Event Details

DE&I Complimentary Round Table Virtual Discussion: 
Promoting Diversity and Inclusion at COMPANYXYZ
for People of Color

Hosted by: Danielle M. Martinez, M.Ed., MSHRM, SHRM-CP 

Thursday, September 28, 2023 • 6 p.m. to 7 p.m.

SUMMARY OF CASE

Background

COMPANYXYZ, a leading firm in its industry, recognized a lack of representation of People of Color (POC) within its ranks. Despite its commitment to diversity and inclusion, the company found that the number of POC employees was significantly lower than other racial groups. COMPANYXYZ desired to target this demographic for recruiting efforts but was cautious not to discriminate against non-POC individuals.

Problem
An internal analysis revealed that COMPANYXYZ's existing recruitment strategies were not reaching enough potential POC candidates. Moreover, some POC employees reported feeling isolated and unsupported in the workplace. The company needed to balance its desire to increase the representation of POC employees without introducing discriminatory practices against other racial or ethnic groups.

Solution
COMPANYXYZ implemented several strategies to address these issues:

1. Inclusive Recruitment Strategies: COMPANYXYZ developed recruitment strategies that prioritized the inclusion of POC candidates. This included partnerships with colleges and universities known for their diverse student bodies and professional organizations dedicated to supporting POC professionals in their industry.
2. Unconscious Bias Training: To challenge biases that may hinder the hiring and advancement of POC employees, COMPANYXYZ provided unconscious bias training to all hiring managers and recruiters.
3. Diversity, Equity, and Inclusion Initiatives: COMPANYXYZ launched initiatives that aimed to foster a more inclusive and supportive environment for POC employees.
4. Transparency and Accountability: To ensure fair hiring practices, COMPANYXYZ increased transparency in its recruitment and promotion processes.

Outcome
Over the next year, COMPANYXYZ saw a significant increase in the number of POC candidates applying for positions, as well as an increase in the number of POC employees hired. The company also observed improved job satisfaction and a greater sense of belonging among its POC employees.

Discussion Questions

1. How can COMPANYXYZ measure the success of its inclusive recruitment strategies?
2. What additional steps could COMPANYXYZ take to support its POC employees and foster a more inclusive workplace culture?
3. How can COMPANYXYZ ensure that its recruitment strategies are both inclusive and non-discriminatory?
4. What challenges might COMPANYXYZ face in implementing these strategies, and how could it overcome them?
5. Why is it important for companies like COMPANYXYZ to address racial disparities within their workforce?

ABOUT OUR FACILITATOR

Danielle Martinez is a distinguished human resources professional with a Master's degree in Education and Human Resources Management. With over 12 years of HR experience, including 5 at the executive level, she has supported companies through mergers & acquisitions, restructuring, and corporate HQ relocations. Her risk management expertise has proven invaluable in reducing workforce size with minimal legal backlash.

As businesses undergo change, employees often face challenges. Danielle mastered the art of difficult conversations and adapted her skills to virtual platforms like Zoom and WebEx, ensuring empathetic communication. Motivated by a desire to create opportunities (versus being in a position to take them away), she relaunched Sole Hire, focusing on recruitment and assisting companies, primarily startups and SMBs, with retention strategies.

Danielle has successfully developed and deployed learning & development  programs in North America and India. She is renowned for her exceptional talent acquisition and recruitment accomplishments, saving companies over $100K annually while collaborating with management and executives on talent retention.

Danielle participates in conferences and panel discussions across the United States and online. She holds board positions with GSC-SHRM as the Lead Chair for Diversity & Inclusion and HRMA of Princeton as the Director of Diversity and Inclusion.