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					                                  Chapter
Chapter Name:                     Number:   Chapter State    Region   Territory




HRMA of Martin County Inc         0478      Florida          SE       A




MidWest Kentucky SHRM             0714      Kentucky         SE       B




Catawba Valley SHRM               0702      North Carolina   SE       B




Alamance County Human Resources
Association                       0627      North Carolina   SE       B




Pickens Area SHRM                 0728      South Carolina   SE       B
Charleston SHRM Chapter                  0323    West Virginia   SE   B




Rock River Human Resource Professional
Association                              0493    Illinois        NC   A




Heart of Illinois HR Council             0326    Illinois        NC   A




Licking County Human Resource Association 0697   Ohio            NC   A
Southwest Area Human Resource
Association                                0571    North Dakota   NC    B




Northeast South Dakota NESD                0511    South Dakota   NC    B




Northshore Region Human Resource
Association                                0580    Louisiana      SWC   A




Gallatin Valley Human Resources Association 0415   Montana        PW    B




Lower Columbia Human Resources
Management Association                     0660    Oregon         PW    B
Web site




http://www.hrmartin.org




N/A




http://catawbavalley.shrm.org




http://achra.shrm.org




http://www.pa-shrm.org
http://charlestonwv.shrm.org




http://rrhrpa.shrm.org




http://www.heartofillinoisshrm.org




http://www.lickingcountychamber.com/members/hrma.asp
http://www.ndsahra.org




http://nesd.shrm.org/home




http://northshoreshrm.com




http://gvhra.shrm.org




http://www.lchrma.org
2.1d We conducted a Diversity & Inclusion initiative. The description follows.

Our Diversity committee developed and implemented a county-wide "Diversity" Award, allowing local
businesses to be recognized for their inclusive work environments. In addition, we held our annual Diversity
seminar, which this year focused on Religious accommodations in the workplace.
Our goal was to provide educational programs that would equip chapter members with ability to think outside
the Diversity box. Our first program (“Personal Profile Abbreviated Instrument and Training Session”) was to
create an understanding of individual behavior & compatibility of differences in workplace. In the end,
participants were able to: Identify individual work styles & behavioral tendencies Understand people are truly
different in approach to work & how differences can be potentially problematic or advantageous to teamwork,
depending on management styles Be aware of own managerial style Our second topic was “WHAT YOU SAY IS
WHAT YOU GET”. This program focused on communication – with Clarity, Courtesy & Cooperation:Teamwork.
3 simple techniques for ensuring accurate communication Clarity requires avoiding specialized terms &
references that might obscure meaning. Speed & intimacy of technologies require a heightened sense of
consideration & interpersonal awareness Develop distribution lists so team members are included & non-


CV-SHRM partnered with the City of Hickory Community Relations Council in the presentation of the Human
Relations Awards 2011. SHRM members attended the ceremony and events which honored one individual, one
business and one youth who had made significant contributions to positive human relations in the City of
Hickory. A photo contest was held prior to the event. Contestants sent in one photo depicting “UNITY” and
SHRM staff participated in organizing and judging the contest. The winner was awarded a small prize at the
Human Relations Awards.

The Alamance County Human Resources Association partnered with the Winston-Salem, High-Point, and
Greensboro SHRM Chapters and hosted a Joint Triad HR Leadership, Diversity and Inclusion Conference on May
17, 2011. The theme was What's Next? HR & The New Frontier. Some of the Conference presentations
presented were the following: "Diversity and the HR Professional", "Moving from Mini-me to Diversity &
Inclusion in Succession Planning", "The Business Case for Diversity", and the "Case of the Missing Employees". In
support of our Diversity theme, we played Diversity Bingo during one of our breaks to get attendees
knowledgeable of how diverse we all are. We held a general meeting on November 15, 2011 and had Sindy
Martin come and present "New Realities and Strategies for Managing Five Generations in the Workplace". HR
professionals were provided with understanding and information on the five generations and multiple cultures
in the workplace and world of business. Insight was given to HR professionals to help recognize new attitudes
among workers, and skills to rethink the ways in which we hire, motivate and retain employees.

We had the Employer Support for Reserve and National Guard present at a meeting regarding on how to treat
employees that are in the reserves and national guard. We also had the American Cancer Society present on
the options for our employees or employees family members with cancer. During both meetings, We discuss
the ways of making sure that those employees were treated fairly.
The On August 3 & 4,the Charleston and the Tri-State Chapters joined forces to support youth with disabilities in
increasing their job readiness skills by supporting the WV Division of Rehabilitation Services’ Camp
FUNdamentals. 11 Charleston Chapter members participated. Most participated in mock interviews,
structured in “speed interview” format. Each participant had 5 minutes with each interviewer. The interviewer
determined the career interests of the interviewee and, in very short order, the interviewee answered
questions to discuss their unique skills, abilities & experience. At the conclusion of the interviews, the
participants were presented with professional padfolios to store their resumes and record questions for future
real interviews. The padfolios were sponsored by the Charleston Chapter in hopes of continuing to aid the
students in their preparation for entering the labor market. It was very evident that SHRM’s participation was
very appreciated by both the staff and the students. Additionally, all of the volunteers who participated this
year expressed a sincere interest in returning next year. One volunteer even proclaimed that this was the most
meaningful volunteer experience she has had in quite some time. This sentiment was shared by all.
Conducted two Diversity presentations at Chapter luncheon meetings during year.


The chapter sponsored a Diversity Award for area employers to be nominated for their efforts in working to
advance the rights of diverse populations. Information was disseminated by public service announcements on
local radio stations, advertisements in local chamber of commerce newsletters, and on our own chapter
website. Criteria is based on how the nominee demonstrates a committment to diversity, progress made in
increasing diversity, how the nominee's commitment to diversity is made known and special steps they take to
recruit from diverse groups, as well as how the nominee's workforce reflects the diversity of their community. A
plaque is given to the winner and publicized in the local newspapers.


When the HIHRC Board started brainstorming on how we would present Diversity, the usual diversity program
was not an option. We decided to focus on religious differences in the workplace; knowing an international
company in the community has a prayer room in its headquarters. Susan O’Halloran, diversity speaker and
storyteller, presented and conducted an exercise on “Valuing Different Religions”. She discussed what is
universal and unique in different faiths as well as the confusion and fears that result when cultures mix.
Learning objectives and discussions focused on: - How having a faith can affect one’s life - Examining
assumptions we have about different religions - An overview of the world’s five largest religions - To make the
unfamiliar more comfortable so that we can create even more productive and inclusive work environments


All published newsletters included the Diversity Corner which included an article related to Diversity. In
addition, prior to our February 17, 2011 meeting Gary Wimer from the Licking County Adult Speakers presented
to our group.
In 2011, SAHRA used a variety of methods to promote the value of diversity in the workplace. The Diversity
Director wrote an article for the June SAHRA newsletter entitled "Diversity and Discrimination in the
Workplace." The July program, presented by an attorney, was entitled "Diversity" and explored the meaning of
diversity in the law. Table topics, which preceded this presentation, asked questions related to the topic and
stimulated discussions among members. The program was awarded 1 recertification credit through HRCI. As
follow-up, the Diversity Director created a quiz based on the topics discussed in the presentation. This
appeared in the October chapter newsletter. Answers were provided in the November newsletter. Using both
print and program materials offered members either new information (if they weren't able to attend) or a
refesher of the topic discussed. On September 27, 2011, SAHRA sponsored an EEOC speaker as a special
presentation. This was another opportunity for members to learn more about the issues associated with
employment discrimination complaints. Finally, the Diversity Director was appointed as SAHRA's
representative to the Mayor's Committee on the Employment of Persons with Disabilities. SAHRA hopes to
collaborate with this group to promote this valuable aspect of diversity.
In March 2011, we held our second annual Diversity event, which featured a guest speaker on Diversity on
Friday and an all-day event open to the public on Saturday. This event included ethnic foods, demonstrations
and activities for the entire family to promote diversity. In 2010, there were approximately 300 people that
attended the Diversity Event. In 2011, over 700 people attended the 2-day event.

NRHRA has implemented several avenues to conduct a Diversity & Inclusion initiative. One of the NRHRA board
members and several of the board member's employers participated in a DisAbility job fair on October 17, 2011.
 Addiitonally we have implemented "Coffee Talk" sessions focusing specifically on Diversity and Inclusion issues.
In 2011 we held two of these sessions. On September 12th, Julia Mendez, Director Workforce Compliance and
Diversity Solutions for Peopleclick delivered information on creating content and delivering training on areas
such as EEO, AA compliance, EEO-1, Vets-100 and more. On November 16th, David J. Lemaire, Sr. with the
Military Personnel Service Corporation spoke to NRHRA members about the Employer Partnership Initiative and
how employers can reach out to active reservists and veterans to share job openings.

A diversity tab was created on the GVHRA website to provide diversity information from SHRM, the local
chapter and MT State Council. A presentation on Diversity in the Workplace was given by the Chapter President
at the January 2011meeting. The GVHRA Association participated in the “Veteran's Stand Down” event in June
2011 providing hiring advice and outreach to local veterans. Additional Veteran’s resources were added to the
GVHRA website. Disability Awareness month was also highlighted on the website. The Chapter President was
invited to join the Board of Directors of the local domestic violence program, HAVEN, to offer HR assistance.

There are many Latino and migrant workers on the North Oregon coast, which presents a challenge for local
employers, many of which are small businesses. The topic of our regular monthly meeting on Jan 5, 2011 was
diversity, focusing on how to conduct business with and serve our Latino community. Our Diversity Director
provided this training. We recognized the need for a certified diversity trainer and provided her $250 to assist
with travel expenses so she could obtain certification in Diversity Training (training required her to travel from
Oregon the east coast). A requirement of accepting this financial assistance was to also agree to conduct
diversity training at no charge for the SHRM Oregon State Council and at least one Oregon SHRM chapter in
2012. Due to the difficulty securing diversity trainers with proper credentials to meet the training needs of
government agencies and local businesses, we are confident her certification will benefit many local employers.
Our Diversity Director discussed diversity with many local businesses, including the Board of Directors of a local
credit union, speaking on meeting the financial needs of the Latino community. A local newspaper also
interviewed her on the topic of diversity.
Chapter
Size as of
12/31/11




Small




Small




Small




Small




Small
Small




Small




Small




Small
Small




Small




Small




Small




Small
                                     Chapter
Chapter Name:                        Number:   Chapter State   Region   Territory




Mobile SHRM                          0176      Alabama         SE       A




WAHRA                                0187      Arkansas        SWC      A




Greater Henry Chapter of SHRM        0622      Georgia         SE       A




Northwest Indiana Society of Human
Resource Management                  0270      Indiana         NC       A




Salina Human Resources Management
Association                          241       Kansas          SWC      B
NKY SHRM                                0548   Kentucky         SE    B




Greater Baton Rouge SHRM                0257   Louisiana        SWC   A




Howard County Human Resources Society   0617   Maryland         NE    B




HRMAMM                                  0020   Michigan         NC    A




York SHRM                               0444   Pennsylvania     NE    B




TriCounty Human Resources Managment
Association                             0097   South Carolina   SE    B
Tennessee Valley HR Assn   0347   Tennessee   SE   B




Shenadoah Valley SHRM      0126   Virginia    SE   B
Web site




http://www.mobileshrm.org




http://shrmwa.shrm.org




http://ghcc.shrm.org




http://www.shrmnwi.org




http://salinahr.shrm.org
http://www.nkyshrm.org




http://gbrshrm.shrm.org




http://www.hocohrs.org




http://www.hrmamm.com




http://york.shrm.org




http://tchrma.shrm.org
http://www.tvhra.org




http://www.svshrm.org
2.1d We conducted a Diversity & Inclusion initiative. The description follows.
We greatly expanded our diversity and outreach initiatives this year. The chapter sponsored and actively
participated in three diversity programs in the community 1. Hispanic American Business Association of the
Gulf Coast 2. Alabama Governor’s Committee on Employment of People with Disabilities, Mobile Chapter –
Awards Luncheon; in addition to sponsoring, the chapter diversity coordinator further participated as a judge of
companies nominated for diversity and inclusion employer awards 3. 2011 Minority Business Week - 14th
Annual Eagle Awards & Minority Enterprise Awards Luncheon of the Mobile Area Chamber of Commerce
Mobile SHRM monthly newsletter – (8 submissions in 2011) Utilized newsletter to communicate topics centered
around diversity organizations, upcoming diversity events and diversity focused articles Chapter Diversity
Coordinator attended the Alabama Community College System Human Resources Management Association
10th Annual Diversity Conference on 10/20/2011 – Diversity: Together we can succeed. Information was shared
with the chapter via the monthly newsletter. Three Diversity topics were included in the program for the
chapter’s 2011 conference 1. Multilingualism in a Globalizing Business World 2. Diversity and Multiculturalism
 3. So that’s what it’s like – Learn ways to accommodate disabilities in the workplace through hands-on
disability simulation activities

Our Diversity initiative include sending a representative to the UAFS Diversity Conference. Our chapter
president served as a panelist for the 1st University of Arkansas Fort Smith Diversity conference co-hosted by
the NAACP. This proved to be a great opportunity to partney with a minority organization and let them know
not only what HR professionals do, but also to inform them of what SHRM offers to small business HR leaders in
the area of education and why they should consider supporting certification for their HR departments.

Our initiative was to increase diversity awareness in the Chapter. We planned three events to accomplish this.
We conducted a Chapter diversity survey and shared the results with our members. We hosted the local EEOC
Office to conduct a chapter presentation of best practices to ensure compliance and avoid complaints. Our
Diversity CLA represented our chapter at a Diversity Roundtable meeting sponsored by the Atlanta Tribune and
found speakers for our December Diversity event. The presentation topic was: Effective Diversity Management
by Aligning Emotional Intelligence and Diversity Competence.

Promoting an environment of diversity and inclusion within the workforce is our goal. This year we focused on:
(1) launching a "Diversity Business of the Year" award, (2) presentations made on various diversity topics on
three (3) separate occasions, (4) participated in the 4th annual diversity symposium and job fair sponsored by
NWI Times Newspaper. Diversity Chair, Joseph Ferrallo, served as a panel participant to represent and discuss
diversity issues for small/medium siz companies.

We had three highlights in our chapter this year to continue our push to make diversity a year round initiative.
We had a monthly meeting in February that centered on diversity. We presented awards to three separate
businesses that were able to show the initiative each took to show that diversity/inclusion were important to
them. Each business was able to talk about what they did to make a difference in their area of business. This
was followed up by a representative from our cities Commission on Human Relations. She took the time to
outline her views on diversity and the importance of it in our work worlds and personal lives today. The push to
keep diversity at the forefront of our agenda continued when Salina Human Resources Managment Association
sponsored "Cultural Diversity in the Workplace" It was a day long seminar to demonstrate the importance of
diversity in our world today.
NKY SHRM partnered with the NKY Veterans Unit-One Stop of NKY to sponsor a job fair which included an
employer seminar - “Kentucky’s New Job Match System/Hiring Tax Incentives & How to Interview a Candidate-
Veteran with a Disability”. NKY SHRM promoted the job fair and seminar to the NKY SHRM membership and
HR professionals throughout NKY. Through the partnership pre-approved HRCI credits for the seminar was

In 2011, the following initiatives were implemented: Diversity Excellence Award – This first annual Diversity
award was awarded to an area company based on their focus on diversity within their respective company and
community. Nominations were received from both GBRSHRM members and non-members. The nomination
process was announced in the local print media. The award was presented at our October chapter meeting.
Diversity Awareness Month activities – In celebration of Diversity Awareness month the chapter dedicated the
October chapter meeting to diversity. Guest speaker was nationally renowned speaker Cathy Harris. In addition,
the October chapter newsletter contained a special article on diversity.
We conducted quarterly "Diversity in a Minute" moments during our chapter meetings. The Diversity moments
included topics on- language differences, race barriers and the hearing impaired. We conducted a "Spanish in
the Workplace" lunch hour for HR professionals throughout the year. We also conducted an outreach dinner to
our local homeless shelter. We cooked, served and networked with the residents of the shelter. Our last
Diversity initiative- we started a chapter cookbook of our member's heritages and traditions. It will be published
in 2012.


HRMAMM introduced it's first Diversity Champion Award in 2011. The Award was given to Sparrow Hospital for
it's efforts in recruitment and retention for a diverse work environment. Sparrow was awarded a plaque, given
time to speak at one montly membership meeting and was acknowledged in local news publications. As a direct
result of the Diversity Champion Award, HRMAMM recruited a new Board Member, thus increasing the diversity
of our Board of Directors.
York’s SHRM Diversity initiative will focus the 2011/2012 year on understanding the advantages of having a
diverse workforce through purposeful hiring of physically and mentally disabled individuals. Those with
disabilities are a largely untapped employee resource that remains an enigma for too many workforces.
Through partnering with local workforce development agencies such as Pennsylvania’s Business Leadership
Network or PA BLN for short, Penn Mar organization, AHEDD, and Occupational Vocational Rehabilitation, or
OVR, we will provide our membership with three learning forums worth one HRCI recertification credit. These
learning forums will include presentations that focus on hidden disabilities, hiring applicant with physical
disabilities and hiring veterans reentering the workforce.Each year, we have an opportunity to help our
membership become more effectively engage in Diversity and Inclusion subjects through breaking them down
into various components over a several years. With a concentrated focus each year, we are able to guide our
This year our Diversity chair and her team decided that we needed to focus more on the not-so-understood
areas of Diversity. So instead of speaking about the race/gender diversity, we focus on other areas such as
those who are disabled or those who had socio-economic issues. We were sponsors for a Walk-a-thon for
Autism, we encouraged our members and our meeting attendees to bring school supplies at the beginning of
the school year (giving us enough supplies so we could distribute to the three county school districts that we
serve, at another meeting we collected gently used professional clothing and home goods that went to our local
Goodwill (we collected an entire truckload)!
Our chapter held a Diversity Program on November 8. The content was approved for 1 hour of General credit.
The program gave an overview of the services of the disABILITY Resource Center of Knoxville lead by Lillian
Burch, the Executive Director and Nicole Craig, the Program director as well as by people representing a cross
section of disabilities. The presentation focused on the rights and responsibilities of people with disabilities and
options for reasonable accommodations in the workplace. The presentation also included a short video
”Getting It Right; Etiquette Tips created by Meeting the Challenge”; funded by the US Dept. of Education. In
this video, office workers discover common sense answers to appropriate disability etiquette like: Should you
ever say, “See you later” to someone who is blind or “Did you hear that?” to someone who is deaf? How do
you talk to someone who uses an interpreter? Is it OK to push someone in a wheelchair? Six scenes cover the
following disabilities: Mobility, deafness, blindness, psychiatric, speech, prosthetics. These video helped
educate on the common basic guidelines on how to interact with people with different types of disabilities and
was well received by our Chapter members.
Data from the United States Department of Veterans Affairs indicates there are 22.7 million military veterans in
the U.S., many of whom are seeking employment opportunities in the civilian workforce. The Shenandoah
Valley Society for Human Resource Management recognizes the many talents these veterans offer employers
including leadership and work ethic. Our chapter has also recognized these veterans as an underrepresented
group and has thus participated in activities to increase awareness of the valuable contributions veterans offer
employers. To this end, SVSHRM Diversity Chair, along with several other chapter and board members
participated in the Military Support Fair at James Madison University in Harrisonburg on March 23, 2011. The
Shenandoah Valley, like many areas across the country, is home to thousands of veterans in need of services
and assistance with regard to employment. SVSHRM participated with 45 different organizations to answer
questions about available resources, including benefits for veterans and assisted veterans in preparing resumes.
Chapter
Size as of
12/31/11




Medium




Medium




Medium




Mediun




Medium
Medium




Medium




Medium




Medium




Medium




Medium
Medium




Medium
                                        Chapter
Chapter Name:                           Number:   Chapter State   Region   Territory




Valley of the Sun HR Association        0052      Arizona         SWC      B




Human Resource Association of TV        0111      Idaho           PW       B




Evansville Human Resource Association   0032      Indiana         NC       A


HRASM                                   0220      Maine           NE       A




HRMA of Greater St Louis                0013      Missouri        SWC      A
Toledo Area Human Resource Association    0160   Ohio             NC   A




HR Professionals of Central PA            0644   Pennsylvania     NE   B




Greenville SHRM                           0049   South Carolina   SE   B




Sioux Empire Society for Human Resource
Management                                0217   South Dakota     NC   B
Web site




http://www.vshra.org




http://www.hratv.org




http://www.ehranet.org


http://hrasm.shrm.org




http://www.hrmastl.org
http://www.toledoshrm.org




http://www.hrpcpa.org




http://greenvillehr.shrm.org




http://www.seshrm.org
2.1d We conducted a Diversity & Inclusion initiative. The description follows.

When: Tuesday, November 2 2011              7:15AM - 9:15AM Topic: Ensuring Sustainability through a Culture of
Integration     Presenter: Tyronne Stoudemire             Global Director, Diversity & Inclusion Talent Acquisition
 Aon Hewitt Human Resources Attendance: 21 Feedback rating: 4.76 Based on the outstanding response
from the AZ SHRM State Conference 2011, VSHRA brought Tyronne Stoudemire back to the Valley to present his
work on Diversity and Inclusion. Tyronne is a nationally recognized executive, experienced in advancing
diversity and inclusion. Tyronne lead an interactive program that shared an updated perspective on diversity
and inclusion. He challenged the audience to move away from the concept of tolerance to cross cultural
competence. Videos and learning exercises engaged the audience for an immediate learning opportunity. The
presentation focused on the concepts of multiple generations in the workforce as well as diversity and inclusion
extending to the disabled. Business examples were given that underscored the business case for diversity and
inclusion as integral to strategic business initiatives (i.e. Allstate). After the program VSHRA leadership met
with the AZ SHRM State Council Diversity Chair to futher develop the concepts in Tyronne's presentation with
an eye on future planning for VSHRA as well as AZ SHRM.

HRATV hosts the SLOAN Award ceremony each year. This is an opportunity for the organization When Work
Works to present the importance of a flexible workplace and how to get involved in the SLOAN Award. In
addition, we sponsored a member to attend the SHRM Work Life Conference in Washington DC in 2011.
EHRA re-launched our annual Diversity & Worklife Summit and Awards in October after a year off. The event
was approved for 5.5 hours of credit through HRCI. We were able to provide unique, relevant programming
to HR leaders, nonprofit directors, managers and other professionals. This power-packed Summit featured
nationally-recognized speakers in the field of diversity and inclusion. Our theme “Cultivating Inclusion in the
Workplace” focused on providing attendees with tools and resources needed to promote inclusive work
environments and communities. Workshop sessions covered a variety of workplace topics including flexibility
strategies, LGBT workers, Latino outreach and religious accommodation. The feedback has been
overwhelmingly positive. Through this annual awards ceremony, EHRA acknowledges the efforts of
organizations that strive to promote understanding and appreciation of diversity in its multitude of forms. Six
local companies were recognized for their outstanding display of leadership in fostering inclusive work
environments that support employees through Diversity Awareness, Worklife Programs and a broad range of
Health and Benefits Programs. EHRA also continued to provide cultural competency education through a
series of articles in our monthly newsletter. The Diversity Matters section was launched in January and serves
as a resource for a variety of workplace diversity topics.
Our Diversity Chair has developed a questionnaire that Board members will complete voluntarily and
confidentially in order that we may assess the composition of our Board and take steps to diversify our
leadership team.


We partnered with Webster University’s Office of Corporate Partnership to host a Diversity Expo. The theme
was Embracing Change – Making a Difference.” Over 100 HR professionals attended, participating in concurrent
sessions led by CEOs and senior HR leaders practicing in the field. Key outcomes were the opportunity to share
ideas and strategies and to gain new perspectives around diversity and inclusion.
Our chapter held our 6th Diversity Syposium. The focus was on how to develop a diversity awareness program.
Various speakers, both local and national, were on hand speaking about gender diversity and political
correctness, to name a few. Chapter members walked away with tools to develop an effective diversity training
program in their workplace.

September Chapter meeting program dedicated to Diversity. This HRCI certified program, "A Strategic Approach
to Diversity and Inclusion," was one of the most attended programs of the year. The 2012 focus of the Diversity
Committee within HRP is to grow and expand on what took place in 2011. Now that there is an established
committee, it is now time to expand the scope and reach of it. In addition to developing the programming of a
chapter meeting in September, the committee will also focus on contributing to at least one lunch and learn in
2012. In addition to working within the context of HRP, the Diversity Committee will also work in collaboration
with outside groups within diversity, including the Harrisburg Regional Chamber. Members of the committee
will represent HRP at various functions throughout the region that are focused on diversity and inclusion. Lastly,
a long range goal is to have members of this Diversity Committee be a resource for the greater business
community on topics pertaining to diversity and to enhance the understanding and importance of diversity and
inclusion within the HR Community
GSHRM's 2011 Diversity/Inclusion initiative was to develop criteria for an annual GSHRM diversity award and
present the award at a GSHRM meeting devoted entirely to Diversity/Inclusion. To accomplish this we did the
following: 1) The Diversity and Program Committees partnered to secure the President/CEO of Greenville
Hospital System, the County's largest employer (10,000+ employees) to speak on, "Integrating Diversity in C-
Suite Priorities" at our December meeting. 2) The Diversity/Inclusion Committee developed the award criteria
and presented them to the GSHRM Board for approval. 3) The Committee developed the nomination form. 4)
The Committee publicized the award to GSHRM members and to the Greenville community. 5) The
Diversity/Inclusion Committee awarded the first annual GSHRM Diversity/Inclusion award at the December 6
GSHRM meeting devoted to Diversity/Inclusion. Verizon Wireless was the company chosen from all those that
submitted a rigorous nomination form identifying details of their organization's efforts relating to CEO
commitment, human capital, corporate and organizational communications, and supplier diversity. The award
will continue to be presented annually by GSHRM.


SESHRM partnered with the Sioux Falls School System in a 9 week pilot program to prepare adult refugees to
seek employment. SESHRM provided volunteers and coordinated with the Department of Labor, Ciry of Sioux
Falls representatives and school guidance counselers to hold coaching sessions to assist in providing basic job
seeking and application skills and mock interviews.
Chapter
Size as of
12/31/11




Large




Large




Large


Large




Large
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Large
                                          Chapter
Chapter Name:                             Number:   Chapter State          Region   Territory




DC SHRM Human Resource Association of
the National Capital Area                 0025      District of Columbia   SE       B




Human Resource Association of Broward
County HRABC                              0098      Florida                SE       A




HR Tampa                                  0074      Florida                SE       A




Central Florida Human Resource Association 0050     Florida                SE       A
SHRM Hawaii       0208   Hawaii           PW   A




Louisville SHRM   0073   Kentucky         SE   B



Triangle SHRM     0076   North Carolina   SE   B




HRSHRM            102    Virginia         SE   B
Web site




http://hra-nca.org




http://www.hrabc.org




http://www.hrtampa.org




http://www.cfhra.org
http://www.shrmhawaii.org




http://www.lshrm.org


http://www.tshrm.com




http://www.hrshrm.org
2.1d We conducted a Diversity & Inclusion initiative. The description follows.

HRA-NCA holds chapter meetings with topics relevant to raising awareness in regards to diversity and inclusion.
For example, in April of 2011, HRA-NCA held a chapter meeting on the topic of “It’s All About Inclusion” The
event covered subjects such as engaging employees, legal compliance and diversity at all levels within the
workplace. In October 2011 the chapter meeting featured Edward Loughlin a trial attorney for the EEOC. During
this event members received an overview of the EEOC as well as the laws they enforce. An upcoming event for
the current season will address Multi-Generational Diversity.


Each year we host a half day Diversity Symposium called FACETS. In 2011, this signature event was titled
Dimensions of Diversity. We truly increased the caliber of speakers by having Donna Alligood Johnson, the Chief
Diveirsity Officer of MasterCard Worldwide keynote. The topic was A Diversity and Inclusion Strategy that
Works! The complexity of today’s economic climate demands unique business approaches that recognize the
shifting demographics and increasing purchasing power of new and emerging consumer segments, globally.
Successful organizations understand that the role of diversity and inclusion programs must look beyond the
sharing of concepts and theories; beyond the conversation about diversity and deliver a return on the
investment in people who deliver value to the bottom-line. At the conclusion of the presentation attendees
understood: Why Diversity and Inclusion programs are relevant in today’s global marketplace;how Diversity and
Inclusion initiatives can be positioned as a business imperative within organizations; and what do Business
Resource Groups need to do to effectively drive business value.
HR Tampa's Annual Diversity Award recognizes organizations that practice diversity and inclusion through their
infrastructure, programs, activities and support systems. The Diversity Committee solicits nominations for
companies who demonstrate how they value workplace diversity and inclusion. Each month a nominee is
featured in the HR Tampa newsletter. In 2011, The Morning Star School was awarded the chapter’s diversity
award. (Morning Star School educates elementary through junior-high students with learning disabilities and
related difficulties and ensures that children receive the type of specialized, caring education they need to
achieve greater success in their lives.) As part of its diversity efforts, HR Tampa sponsored its annual diversity
meeting with SHRMA and the National Association of African Americans in Human Resources. The meeting was
held in October 2011. The meeting included employment attorneys speaking on sexual orientation, gender
Presentation on cultural dynamics addition, the chapter the reluctance to hire individuals with
identity and religious practices. Inprimarily accounts for worked with the Tampa Bay Young Women's
disabilities—especially those with intellectual disabilities. In this presentation we examine and dispel some of
the specific, mythical objections to including these capable individuals in the workplace. We highlight the
positive, unquestionable benefits that result from their employment. Panel Contributions: We invited two
employers, The Walt Disney World Resort and Publix, as well as two providers, Bishop Grady Villas and Quest
Inc. They addressed various questions from the presenter and the audience such as: For Employer
Representatives: How many individuals with known disabilities are employed at your organization? Does your
organization have a program for recruiting individuals with disabilities? Do you seek individuals with a specific
disability? What organizations have assisted you in recruiting or in making accommodations? How have you
adapted your position responsibilities to accommodate these individuals? For Support Organization
Representatives: How do you market your services? How can interested employers qualify for your services?
Do you assist with job scoping? Is there an orientation period for candidates you place? How long are you
involved? Do you offer manager/supervisor training? What do you see as the biggest obstacle to placing
individuals with disabilities?
Conducted a Thought Leaders program on gender equity and diversity at the Hawaii Business Magazine Wahine
Forum (September 2011).

In May 2011, LSHRM sponsored a chapter meeting and workshop by Arlene Roane, GPHR - Redhouse
Performance Consulting, LLC. The Keynote was “Inclusion Matters… More Than Ever”. Arlene provided learning
strategies, tools and techniques for developing the skills and competencies needed to guide organizations
beyond diversity awareness and to creating an inclusive culture. The Workshop was "Moving Beyond Diversity
and Creating an Inclusive Culture". In addition to introducing a framework for understanding global cultural
similarities and differences, the program provided examples and exercises for driving diversity results in
recruitment, retention, leadership commitment and other functions related to strategic and global HR. Learning
objectives included: -        Defining diversity at an individual and organizational level. -      Understanding
diversity awareness and its potential impact on individuals -         Identifying organizational impact of moving
beyond diversity awareness The Workforce Readiness Committee continued to build a relationship with the
Louisville Urban League. This effort helped to improve the connection with Black Achievers. A LSHRM Director
served as a guest lecturer for one of their events and is currently a Business Cluster Leader with this
organization. This same Director also spoke to our local Hispanic Achievers organization and volunteers on
career and college focused events.
Developed programming and hosted a diversity master series program that was half day and HRCI accredited for
3 strategic credits. The master series focus was on culture, GLBT, religion and disabilities and was titled
"Conquering the Taboo Topics of Diversity and Inclusion."
One of the initiatives of the HRSHRM Diversity Committee was to make the chapter visible in minority
committees, and participate in minority community activities. The Director of Diversity coordinated a seminar
on Employment law with churches in the Hampton Roads area. Many of the churches in Hampton Roads belong
to a professional interdenominational Christian organization called the National Association of Church Business
Administrators. This is a nationwide network organized into 17 regions of the United States with approximately
78 chapters and thousands of members. The Director invited 10 members of this local chapter to our SHRM
meeting to learn more about the organization and the benefits of being a SHRM member. This year the National
organization of Church Business Administrators held simulteous workshops around the country centered around
5 areas with Human Resources. The Director of Diversity was asked to facilitate the workshop to approximately
10 churches, the three hour workshop included discussions about compensation, benefits, hiring, firing,
evaluation, development, legal and tax issues. Faith based HR professionals are a minority in SHRM, they have a
unique set of challenges and provide SHRM with a new base of membership and opportunity to promote the HR
profession.
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                                        Chapter
Chapter Name:                           Number:   Chapter State   Region   Territory




Pittsburgh Human Resource Association   0155      Pennsylvania    NE       B




Middle Tennessee SHRM                   0083      Tennessee       SE       B




Richmond SHRM                           0017      Virginia        SE       B




Professionals In Human Resources
Association                             0030      California      PW       A
Web site




http://www.pittsburghhra.org




http://www.mtshrm.org




http://www.richmondshrm.org




http://www.pihra.org
2.1d We conducted a Diversity & Inclusion initiative. The description follows.

Diversity Recruiting: 3 Solutions to Enhance Your Recruiting! We found in 2011 that employers are still facing a
shortage of workers to fulfill their current and future job openings. This program Diversity Recruiting: 3
Solutions to Enhance Your Recruiting! We provided the HR professional, recruiter, hiring manager or person
responsible for staffing with the tools necessary to source and recruit candidates that are not typically
considered. The program provided statistical work availability about people over the age of 50; people with
disabilities and Vietnam Veterans and the diverse benefit of hiring people in these categories for companies.
Learning Objectives: Understand the value of diversity recruiting for people over the age of 50; People with
Disabilities and Vietnam Veterans Understand the benefit of hiring People over the age of 50; People with
Disabilities and Vietnam Veterans for the workplace and Understand and implement diversity recruiting
strategies to attract people over the age of 50; People with disabilities and Vietnam Veterans for the workplace.
  Speakers: Juanita Chapman, Department of Veterans Affairs Coleen Vuono from Project for Freedom
Barbara Lehman, Project Freedom
This year, MT|SHRM partnered with the Mayor’s Poverty Reduction Workforce Development subcommittee.
This subcommittee is committed to providing quarterly workshops for businesses on topics aimed at lowering
barriers and increasing cultural sensitivity in the employment process. The goal of these workshops is to
promote the benefits of hiring diverse and non-traditional populations.        The first workshop, held on June 22,
focused on ex-offenders. The second workshop, held on Sept 14, focused on mature workers. Additional
workshop topics include Veterans (Nov 16) and people with disabilities. MT|SHRM has assisted in promoting
these workshops and encouraging members to attend. Additionally, our Diversity Vice-Chair assisted in
presenting information at the Mature Workers workshop on Sept. 14.
In summer 2011, the Science Museum of Virginia reached out to Richmond SHRM regarding a national exhibit
coming to the museum in first quarter 2012. “RACE: Are we really so Different?” ” is a traveling exhibit that
explores the science, history and everyday impact of race and racism.
(http://www.si.edu/Exhibitions/Details/Race-Are-We-So-Different-509) It presents a powerful combination of
artifacts, historic and contemporary photography, multimedia and interactive activities. The museum’s goal was
to expedite communications about the exhibit as well as to maximize the impact by getting in front of groups
whose mission included a focus on diversity training. Richmond SHRM’s diversity committee or RADR
(Richmond Area Diversity Roundtable) took the challenge and organized an event on November 11 at the
Science Museum. Approximately 45 individuals representing 40 companies in Richmond were able to
participate in a facilitated discussion about the exhibit and brainstorm on the best ways for local organizations
to leverage the opportunity. Based on members’ enthusiastic reception to this initial overview , RADR planned
a follow up event in January at which attendees would actually preview the exhibit and participate in a session

The PIHRA® Diversity, Cross-Cultural, and Leadership Summit is designed to foster a dialogue in the Southern
California business community about diversity, inclusion, cross-cultural, and leadership issues. The summit
provides practical and applicable resources, tools, and information to business leaders and HR professionals.
Summit workshops and panels are designed to move beyond the discussion of diversity onto practical strategies
to create an inclusive workplace and strategic business plans that reflect and respect Southern California's multi-
cultural environment.
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