Utilize data filters and pivot tables to truly understand the makeup of KGW’s workforce and compare it to our external environment (Philadelphia Five County Area). Many of our centers have significant minority populations within their geographies. In addition, there are opportunities to match the diversity of our communities in categories beyond the traditional EEOC categories. One category that must be reviewed is the number of Spanish speaking individuals within KGW as well in the surrounding environment.
Clearly articulate what plan of action KGW should take to improve diversity representation in the short-term among our staff, and our leaders as well.
Develop strategies utilizing both external hiring and internal promotions – you can separate your approach to two distinct paths – One for Operations, the other for Support Functions (Overhead)
Create a diversity branding and attraction plan that improves KGW’s ability to attract, source, and hire externally an increased number of candidates at the individual contributor and managerial level within the company and improves the number of diverse applicants we attract. The traditional EEOC/OFCCP categories include ethnicity, gender, age, and military status; however you can include additional categories as long as they make business sense.
Discuss how you would convince the existing staff why this truly is the best opportunity for our company to grow, be profitable, as well as sustainable.
How will you measure success?