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Creating Workplaces for the Future

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Discusses labor force projections that will impact Fond du Lac County in coming years, a talent attraction and retention study done with county businesses, suggests a focus on inclusion for companies and communities, and gives examples of what inclusion is and how it looks in some local businesses already

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									 FOND DU LAC COUNTY UW-EXTENSION
             Community                              Family Living &
             Development                          Department Head
             & Natural
             Resources
                                    Community
                                     Gardens




Wisconsin Nutrition Ed. Program/Family Living     4-H/Youth Development


                    Agriculture &       Support
                    Agribusiness          Staff
OVERVIEW

 The Situation
 Talent Attraction & Retention Study

 Inclusive Workplace

 Next Steps
LABOR FORCE PROJECTIONS

 Aging
 Increased proportions of people of color.

 Slower growth overall




                            Bureau of Labor Statistics, 2009.
IMPACTS OF AN AGING POPULATION

 Increased demand
  for health and social                   Older workers
  services                                staying in the
  occupations.                          workforce longer
 Workers staying                             cannot
  longer in the                          compensate for
  workforce.                            a lack of younger
 More retirements.                          workers.
 More open
  positions.
     WI Dept. of Workforce Development, 2008; Bureau of Labor Statistics, 2009.
MORE WORKERS OF COLOR IN THE U.S.

   White, non-Hispanic population is aging.
     Smaller    percentage of new labor force entrants.
   Population of other racial and ethnic groups is
    increasing (2008-2018).
     Hispanic & Asian population will increase 3% .
     Black population will increase 1.4%.

     White, non-Hispanic population will increase .3%.




      WI Dept. of Workforce Development, 2008; Bureau of Labor Statistics, 2009.
Prepared by David Egan-Robertson
Demographic Services Center
WI Department of Administration
  School District      Students of Color


    Fond du Lac             12.7%


 North Fond du Lac           9.7%


       Ripon                  9%


 St. Mary Academy,            8%
     Fond du Lac

      Waupun                 6.6%


 Winnebago Lutheran          6.5%
Academy, Fond du Lac
SLOWER LABOR FORCE GROWTH OVERALL
Fewer people in workforce
  due to:
 Changes in Social
  Security and Disability
 Changes in benefits
  and defined-benefits
  pension plans
 Increasing school
  enrollments
 Recession (fewer
  younger people
  working)
 50%   of current workers will be
  of retirement age in the next 10
  years.
 Current workforce is older than
  state and national average.
 Area could need 17,000 new
  workers by 2026.
             FDL   Area Association of Commerce
 “As the baby-boom generation ages into
  retirement, there will not be enough new labor
  force entrants to compensate for the loss.”
 “…employment opportunities may go unfilled
  as employers struggle to find qualified workers
  to fill the jobs vacated by retiring baby
  boomers.”
 “we are entering an era in which businesses
  will fight for talent.”
•   The population is growing.
•   The proportion of working age people is decreasing.
•   The proportion of working age people of color is increasing.
•   People of color have increasing labor force participation
    rates and a younger population compared to non-Hispanic
    whites in the U.S.
•   Older workers are working more than ever before, but still
    not as much as people of prime working age.
•   There will be a net increase in available jobs and a net
    decrease in available workers.

    How will we attract and retain workers to our companies and
                 communities in Fond du Lac County?
For this survey “diverse/lawfully protected candidates” are those who
self-identify as members of lawfully protected groups by virtue of their
                   race, ethnicity, or national origin.
 Chosen from largest employers in each
  municipality
 211 employers identified
 96 companies participated (45%)
 Average # of employees: 235
 Total # of employees: 17, 606
 Total number of “diverse” employees: 868 (5%)
 % of Total County Labor Force: 32%
           3%

      7%
                      Business/Industry
13%
                      Education
                      Government
11%             66%   Health
                      Social Services/Non-profit
            With Budgetary
               Support?

                No
               22%
                     Yes
                     78%

      Yes
      40%
 No              With Dedicated
60%               Personnel?
                No
               17%



                     Yes
                     83%
      Yes
      36%
 No
64%
                       Very
                    Successful,
                      6.70%
 Moderately
Unsuccessful,
  16.70%




      Moderately
      Successful,
       76.70%
In Order of Importance:
   Lack of availability of
    qualified candidates in
    labor pool.
   Too many competitors
    pursuing your diverse
    employees.
   Lack of retail & service
    businesses catering to
    diverse needs.
   Lack of supportive
    local cultural/social
    networks.
      Yes
      19%




 No
81%
 Moderately
Unsuccessful,
   5.90%
                        Very
                     Successful,
                      23.50%


            Moderately
            Successful,
             70.60%
    Top Five in Order of Importance:
    Other – (no dominant theme)
    Unable to offer competitive
     wages/benefits
    Lack of other diverse/lawfully
     protected co-workers with whom to
     connect
    Too many competitors pursuing
     your diverse employees
    Lack of retail and service
     businesses catering to diverse
     employees‟ needs
   We try to hire diverse
    employees, but they don‟t stay.
   Retention is as much about
    experience in the community as
    at work.
   Community & other employees
    are not perceived as accepting.
   The culture of a workplace
    matters.
   We can‟t change the community.
   Create a sense of urgency
 Community training & education
   Diversity is not perceived as
    an asset in the local
    workforce.
   Authenticity & consistency
    are critical for recruitment
    and retention.
   Relationships formed through
    continuous outreach (e.g.
    with schools) builds trust.
   Workplaces & the community
    are both needed to make
    retention work.
   Internal workplace efforts
 Countywide support strategies
Employers
  •   “Diversity plans” are a turn-off for majority
      employees.
  •   People not raised here find it hard to connect
      locally.

Employees
  •   Hire me because I‟m skilled, not because I‟m
      Mexican.
  •   Treating workers uniformly with respect will result in
      retention.
    By 2018, 38% of new labor force
entrants will be people of color and/or
                              Hispanic.
                                   Bureau of Labor Statistics


   “I want to live in a place that fits my
 lifestyle more than a job that pays the
                                    most.”
                     69% Agree – Michigan Cool Cities Survey

          “Millennials want to work for
  companies that stand for something.
   To keep them engaged, we'll have to
   figure out that „shareholder value‟ is
not the only reason to wake up and get
                                to work.
                    Rebecca Ryan, Next Generation Consulting
   The degree to which an
    employee is accepted and
    treated as an insider by
    others in a work system.
                                                            “Inclusion
   An individual‟s access to
                                                            Broadens
    information and resources,
    ability to influence decision-                             the
    making processes, and job                              Bandwidth.”
    security.
                                                    F. Miller, 1998.
   Involvement in work groups.
(Pelled et. Al, Mor-Barak, & Cherin in Janssens &
    Zanoni, 2008)
A company where
organizational practices &
policies ensure that:
    Minority and majority employees are treated the
      same.
    All employees are able to express their cultural
      identities.
    Distinct competencies are valued.
                                  (based on Janssens & Zanoni, 2008)



      Inclusive companies are profitable companies.
   YouTube
     Search “Fond du Lac
     Inclusion”
 Mid-States Aluminum
 Charter
  Communications
 Aurora Health Care

 Michels Corporation
   Hispanic Business, 2008
   HR Magazine, 1999
   Institute of Management & Administration, 2007
   Crain‟s Small Business, 1997
   Public Personnel Management, 1998
   Financial Executive, 2009
   Training, 2008
   Chartered Accountants Magazine, 2010
   Human Resource Management International Digest,
    2002
   Academy of Management 2010
 Fall2010
 UWEX surveys employees confidentially about
  inclusion
 Share results with employer

 Offer Best Practices targeted to the specific
  company‟s situation
 Use data as baseline for county companies

 Would this be helpful for your company‟s
  attraction/retention efforts?
Improved retention of current
    high-potential employees
  Improved ability to attract
      excellent candidates
    Increased productivity,
profitability, & resilience of local
            employers.

   Fond du Lac County is an
inclusive, profitable place to live
             & work.
   Diana Hammer Tscheschlok
Fond du Lac County UW-Extension
http://fonddulac.uwex.edu/cnred
          920.929.3173

								
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