an inclusive concept
WHAT DOES DIVERSITY MEAN TODAY?
Source: Grutter v Bollinger, 539 U.S. 306,330 (2003) 8
Cultural
Secondary
Primary
• Experiences
• Opinions
• Backgrounds
• Religion
• Sexual orientation
• Socio-economic
• Disability
• Veterans
• Gender
• Race
• Ethnicity
• Age
9. What should the definition of diversity be?
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Goldman Sachs diversity ad, 2000 2 http://www.pharma.us.novartis.com/info/about-us/diversity-and-inclusion.jsp 9
“It is hard to define what diversity is because everyone
has an opinion” 1
10. What should the definition of diversity be?
WHAT DOES DIVERSITY MEAN TODAY?
10
“Diversity is our differences – the variety of perspectives,
experiences, opinions and contributions we each bring to
the business. Inclusion is about understanding,
appreciating and maximizing those differences to create
an environment and culture that is welcoming,
collaborative and productive for all employees.”2
Source: 1. Goldman Sachs diversity ad, 2000 2 http://www.pharma.us.novartis.com/info/about-us/diversity-and-inclusion.jsp
11. The Competitive Advantage of Diversity
http://www.cummins.com/cmi/navigationAction.do?nodeId=15&siteId=1&nodeName=The+Business+Case+for+Diversity&menuId=1003 11
"Character, ability and intelligence are not concentrated
in one sex over the other, nor in persons with certain
accents, or in certain races, or in persons holding
degrees from some universities over others. When we
indulge ourselves in such irrational prejudices, we
damage ourselves most of all and ultimately assure
ourselves of failure in competition with those more open
and less biased.“
J. Irwin Miller, former Cummins Chairman and CEO who retired
in 1977 after leading the company for some 40 years
12. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
13. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
• It contributes to the bottom line
14. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
15. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
16. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
• Diverse perspectives enables better innovation
17. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
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• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
• Diverse perspectives enables better innovation
• Positive PR in the marketplace
18. But we have a long way to go
WHAT DOES DIVERSITY MEAN TODAY?
http://fortune.com/2014/07/08/women-ceos-fortune-500-1000/ 18
• There are currently just 24 women CEOs in the Fortune 500 and 27 in
the Fortune 1000.
• Only 5% of Fortune 1000 companies have female CEOs, but those giants
generate 7% of the Fortune 1000’s total revenue.
• Fortune 1000 companies with female chiefs outperformed the S&P 500
index over their respective tenures.
• The most common college major among women CEOs in the Fortune
1000 is engineering.
19. Diversity at board level is also improving but slowly
WHAT DOES DIVERSITY MEAN TODAY?
Source: Missing Pieces – Women & minorities on Fortune 500 boards – 2012 ABD census 19
67.8%
15.9%
12.4%
3.9% Diversity %
White/Caucasian Men
White/Caucasian Women
Minority Men
Minority Women
0 50 100
Men
Women
Minority Men
Minority Women
2004
2010
2012
20. Even Apple is aspiring for better diversity
WHAT DOES DIVERSITY MEAN TODAY?
Source: apple.com/diversity 20
“As CEO, I’m not satisfied
with the numbers on this
page,” Apple CEO Tim
Cook.
21. Any many other companies are also struggling
WHAT DOES DIVERSITY MEAN TODAY?
http://fortune.com/tag/diversity/ 21
“Put simply, Google
is not where we
want to be when it
comes to diversity,”
Laszlo Bock,
Google’s senior vice
president of people
operations.
23. Is diversity based on ratios practical?
THE STUDENT PIPELINE
SOURCE: U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System 23
(IPEDS), Fall 2012, Completions component. (This table was prepared July 2013.)
43%
57%
Male Female
% of Degree s Awarded in Fall 2012 by Gender
(1.86 million degree graduates)
24. Is diversity based on ratios practical?
THE STUDENT PIPELINE
SOURCE: U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System 24
(IPEDS), Fall 2012, Completions component. (This table was prepared July 2013.)
6% 11%
11%
61%
11%
Asian African American
Hispanic White
Other
7%
8%
10%
63%
12%
Asian African American
Hispanic White
Other
1,025,729 female degree
graduates in Fall 2012 by ethnicity
765,317 male degree graduates
in Fall 2012 by ethnicity
25. And the competition for female STEM students is white hot
THE STUDENT PIPELINE
25
SOURCE: 1. U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System (IPEDS),
Fall 2012, Completions component. (This table was prepared July 2013.) 2. http://www.cbsnews.com/news/apple-diversity-report-released-cook-not-
satisfied-with-the-numbers/
Field of Study1 % Male % Female
Social Sciences 39% 61%
Business 52% 48%
STEM 63% 37%
Other 41% 59%
Health & Education 17% 83%
Comms/languages 35% 65%
Total 43% 57%
116,000
female
STEM
students
46,000
male
students
“Technology executives generally have traced the
scarcity of women, blacks and Hispanics in
computer programming and engineering to
shortcomings in the U.S. education system, and
have launched a number of initiatives to try to
bring about change. In June, Google announced its
"Made with Code" program, which aims to teach
young girls about computer science.”2
26. Georgia Institute of Technology Overall Universum Recommendation Rank 1st
US News
Engineering
School
Rank
6th
Number of
Engineering
Grads
678
Diversity Cultural Fit
State
Bonus
Presence of
Competitors
Total
Women 20% Ethnicity 42% Top 16 Top 4 Score
Points
Scored
6 9 6 3 6 9 0 3 42
Points Baselines
Max 6 9 9 9 9 8 6 3 42
Min 0 0 0 0 0 4 0 0 13
Average 3 3 3 4 4 6 1 2 25
Where do you find these students?
THE STUDENT PIPELINE
26
Georgia Tech has great national ranking, a large engineering student body, a
diverse student population, excellent cultural alignment, and none of our main
competitors are listed in the top 25 recruiters on campus.
New
Recommendation
Top Drivers:
Secure employment
Friendly work environment
Leaders who will support my
development
Respect for its people
Source: Universum Target School Selection Report
27. What are the most critical diversity elements today?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 27
Q: When choosing your ideal employer, what aspects of diversity are most important to
you? Select up to 3 alternatives.
Female % Element Male %
57 Gender 38
45 Ethnicity 37
42 Age 41
28. What do students consider to be the most critical diversity
elements today?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 28
Element Asian
%
African
American
%
Latino/
Hispanic
%
White
%
Ethnicity 54 65 52 34
Gender 43 52 45 52
Age 40 41 40 43
Q: When choosing your ideal employer, what aspects of diversity are most important to
you? Select up to 3 alternatives.
29. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 29
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A friendly work environment
A creative and dynamic work environment
Asian Students
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
30. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 30
Q: Select which attributes are most important to you? (Max 3)
Respect for its people
Secure employment
A creative and dynamic work environment
Caucasian Students
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
31. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 31
Q: Select which attributes are most important to you? (Max 3)
African American Students
Secure employment
Respect for its people
Professional training and development
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
32. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 32
Q: Select which attributes are most important to you? (Max 3)
Latino/Hispanic Students
Respect for its people
Professional training and development
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
33. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 33
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A friendly work environment
A creative and dynamic work environment
African American Students
Secure employment
Respect for its people
Professional training and development
Asian Students
Respect for its people
Secure employment
A creative and dynamic work environment
Caucasian Students Latino/Hispanic Students
Respect for its people
Professional training and development
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
34. What is most attractive to male vs female student groups?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 34
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A creative and dynamic work environment
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
Respect for its people
Secure employment
A friendly work environment
35. What are the career aspirations for different ethnic groups
by gender at undergraduate level?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014; n=4038 35
Q: Select industry would you prefer to work in? (Max 3)
1. Management and Strategy Consulting
2. Engineering and Manufacturing
3. Public Sector and Governmental Agencies
1. Health Care Services
2. Media and Advertising
3. Non-Governmental Organizations
(NGOs)/Non-Profit Organizations
(NPOs)
African
American
Females
African
American
Males
37. Many companies are currently doing it well
THE FUTURE OF DIVERSITY
Source: DiversityInc. Diversity Top 50 2014(top 10 companies shown) 37
Rank Company Name
1 Novartis
2 Sodexo
3 EY
4 Kaiser Permanente
5 Pricewaterhouse Coopers
6 MasterCard Worldwide
7 Procter & Gamble
8 Prudential Financial
9 Johnson & Johnson
10 AT&T
38. How have they achieved success?
THE FUTURE OF DIVERSITY
38
Source: 1. http://www.ilr.cornell.edu/wdn/upload/netter_principles.pdf; 2. http://www.ere.net/2014/06/23/diversity-recruiting-whats-wrong-with-it-pretty-
much-everything-part-2-of-2/?utm_source=ERE.net&utm_campaign=720133a55c-What-s-Wrong-With-Diversity-
Recruiting&utm_medium=email&utm_term=0_a7905d0a21-720133a55c-287000773#more-38352
A diversity & inclusion toolkit:
1. The Netter principles1 – a framework for building
organizational inclusion
2. Do an internal D&I (diversity & inclusion) health
check/audit
3. Arm yourself with knowledge and data2
39. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
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1. Structures - create a diversity and inclusion council
40. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
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1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
41. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
Source: 1. http://www.diversitybestpractices.com/news-articles/critical-intersections-how-diversity-best-practices-members-integrate- 41
compliance-di-st
1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
3. Involve legal1 – the area is complex so do it right
42. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
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1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
3. Involve legal – the area is complex so do it right
4. ERG’s (employee resource groups) – don’t
underestimate the power for these groups and how they
can be critical instruments for the success of your D&I
program
43. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
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1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them
diligently
3. Involve legal – the area is complex so do it right
4. ERG’s (employee resource groups) – don’t
underestimate the power for these groups and how
they can be critical instruments for the success of
your D&I program
5. Transparency – be completely up front, genuine and
open in dialogue with your organization
44. How can we move beyond diversity?
THE FUTURE OF DIVERSITY
Source: 1. Trevor Wilson, author of Diversity at Work, The Business Case for Equity and president of TWI Inc 44
“It really requires stepping beyond conversations about
women, minorities, LGBT and into a conversation about
talent differentiation and human equity.”1
45. Three key takeaways
THE FUTURE OF DIVERSITY
Source: Mark Gordon CEO Bon Secours St. Francis Medical Center 45
1. CEO leadership and engagement is paramount
“Culture eats strategy for lunch on a regular basis”1
46. Three key takeaways
THE FUTURE OF DIVERSITY
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1. CEO leadership and engagement is paramount
2. Don’t rest on your laurels
1. Historical success will not guarantee future success
2. Diversity & inclusion must be a strategic pillar in
organizational strategy
47. Three key takeaways
THE FUTURE OF DIVERSITY
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1. CEO leadership and engagement is paramount
2. Don’t rest on your laurels
3. “the truth of the principle that the greatest amount of
life can be supported by the great diversification of
life, is seen under many natural circumstances." Charles
Darwin, The Origin of the Species (1859)
48. What sources current clients use
THE FUTURE OF DIVERSITY
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Universum Diversity Employer Brand Reports
What does diverse talent associate with your company?
What does diverse talent find attractive in an employer?
What does diverse talent think about your competitors?
What are the best ways to communicate with diverse talent?
Target School Selection Reports