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ERAC: top ten practical examples of success from diversity - Mar 2009
After attending a course run by Schneider-Ross, participants reported back the following benefits:-
After attending the course (he) reviewed the marketing scheme/schedule. Noticed growing Eastern European community subsequently designed special flyers in Polish sent them out to local housing areas and won business. Also got in touch with Eastern European recruitment agency and got employees who spoke language which helped grow business. Volunteered to work in an asylum reception centre in the kitchens and as a result was able to tender for some government contracts which he would never have come across.
Decided to hire a single mum (which he would never have done before) Hit problems after 5 months and had a meeting to sort things out. The pre-conceived idea was that she would need to come in late and leave early however in discussion it turned out that if she could have just one day off (a Wednesday) everything would be fine. She is now one of the top performers. This was previously an all male branch and subsequently their ESQIs improved drastically.
Top 10 performers had always received an incentive. The top ten were always young white males and tended to go on activity weekends away. The incentive was changed to reward the top ten performers and the top five most improved. This led to an immediate diversification of the group and its activities, increased performance (even amongst those who werent in the top five) and led to greater morale and efficiency across the board.
Just after attending a Diversity course a. manager became pregnant. 3 months into her pregnancy she was driving 2 hours to get to work and suffering morning sickness. The manager reviewed the situation and decided to move the manager to a location just 10 minutes away. His initial conversation with the branch manager uncovered attitudes that did not want to take her on as she would be a problem, not productive, always be off sick etc. Armed with the knowledge gained from the course the manager went to a meeting with the said manager and after a 2 hour meeting (originally set to last 45 minutes) the branch manager agreed to take on the female employee. Callback/completion and AR have increased by 25% since she began and they do not want to let her go now.
Reviewing recruitment practice led to increase of almost 50% female applicants
Promoted Community Ties within workforce and allowed staff to do such activity in work time which led to greater involvement with local school/community groups, excellent profile and publicity as well as improved staff motivation
Sponsored diversity workshop in a local multi-denominational school in Ireland. Kids and teachers absolutely adored it and want more. Group has applied for award to do more training. Developing ongoing relationship with schools.
Challenged status quo and implemented alternative working hours for senior managers (previously never happened) benefited men and women with families. Religious holy days now catered for other than Christmas.
Employee Referral Programme: Employees encourage customers, friends, relatives to apply. Led to more applications from women and older people. Recruited more older drivers and accident ratio dropped to Zero. Plan to have women only assessment day as noticed that there was only one woman on last assessment and she was excluded
Review established that no-one over 30 was getting through recruitment. Issue then raised within Group. Support was gathered for a 59 year old applicant who is now a very productive employees
Area managers swop areas to get a taste of diversity and different systems
Initiated promotions themed around holy days of other faiths so in addition to Christmas special have Ramadan specials led to increase in business
After attending the course (he) reviewed the marketing scheme/schedule. Noticed growing Eastern European community subsequently designed special flyers in Polish sent them out to local housing areas and won business. Also got in touch with Eastern European recruitment agency and got employees who spoke language which helped grow business. Volunteered to work in an asylum reception centre in the kitchens and as a result was able to tender for some government contracts which he would never have come across.
Decided to hire a single mum (which he would never have done before) Hit problems after 5 months and had a meeting to sort things out. The pre-conceived idea was that she would need to come in late and leave early however in discussion it turned out that if she could have just one day off (a Wednesday) everything would be fine. She is now one of the top performers. This was previously an all male branch and subsequently their ESQIs improved drastically.
Top 10 performers had always received an incentive. The top ten were always young white males and tended to go on activity weekends away. The incentive was changed to reward the top ten performers and the top five most improved. This led to an immediate diversification of the group and its activities, increased performance (even amongst those who werent in the top five) and led to greater morale and efficiency across the board.
Just after attending a Diversity course a. manager became pregnant. 3 months into her pregnancy she was driving 2 hours to get to work and suffering morning sickness. The manager reviewed the situation and decided to move the manager to a location just 10 minutes away. His initial conversation with the branch manager uncovered attitudes that did not want to take her on as she would be a problem, not productive, always be off sick etc. Armed with the knowledge gained from the course the manager went to a meeting with the said manager and after a 2 hour meeting (originally set to last 45 minutes) the branch manager agreed to take on the female employee. Callback/completion and AR have increased by 25% since she began and they do not want to let her go now.
Reviewing recruitment practice led to increase of almost 50% female applicants
Promoted Community Ties within workforce and allowed staff to do such activity in work time which led to greater involvement with local school/community groups, excellent profile and publicity as well as improved staff motivation
Sponsored diversity workshop in a local multi-denominational school in Ireland. Kids and teachers absolutely adored it and want more. Group has applied for award to do more training. Developing ongoing relationship with schools.
Challenged status quo and implemented alternative working hours for senior managers (previously never happened) benefited men and women with families. Religious holy days now catered for other than Christmas.
Employee Referral Programme: Employees encourage customers, friends, relatives to apply. Led to more applications from women and older people. Recruited more older drivers and accident ratio dropped to Zero. Plan to have women only assessment day as noticed that there was only one woman on last assessment and she was excluded
Review established that no-one over 30 was getting through recruitment. Issue then raised within Group. Support was gathered for a 59 year old applicant who is now a very productive employees
Area managers swop areas to get a taste of diversity and different systems
Initiated promotions themed around holy days of other faiths so in addition to Christmas special have Ramadan specials led to increase in business