Mock Radio Show: Diversity Trends

PROMO

From WBUR Boston and NPR. I’m Dick Gordon. This is The Connection.

Let’s talk about diversity in the workplace. Businesses develop programs to attract minority candidates because it may be important or they heavily value diverse teams. Most companies know how important it is for their employees to comes from diverse backgrounds, just like their customers. How are companies able to keep a diverse job pool? According to companies like AT&T and Bank of America, creating partnerships with community organizations and local colleges are the best strategies. From media jobs to small businesses It’s important to make diversity a normal part of all job environments. This type of recruiting is not just a trend but key when searching for the best talent for your business Next on The Connection. First this news.

OPEN

I’m Dick Gordon. This is The Connection

Look around you. People may not notice there could be diversity issues at your workplace. This could be something important to point out. Recruiters are responsible for the type of job environment they have created for you to work in. Being around a variety of people could increase how employees perform. Like being the last one picked to play baseball, people fear the notion of being the only one that stands out. It’s important that whoever you have set up your information tables at those job fairs have done the research about their target audience. Top companies are doing better than most because of one word, diversity. Women, veterans, the disabled and people from different racial backgrounds are necessary to complete a diverse workspace. The best way to mimic this business is to use their strategies when recruiting. Job fairs are held on local college campuses. Top employers weigh in on how it is easy for them to find diverse talent during the recruitment process. Connections listeners we’re going to find out today why searching for diversity hires is becoming a trend? Does making diversity a part of your brand work? And How can you, The job seekers out there, shine at these events. Call us at 1-800-777-2428, That’s 1-800-777-CHAT. With me today is Laura Cox Kaplan, the regulatory affairs and public policy leader at Pricewaterhousecoopers. She wrote a piece for Fortune titled “ Why diversity needs to go beyond race and gender.’ Also with us is Rick Gomez, executive director of Global AT&T College Recruiting and Meghan Henson, executive vice president and chief human resources officer at Chubb Insurance.

INTERVIEW

Gordon— Laura let’s start with you. Most of the time when we hear the word diversity— People will immediately think about race or gender. Why should employers think beyond race and gender when it comes to diversity?

Laura—A strong, collaborative team can help deliver sound, creative results and has become increasingly important regardless of which ever the industry or business — that includes government and non-profits. The strongest teams are those that are diverse beyond race and gender — so when your individual members bring varying perspectives that culminate from both professional and life experiences, then these teams are even more effective when team members feel supported by each other and the organization.

Gordon—Now Rick, AT&T is a global company that has been around for years —it’s a household name. What are some strategies your company uses to recruit not only qualified employees but diverse?

Rick—Our strategy is simple and it involves partnering with student organizations, such as Student Veterans of America and the Society of Hispanic Professional Engineers to fill the needs of the organization, and at the same time, build our brand and recruit top campus talent – This, in turn, creates a win for the organization and a win for AT&T. What we do is attend events on campus, conduct interviews and go to career fairs that are at diverse universities. For example, Women in Tech hackathons are geared toward college students on tech tracks. These events are unique because they focus on creating an inclusive environment for female techies and include complementary coding camp and hackathon 101. Campus recruiters and hiring managers scout top talent at these hackathons. Those are the type of diverse employees we seek—Qualified

Gordon—Chubb Insurance has a partnership with the Jackie Robinson Foundation and Howard University. In a way, you all seem to be recruiting employees straight from graduation into a career. Megan, how does Chubb Insurance prepare for diverse employees that come out of college and may even be the youngest on the job?

Megan— Not only do we provide internships but we provide sort of these one-day workshops where we let them get one-on-one exposure to the seniors in the field. This also helps them to network with employees so they can get an idea of how it would be to work for Chubb. Our partnership with the Jackie Robinson Foundation and INROADS helps us narrow potential recruits across our 50 branch offices. Through this experience, as well as interactions with Chubb leaders, students develop an awareness of how they can build a lifelong career at Chubb.

Gordon—Laura, recruiting college students brings age into the category of diversity too. How does this relate to your five tips you talked about in your article?

Laura—Think broadly about diversity because a business should

look for talent that brings different perspectives and skills to the table. Homogeneous teams tend to produce less creative results, so look beyond your network. Second, get to know your employees. Building loyal, happy teams requires that you understand and appreciate employee interests and responsibilities outside of work. Encouraging flexible work options make a tremendous difference when trying to retain a truly diverse team. This is a high priority for working parents, millennials, and other employees. The last three are encouraging mentorship networks, investing in that talent pipeline and making sure to listen to different perspectives. These are key when not only recruiting minorities but different ages, veterans, working parents and the disabled.

Gordon—Rick, we will end the questioning with you so we can give our listeners a chance to join the conversation. What are some ways that job seekers can shine during these types of recruiting techniques?

Rick—It is important that candidates showcase their experience, whether they’re a diversity candidate or not. Highlight leadership skills and experience on their résumés, LinkedIn profiles and during interviews. People should also consider their personal brands and audit their social media profiles to ensure that their online presence is a reflection of their professional persona. They should also think of their LinkedIn and Twitter streams as living, breathing résumés. Recruiting diverse talent is a key business imperative as we source for strong talent. Considerations from which schools we recruit from to the type of degrees we look for and even messaging we use all play a part in our strategy to recruit diverse individuals. It is quite possible that I could hire you just by your resume if that is what I am looking for therefore all this is very vital. You never know what company may show up offering you a job in your inbox.

There you have it. We are going to open up the phone lines. Give us a call at 1-800-777-2428, That’s 1-800-777-CHAT Our guest are here to answers your questions.

Disclaimer: This is a mock-up radio script for a class assignment, Writing for Radio and TV The links provided are information on the hypothetical answers these people may give according to their online article statements and title.

Extra info Link:

http://fortune.com/2015/08/13/laura-cox-kaplan-building-a-strong-team/

http://money.usnews.com/money/blogs/outside-voices-careers/2014/10/08/trends-in-diversity-recruiting-us-employers-weigh-in

The post is for educational purposes only.

FEATURED IMAGE: RAWPIXEL/SHUTTERSTOCK (IMAGE HAS BEEN MODIFIED)

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