Best Practices on Diversity Recruitment Agenda


Goals for Event:

  • Address increasing gap in skilled workers by 2020, global shortage of 95 million employees predicted, with US labor-force participation dropping from current low of 62.9% to 61.6%
  • Analyze why majority of Millennials, who now represent 1/3 of workforce, aren’t studying STEM or choosing STEM jobs
  • Learn from companies that have successful recruiting strategies for diverse, STEM and Millennial talent and what results they obtain

8:009:00 a.m. Networking Breakfast

9:009:15 a.m. Opening Remarks

9:15-9:45 am. Sourcing Talent

Speaker: Alexa Merschel, US Campus SourcingLeader, Diversity, PricewaterhouseCoopers

Session Content:

*PwC has had significant resultsin sourcing young talent from under-represented racial/ethnic groups and will share results

*Hires are based on available labor pool. For example, if 22% of accountants are Black and Latino, company hires at least 14% Black and Latino accounting college graduates

*Discuss specific college-recruitment programs (and results), such as Start, aimed at Black, Latino and Native American freshman; and Explore, a one-day introduction to the profession

9:4510:15 a.m.Social and Online Recruitment

Speaker: Charlie Hall, SVP, Talent Acquisition, MasterCard

Session Content:

*MasterCard will demonstrate specific methods of social media and online recruitment that have yielded results in recruiting diverse talent (LinkedIn, special training for recruiters)

*Company will show the results of these efforts to find talent, especially tech talent, globally and domestically

*Discussion will include experienced hires MasterCard has included 16% more women and 18.5% more Blacks, Latinos and Asians in management than the Top 50.

10:1510:45 a.m.National Strategy, Executing Locally

Speakers: Carlos Figueroa, Vice President, Talent Acquisition and Christine Curtin,Director, Talent Acquisition, Strategic Workforce Planning and Diversity Recruitment, Travelers

Session Content:

*Travelers will demonstrate how it sets national diversity goals but allows local offices to use their available labor pool to determine and reach goals. Emphasis will be on how to successfully work with local campuses and community organizations to find talent

*The relationship-driven recruitment strategy will be showcased, with results of non-profit partnerships showcased for organizations such as the Hispanic Association of Colleges and Universities

11:00 a.m.12:00 p.m. Panel: Finding TalentRecruiting People With Disabilities and Veterans

Panelists: Carol Glazer, President, National Organization on Disability (NOD);Steve Abel, Colonel, U.S. Army (Ret.), Director of Student Veterans Services, Rutgers University; Christina Schelling, Vice President, HR Strategic Initiatives, Prudential Financial

Session Content:

*Analyze why and how these two under-represented talent groups can be used to fill the increasing gap of skilled workers nearly 20% of Americans have disabilities, yet 80% of working-age Americanswith disabilities are not employed (NOD); 21.2 million Americans (9% of US workforce) are veterans, yet the average company hiring rate for veterans is 2% (BLS)

*Analyze best practices and programs, such as employee-resource groups, campus recruiting and resources like the Employer Assistance and Resource Network can help find workers from these groups

12:00-1:15 p.m. Networking Lunch

Lunch Speaker: Morris Dees, Co-Founder and Chief Trial Counsel for Southern Poverty Law Center

1:151:45 p.m.Recruitment Sources: Employee-Resource Groups and Websites

Speaker: Jennifer Terry-Tharp, Director of Global Talent Attraction,AT&T

Session Content:

*Specific ways AT&T has used its employee-resource groups to develop recruitment content for its websites and results from these efforts

*AT&T has doubled employee-resource group membership in recent years and relies on resource-group members to reach their communities

1:452:15 p.m.Linking Recruitment to Talent Development

Speaker: Teresa Sankner,Head of Talent Management, Organizational Development and Staffing, Novartis Pharmaceuticals Corporation

Session Content:

*Demonstrate how Novartis increased its year-to-year recruitment of women, Blacks, Latinos and Asians and successfully on-board talent

*Data and career trajectories for employees for 3-5 years after hiring will be analyzed with best practices for engagement, retention and promotion, including mentoring and employee-resource-group membership

2:152:45 p.m.Finding and Keeping Top Talent, IBM

Speaker:Jacelyn Swenson, Manager, IBM Brand Systems and Branded Content Programs

Session Content:

*Analyze gaps in available labor force of technical women

*Examine IBM’s best practices, including partnerships with educational organizations and technical mentorships, to see how the company has increased recruitment, retention and promotion of technical women

2:453 p.m.Closing Remarks

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DiversityInc’s primary event focus is on our corporate customers, who are in attendance to network and enjoy the event. Soliciting business is not permitted. Consultants are welcome at our event dinners but are not permitted at the learning sessions.

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