The Importance of Centralizing Your Diversity and Affirmative Action Program Recordkeeping

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The Importance of Centralizing Your Diversity and Affirmative Action

Program Recordkeeping

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Speaker: Roy Zambonino Sr. Solutions Consultant PeopleFluent

Moderator: Lauren Dixon

Associate Editor Talent Management magazine



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Lauren Dixon Associate Editor Talent Management magazine



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Roy Zambonino Sr. Solu=ons Consultant PeopleFluent



© PeopleFluent 2015

The Importance of Centralizing Your Diversity and Affirma<ve Ac<on Program Recordkeeping

Roy Zambonino, Sr. Solu=ons Consultant

June 17, 2015

11 © 2015 PeopleFluent | Confiden=al

Agenda

•  Streamline Recordkeeping Process

•  Easy Access to Vital Diversity or Affirma=ve Ac=on Informa=on

•  Effec=ve Dissemina=on Goals Throughout the Organiza=on

•  Managing Good Faith Efforts •  Documenta=on of Training and

Accommoda=ons


Hiring Process

VETS-‐4212

Social Media in Workplace

Good Faith Efforts

Compensa<on Documena<on

Diversity and Inclusion OFCCP and EEOC

Job Descrip<ons

Applicant Flow Data

Veterans

IWDs

2015 – 2016 Top Issues

Equal Pay Report

Lily Ledbe[er

Accomoda<ons Training


Why Diversity Ma[ers


§  A process that aligns with your employment decisions and prac=ces §  A process that provides PREDICTIVE Measurement

§  A process that provides Management with an ACTION Plan

§  Confidence within the Hiring Process for Sourcing

§  Consistent, Repeatable, & Objec=ve methodology

§  Straigh_orward methodology & process that can be used to educate the workforce

§  A process that can be measured and provide Management progress reports at all levels of the organiza<on to promote accountability

Diversity Metrics -‐ Industry Trends


• 

Effec=vely Manage Metrics


Diversity Dashboard


Execu=ve Summary


External Parity


Quarterly Progress Report


Plan Preparation and Reporting

Risk Mitigation • Audit Preparation • Adverse Impact – Steps Analysis • Compensation

Awareness and Training • Training programs • Documentation of training

1

4 2

3

Good Faith Efforts • Outreach Activities • Goal Dissemination (reports) • Documentation of Efforts • Accommodations Tracking

Best Prac<ces Affirma<ve Ac<on Program


Plan Dissemina<on and Good Faith Effort Management

• Manage Plans by status of ac=vity • Enable greater collabora=on by allowing managers to access and document AAP related informa=on on their own

• Easily enter and record internal and external Good Faith Efforts by establishment

• Quickly spot establishments' level of Good Faith Effort ac=vity with yellow, green, or red indicators

• Convenient email alerts when ac=vi=es are coming up or past due

• Calendar invita=ons invite users into ac=vity •  Load documents or files that are proof or ar=facts suppor=ng your Good Faith Efforts

• Quickly export your Good Faith Effort documenta=on to PDF or CSV

Dissemina<ng Informa<on throughout the Organiza<on


How do you share goals with your managers and recruiters? A.  E-‐mail B.  In-‐person C.  On-‐line system D.  We don’t share goals with managers and recruiters E.  Don’t know

Polling Ques<on 1


Compliance Repor<ng Center Landing Page


Role-‐Based Access to Plans and Levels


Role-‐Based Access to Plans and Levels


Effec=vely Manage Metrics



GFE Dashboard to Spot Inac<vity


Global Good Faith Efforts


Reports Access by User Role


Good Faith Efforts Documented and Monitored by Loca<on


Save Vital Good Faith Effort Informa<on














How are you measuring effec=veness of your outreach ac=vi=es? A.  Manual process B.  Sojware applica=on C.  We don’t currently measure effec=veness D.  Don’t know

Polling Ques<on 2


Track Accommoda<ons by Loca<on


Gap Analysis Dashboard to Measure Progress at each Monitoring Period


Administrator Level Access to Maintain CRC


The audit and reporting process is designed to:

1.  Measure the effectiveness of the AAP/EEO program;

2.  Document personnel activities; 3.  Identify problem areas where

remedial action is needed; and 4.  Determine the degree to which

AAP goals and objectives have been obtained.

Internal Audit and Repor<ng

This is NOT a one-time reporting effort. Internal auditing is a year-round activity. Monitor your outreach activities.


Applicant Flow Data

Hiring Process

Good Faith Efforts Effec<veness Effec<veness Measurement

Analysis & Reporting

Recruitment

Workforce Intelligence

Corrective Action and Documentation


Final Thoughts…….

●  Analyze your plans and determine a strategy early in plan year

●  Implement strategy and monitor progress ●  Document your ac=vi=es! ●  Be sure you have visibility into ac=vi=es across the organiza=on

●  Consolidate all documenta=on in one area or system if possible. Consistency is key!

●  Make it as easy as possible for recruiters and hiring managers to contribute to the documenta=on process

●  Leverage exis=ng resources to enhance your overall program


TM © 2015 PeopleFluent | Confiden=al Talent Insights. Business Outcomes.TM

Thank You

Find PeopleFluent on… Twi[er: twiner.com/PeopleFluent LinkedIn: linkedin.com/company/PeopleFluent Facebook: facebook.com/PeopleFluent Blog: peoplefluent.com/resources/peoplefluent-‐blog

Roy Zambonino, Sr. Solu<ons Consultant [email protected]

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Date post:	28-Jul-2015
Category:	Recruiting & HR
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The Importance of Centralizing Your Diversity and Affirmative Action Program Recordkeeping

Recruiting & HR