Welcome to Strike Out the Gap - 100percenttalentseattle.com · Welcome to Strike Out the Gap Gender...

transcript

Welcome to Strike Out the GapGender Pay Gap Learning and Development, Networking, and Baseball

Tuesday, June 12, 2018Safeco Field

Thank you, Sponsors

#StrikeOutTheGap

Senior Vice President, SalesSeattle Mariners

Welcome Remarks

Frances Traisman

#StrikeOutTheGap

President & Chief Executive OfficerWomen's Funding Alliance

Opening Remarks

Liz Vivian

#StrikeOutTheGap

Women’s Funding Alliance

#StrikeOutTheGap

A FORCE FOR CHANGE FOR WOMEN AND GIRLS

Our focus. Our future.

$1068771

invested annually

in women and girls

women and girls

reached each year

supporters

statewide

June 2015: new initiative launched

#StrikeOutTheGap

June 2018: 100% Talent growing

#StrikeOutTheGap

Director,100% TalentWomen's Funding Alliance

Opening Remarks

Dani Carbary

#StrikeOutTheGap

State of the Gender Pay Gap & What Your OrganizationCan Do

Lydia Frank

#StrikeOutTheGap

Vice President,Content StrategyPayScale

State of the Gender Pay Gap &

What Employers Can Do to Eliminate ItLydia Frank, VP Content Strategy, PayScale

@Lydia_West

We help organizations

understand the right pay for

every position and

effectively communicate

compensation to employees.

PayScale helps employees and employers talk about pay.

What We BelieveWe believe data-informed discussions

about compensation benefit both

employers and employees and that greater

pay transparency promotes equity,

engagement and employee retention.

So Much of Your Employer Brand Comes Down to Pay Brand

Attracting and retaining talent is about reputation.

What you pay, how you pay and why you pay the

way you do, as well as how you communicate that,

is critical to engaging employees.

Employers Who Demonstrate a Commitment to Gender Equity

Hold On To Their Talent

Source: PayScale

Diversity Linked to Greater Employee Loyalty

Source: 2018 Deloitte Millennial Survey – more than 10K millennials and almost 2K Gen Z workers surveyed

66% of employers have no plans to

conduct a race or gender pay equity

analysis in 2018

Source: PayScale Compensation Best Practices Report 2018

Creative Commons No Derivatives License http://theconversation.com/quotas-on-the-nose-thats-the-view-from-male-australian-ceos-35910, https://creativecommons.org/licenses/by-nd/4.0/

The Gender Pay Gap In the U.S.

Source: “The State of the Gender Pay Gap 2018” PayScale, April 2018

Pay Gap Increases As Women Advance

People of Color Less Likely to Receive a Raise When They Ask for One Than White

The Gender Pay Gap In the U.S.

Women are underrepresented in the

best-paying jobs in the U.S. workforce.

Don’t women choose to work in lower-paying fields?

Recreation Jobs Ticket Agent Designer Housekeeper Biologist

Pay Drop in Percentage Points As Field Becomes More Dominated By Women (1950-2000)

Drop in Percentage Points

Source: “As Women Take Over a Male-Dominated Field, the Pay Drops,” The New York Times, March 2016

As Women Take Over a Male-Dominated Field, the Pay Drops

Women are underrepresented in the

best-paying jobs in our society.

Women aren’t as ambitious.

Source: “Dispelling the Myths of the Gender ‘Ambition Gap,’” Boston Consulting Group, April 2017

Source: “The Perception Gap,” PayScale, March 2016

Men Mostly Believe Women Have Equal Opportunities

Source: “Women in the Workplace 2017,” LeanIn.Org and McKinsey & Company

Women of color have it the

worst in terms of advancing

into leadership.

Men are 70% more likely to be

in an exec role than women by

mid-career.

By late career, that jumps to 142%.

Measure the Right Things & Lean on Data/Process

Photo: Public Domain

Take a Look at Gender Representation By Job Level,

Promotion Velocity, Talent Retention

Employer Strategy:

Ensure Your Organization’s Leadership Is Committed

Photo: K2 Space, Creative Commons Attribution License

Audit Pay Practices: Equal Pay for Equal Work

Fair Doesn’t Necessarily Mean Equal

EqualFair

Reasons to pay differently:

• Performance

• Results

• Experience

• Skills

• Education

• Market

Employer Strategy:

Embrace Transparency

Photo by Brett Jordan, Creative Commons Attribution License

Most Employees Think They’re Underpaid, Even When They’re Not

Source: “Most People (Still) Have No Idea Whether They’re Paid Fairly,” December 2017

Pay Transparency Isn’t All or Nothing

Pay Transparency Case Study

Employer Strategy:

Be an Early Adopter

Photo by Brett Jordan, Creative Commons Attribution License

Key Takeaways

1. If seen as an opportunity rather than a burden, tackling gender equity can have a positive ripple effect through your organization.

2. Equal pay for equal work is the first step, not the end game.

3. You have a “pay brand” whether you’re aware of what it is or not. Is yours helping attract/retain a diverse workforce?

4. Early adoption of initiatives that could have a significant positive impact on gender equity in your org could differentiate you from talent competitors and ensure you’re retaining your best talent.

Questions?

@Lydia_West

https://www.payscale.com/hr

Appendix

Stop Asking About

Salary History

• 15K+ workers evaluating a job

offer were asked if they

revealed salary history during

interview process.

• Women penalized for

withholding salary history,

men rewarded.

Source: “Is Asking for Salary History…History?” PayScale, July 2017

Rizo v. Fresno County Office of Education

Pricing Position

vs. Person

• Pay range should be about

the role.

• Place applicant into a

predetermined range based

on skillset/qualifications.

Because People Have Bias, Compensation Offers May Also

Be Affected Bias

PayScale - Confidential

-30% -25% -20% -15% -10% -5% 0%

Men of Color

Women of Color

Likelihood of Receiving a Raise After AskingRelative to White Men

There is weak evidence that white women are also less likely to receive a raise, but these results are not statistically significant.

$50,000 $48,900 $49,900

$62,000

$53,000

Employee referral Career site Knew about the company andsearched for jobs

Recruiter School's career center, alumninetwork, etc.

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000A

How did you hear about job opportunities at your organization?

Application Method Median PaySource: “The Impact of Job Referrals,” PayScale

Employee Referrals Disproportionately Benefit White Men

Source: “The Impact of Job Referrals,” PayScale

Chief Executive OfficerHired

Increase Diversity & Remove Bias from Your Hiring Process

Mehul Patel

#StrikeOutTheGap

Uncover Bias and Increase Diversity in your Hiring Process

June 12th, 2018

Mehul PatelCEO at Hired

Hired is a career marketplace that

intelligently matches tech talent with the

world’s most innovative companies. We combine cutting-edge technology with

unbiased career coaching so both talent

and employers can find the right fit, faster.

We are on a mission to find everyone a job

they love.

Employer BrandingBy a quick show of hands…Where are you focusing your diversity efforts?

Company Alignment

Sourcing

Partnerships

Why ThisMattersMany companies state diversity as a priority, but struggle to address it.

Solution needs to go far beyond sourcing.

Unconscious bias will sabotage diversity efforts.

Proven impact of a diverse team.

Unconscious Bias Awareness

What You Need to Get Started

5 Actionable Strategies for Your Diversity Playbook

Breakout Roundtables with Your Peers

Today’s Agenda

Unconscious Bias AwarenessUncover unconscious bias in the hiring process

Gender

School

Racial

Affinity

00 What You Need Before You Begin

Budget

Teamwork

Definition of Diversity

What You Need Before You Begin

5 Strategies to Turn Your Diversity Mission into an Action Plan

01 Set Actionable Goals

Set targets for hiring outcomes, but not quotas.

Set goals for hiring managers, e.g. education, attending community events.

Make goals public.

Setting Actionable Goals

Does your company have a definition of diversity? How did you come to that definition as an organization?

Are you using market data to advise how you’re setting diversity goals? Where are you getting this data?

Discussion Break

Are you setting specific goals for hiring managers? What are they?

Are you making your diversity data and goals public? Internally? Externally?

Setting Actionable Goals

02 Identify Partnerships

Consider 3 different kinds of partnerships

● Transactional (pay to post on a job board)

● Transformational (transform the conversation)

● Transitional (consultative)

Identifying Partnerships

Has your company leveraged diversity partnerships? Which types?

● Transactional

● Transformational

● Transitional

What have been some of your most successful partnerships?

How do you find new communities to engage with? How do you assess if it’s good fit?

Discussion Break Identifying Partnerships

03 Rethink the “Experience” Myth

Test interventions to mitigate unconscious bias.

Establish strength requirements for the role not tied to years of experience or education.

Revamp job description formatting and tone.

Rethink the “Experience” Myth

How long is a typical job description? Where can you trim down role requirements?

How can you reposition requirements tobe more skill-based and achievement-oriented rather than hinged on education and years of experiences?

How would you revamp your company description to appeal to a broader set of candidates?

Discussion Break Rethink the “Experience” Myth

04 Stop Interviewing for “Culture Fit”

Interview for specific behaviors that embody your company values, not culture.

Evaluate interview questions for potential biases (i.e. whiteboarding).

Standardize interview questions.

Have a diverse panel of interviewers (think beyond gender).

Stop the “Culture Fit” Interview

Does your company have defined values? Does everyone at the company know what they stand for?

Any interview questions you’re unsure if they’re biased or not? What’s a better way to position that question?

Good examples of questions that suss out alignment with company values rather than culture fit?

Discussion Break Stop Interviewing for “Culture Fit”

05Establish an Inclusive Employer Brand

Offer benefits for candidates at different life stages and experiences.

Consider your voice in your outreach messaging.

Make sure employer brand is reflected in your company pages.

Establish and Inclusive Employer Brand

What are some ways you lead with an inclusive brand voice?

What are some of the key benefits you promote as part of your employer brand? Where can candidates see these brands?

Are you watchful for language that may be biased? Any words you’ve learned to avoid?

Discussion Break Employer Brand

Looking for more resources on

diversity hiring?

Visit hired.com/resoures

Join Us

Impact the GapTomorrow, 6:00–8:30 PM

Sole Repair Shop, Seattle

Senior Manager, Diversity & InclusionT-Mobile

The Evolution of D&I at T-Mobile

Anneke Blair

#StrikeOutTheGap

DIVERSITY & INCLUSION

@T-Mobile

EMPLOYEE NETWORKS &

CHAPTERSEvolution &

Growth

CONSENSUS

Stakeholder Engagement,

D&I Networks

GROWTHD&I Structure,

Networks, Establish Field Chapters

STABILITYEducation, Resources,

Frontline Focus, Strategic Impact

IMPACT

Policies, D&I initiatives, D&I

Storytelling

INTEGRATION

Internal Engagement &

External Outreach

T-Mobile D & I Journey

Guiding Principles Trends

•D&I is a corporate competitive advantage

•Business needs drive our initiatives and metrics

• Inclusion is how we engage and leverage our diversity

•We examine our work through a frontline employee lens

•Rapidly changing wireless industry

• Increasing demand for corporate D&I story

•Continued focus on recruitment and retention

• Increasing diversity of employees and their needs

EMPLOYEE NETWORK GROUPS

12021365

20411887 1776

22562496

2976 3013

38414115

44884862

69886835

ADN VAN MCN MGN PAN WLN

34% of Overall TMUS Workforce

2015 2016 2017 2018

2018 Employee Network Group Membership

Augusta

Mountain

WestMeridian

Bellingham

Southern

California

Pacific

Northwest

HQ –Bellevue

Inland

California

Angeles

Hawaii

Colorado

SpringsGreat

Plains

Mountain

Illinois

North/Wiscons

Illinois South

Ohio/Western

Wichita

Arizona

Albuquerque

Jefferson

Albuquerque

MenaulNorth

Central

TexasMission

Florida

HQ –Richardson

Houston

Springfield

FloridaPuerto

Florida

Georgia/KY/T

Birmingham

Heartland

Richmond

Chattanooga

Nashville

Carolinas/Georgia

East Charleston

Oakland

England

Greater

Philly

DC/Virgini

MD, DE,

Central

NJ/Upstate

Manhattan/Bro

Brooklyn/Queens/Long

Island

HQ Chapters (2)

Call Center Chapters

(17) Retail/Field

Chapters (34)

53 D&I CHAPTERS

Central

Pacific

2014 4603

2015 5441

2016 7938

2017 11,000

EXPLODING GROWTH!

10MON SOCIAL

400EVENTS

32CHAPTERS

500EVENTS

53CHAPTERS

EMPLOYEES in D&I Networks &

Chapters

15,700+

D & I MEMBERS LOWER ATTRITION

PARTNERSHIP PATH

NETWORKS

▪ STRATEGIC FOCUS

& PLAN

▪ DRIVE EMPLOYEE

EXPERIENCE

▪ PROVIDE

PROFESSIONAL

DEVELOPMENT

▪ STRATEGY &

EXECUTION

▪ COACHING &

FEEDBACK

▪ SUBJECT MATTER

EXPERTISE

CHAPTERS

▪ ALIGN TO

STRATEGIC FOCUS

ON LOCAL LEVEL

▪ DRIVE EMPLOYEE

EXPERIENCE

▪ PROVIDE

PROFESSIONAL

DEVELOPMENT

NETWORK

SUPPORT

CHAPTER

SUPPORT

2018THE BEST

EMPLOYERS for

DIVERSITY

CULTURE OF

INCLUSION

EMPLOYEE

CENTRIC

T-MOBILE RECOGNIZED

COMMITMENT TO

DIVERSITY &

INCLUSION

REVAMPEDMENTORING

NEOINTEGRATION

30% EMPLOYEEENG

MEMBERSHIP UNCONSCIOUSBIAS TRAINING

SUCCESS MEASURES

WOMENMINORITIESDIRECTOR+

T-Mobile ConfidentialQuestions

Vice President, Human ResourcesMoz

Organizational Culture and Workplace Flexibility

Rebecca Clements

#StrikeOutTheGap

Mozzy Culture: values, flexibility and

the whole person approach

A little bit about Moz

Our mission is to simplify SEO for everyone through software, education &

community.

Moz Facts:

Over 37,000 customers$50 million in revenue150 employeesGrowing and profitable

World’s cutest

mascot!

We know SEO

Topics

TAGFEE (our values)

The Whole Person Approach

Results, not face-time

Living our Values

#TAGFEEalways

Transparent

Be Open and Honest

AuthenticRespect Others and be True to Yourself

Lunch&

Learns

Generous

Others

Community Involvement

Fun | Cultivate Positivity

Pay it Forward

Empathetic

Assume Best Intent

Growing Empathy and Inclusion

Implicit Bias

Allyship

Beyond the Pipeline

Power and Rank series

How to be TAGFEE when you

disagree

Exceptional | Be the Exception | Deliver Awesome

Whole Person Approach

Coaching for All

I really mean everyone!

Custom

Greater ownership over

career and professional development

Communication

Ability to influence and give/receive

feedback

TAGFEE Urgency

Time and energy

management and focus on

results

Collaboration

Productive conflict and

effective meetings

Leadership

Delegating

and creating

accountability

Growth Tracks -- Common Themes

What?!

Paid Paid Vacation?

Gotta Share Pics

What?!

Paid Paid Vacation?

And introducing . . .

DOUBLEPaid Paid.

4 months

paid leave“I will also be forever grateful for Moz's generosity and support of

new parents. … The the time I got to spend at home with my daughter Charlotte feels like one of the most important periods of my entire life. For so many reasons. I am so lucky to work in this place that

thinks it’s important too.”

Results Over Facetime

Engage Managers

Driving results, building flexibility

No Meeting Fridays

Quarterly Planning

and Check-ins

“We can't be afraid of change. You may feel very secure in the pond that you are in, but if you never venture out of it, you will never know that there is such a thing as an ocean, a sea. Holding onto something that is good for you now, may be the very reason why you don't have something better.”

― C. JoyBell C.

Thanks!Any questions?

You can find me at:

rebecca.clements@moz.com

@RebeccaDeLoClem

Closing Remarks

Thank you

for attending

Strike Out the Gap!

Please join us in the Group Suites

for an evening of networking and baseball!

#StrikeOutTheGap

Welcome to Strike Out the Gap - 100percenttalentseattle.com · Welcome to Strike Out the Gap Gender...

Documents