¿Cómo puede utilizar la planificación de la fuerza laboral para mejorar la diversidad y la inclusión en su equipo?

I Believe workforce planning is an effective tool for enhancing diversity and inclusion within a team. Here are several approaches to utilize it for this purpose: 1. Define diversity and inclusion objectives: Clearly outline the specific goals related to diversity and inclusion that you aim to achieve within your team. 2. Conduct a diversity analysis: Begin by analyzing the current composition of your team to identify any gaps or discrepancies in terms of diversity 3. Establish diversity targets: Incorporate specific and measurable diversity targets into your workforce planning strategy. These targets should reflect your organization's commitment to diversity and inclusion.

How do you know where you want to go if you don’t know where you are? DE&I is easier to understand with data, belonging is the harder one. Leverage both internal and external data sets to create realistic measurable goals. It offers an opportunity for organizations to be transparent with their current and future EEs. Teams then work cross functionally to set organizational goals, priorities and action plans. Transparency is not only a powerful EVP and Employer Brand tool but also a way to build trust with employees/ applicants who are reluctant to give their trust so easily. Even if the data isn’t pretty, it gives the organization an opportunity to improve while showing progress along the way, as the strategy will continuously improve.

Data-driven analysis is undoubtedly the first and most critical step. Keeping employee records, surveys results, annual PR, feedback notes and others up-to-date is essential for gathering complete information. This is an ongoing process that must be maintained throughout the year. Additionally, employing a HRIS provides centralized access to all employee data, streamlining data analysis

This isn't the first step. It's alignment to strategic goals from leadership and operators. Executing environmental scanning (as an example) has to align to an idea that is not HR oriented, such as "upskilling personnel with training so we can add [this] to our skill set to accomplish [that]. Now an environmental scan can be done to gather intelligence about what can be leveraged or added to achieve that. If lack of Diversity is identified, then a gap analysis is performed. However, if SWP asks if Diversity is the problem, then its likely to be identified as part of the problem. Gap analysis is farther along the path in SWP. It's the 4th question to answer, not the first.

Alignment of your team’s diversity and inclusion goals to the organisation is an important step. Unless your goals are aligned to business objectives, then at best you may encounter resistance. At worst, you’ll damage the business. There are many instances where, when things are tough in the business, diversity and inclusion ambitions are abandoned. Being clear how diversity and inclusion makes a difference to business performance will create the support you need.

This is better as a first step. Yet saying "we need to hire more X" and the like again creates a set of actions that are filled with bias. Setting targets or quotas as a lagging measure is wrong. Instead, create leading measures to impact improvement downstream. Do not say "let's increase the % of supervisors who are women". Instead create a program that features female leadership and spend time and effort branding that to the market, and measure how that impacts recruitment of women to leadership jobs. Target % for demographics is Pandora's box. Do not open that.

It is crucial to be clear on the benefits/RoI of diversity and inclusion initiatives within the action plan. Many organisations with an appetite to improve their diversity and inclusion still struggle, despite a raft of initiatives. Conducting a comprehensive cost-benefit analysis is a vital step to both identifying benefits and RoI, but also being able to compare between multiple different initiatives. This ensures that scarce resource actually improves your diversity and inclusion.

I think you can use WFP to both positive and cautionary effect. Positive because you can pinpoint areas where D&I can be enhanced; cautionary because unrealistic targets can be exposed through modelling of lead times and inherent attrition. It’s vital for businesses to understand the business case/ROI, have a range of fulfilment channels in place (Code First Girls a good example), and an incentive framework for executing the plan.

For instance, when aiming to enhance the representation of underrepresented groups within specific roles or departments, it is crucial to maintain an ongoing relationship with these individuals on your network. Foster regular conversations throughout the year, rather than solely when job postings arise and specific candidates are sought. Cultivate your professional network on platforms like LinkedIn to expand your reach.

These ideas are strategic deployment oriented eg change training, recruit different, etc We haven't asked 2 questions first - 1) how much time and personnel are we dedicated to the tasks required to impact these initiatives and 2) do we have the KSAT identified and present to execute future deployments. If you don't have the resources, time, or talents then your deployments will fail. Once you have done that use analytics to find out what you know THEN execute root cause and gap analysis. Analysts and analysis will lead to strategic and tactical deployments as listed here.

When you monitor your plan, ensure you have a clear understanding of the assumptions in the plan. Is it dependent on things outside your control? If so, how are you keeping track of those things? It can be helpful to track assumptions in a similar way to risks: what is the likelihood the assumption is correct? If it is incorrect, how far out could you be and what would be the impact to the plan? Finally, what is the data point you need to track to know if you are correct?

When talink about recruitment strategies, ensure job descriptions are inclusive and free from biases and implement blind resume reviews to focus solely on qualifications. Also, leadership support is crucial. Ensure that leaders actively champion diversity and inclusion initiatives. When leadership is committed to these goals, it sets a tone for the entire organization. An finaly, Celebrate diversity within your team. Acknowledge different cultural backgrounds, perspectives, and achievements. This fosters a sense of belonging and inclusion.