Thursday
Apr252019

Recruiting, Empowering, Developing and Retaining Diverse Talent

Hosetta ColemanBy Hosetta Coleman, Senior Vice President, University Relations

 

Recruiting the talent

My goal is simple: I want great talent. I want Fifth Third to have an unfair share of the smartest, most skilled, most innovative talent available. We're not going to do that by looking in the same places we've always looked or by recruiting from the same places we've always recruited. We're going to do it by tapping into previously marginalized groups and genuinely embracing a holistic culture of diversity.

 

The world is changing. Generational differences, gender differences and ethnic differences are all part of the big, changing melting pot – so it's important that we change to reflect our communities. It's important that we have talent able to identify and meet the needs of our customers. In addition to being the right thing to do, it's good business. If we don't change, we're going to be left behind.

 

Because of this, our organization has recognized the need for us to implement changes in how we recruit. Two years ago, we launched a specific initiative where we placed a priority on establishing key relationships with and recruiting from historically black colleges and universities. Our interaction with all universities is to provide professional support that will assist in the perpetuity of those institutions-and that is no different at HBCUs. We want the best students to work with us but above that, we recognize that our fiscal and strategic support can aid universities and we are committed to building relationships that do that.

 

 

Developing the talent

Not only do we coordinate with HBCUs to identify top students and build relationships with them, but we're helping develop that talent. We have the industry expertise – we know what skills and knowledge will be necessary for the next generation of financial workers – and we advise faculty on curriculum which is in line with emerging business trends.

 

Instead of limiting ourselves to recruiting students who are typically thought of as suitable for a financial career, we also recognize our need to hire and develop top STEM talent too.

To take it all a step further, as we work to attract these students to work at the Bank, we provide them with a holistic educational approach that will help them as they continue to pursue their careers but also as they give back to their communities as productive citizens. We provide financial literacy workshops and education around wealth management. We want them to understand the financial opportunities of the environment they're currently in. And, If they don't choose us as their employer of choice through our recruiting efforts, we still work to equip them to better negotiate life, while also providing them with a foundation of financial knowledge that can be applied in their personal lives and in their communities.

Therefore, our efforts are empowering minorities to rejuvenate their communities by helping each other to make better economic choices, drive positive change and to create overall prosperity.

 

Empowering the talent

 

As we continue to expand our efforts with more HBCUs and the communities that they are in, it’s essential that we present a consistent message that accurately reflects what these students will see once they join our team. It can't be bait and switch where they believe they are coming to work for a company with a diverse pool of talent and that not be their reality when they start working at the Bank.

For many people of color, after they get their first job or their first promotion, they look around and find that they're the only person of color either at their workplace or at the level that they are working in. When you're the only one in the room – especially if that room represents a significant portion of your professional world – it's easy to fall into isolation.

 

So once we hire the students, we work hard to ensure that we keep them.

 

We focus on giving them the avenues to build strong relationships with executives who look like them. We’ve learned that is a big piece of the puzzle. Everyone wants to enjoy the people they work with, have a best friend at work and have a connection to someone they know has their back – preferably someone in leadership. Because of this, we ensure that these students have mentors and advocates. While mentorship is a more formalized program, we give the students and the executives the opportunity to get to know each other so that the executives can advocate on behalf of the students.

 

Once the students become employees, they need to know there are people at the Bank who support them. Our long-term goal is to keep them for their whole careers. We don't want to invest and develop this great talent only to have them leave and work for another company. Because of that we do our best to let them know they are welcomed, valued, appreciated and that their voices are being heard. We also challenge them to be the best that they can be.

 

Primed for the future

Whether a company is authentic in their approach to multicultural talent can be gauged by looking at the company's leadership. If there’s no diversity there, it's hard to believe it's an actual priority. There needs to be people of color with visible roles at a senior level, which creates a natural environment in which everyone knows diversity is a priority.

 

For companies who look at their current leadership and see a lot of uniformity, multicultural recruiting is all the more important. Successful recruitment over the next 10 to 15 years will mean that as the current generation of leaders retires, the company will need to have a pool of talent ready to succeed those leaders. Without it, you don't have the foundation for success, because there won't be any multicultural talent to fill those roles.

 

Recruiting multicultural talent isn’t just the right thing to do – it's good business. It makes us a better Bank. If we're not ahead of the game, developing new talent, being agile, flexing with market trends and the competitive landscape, we will fail. Making multicultural recruiting a priority will bring long-term economic benefit and improved ROI.

 

As we expand existing partnerships with HBCUs and begin to build more relationships with these schools, we're developing a strong pipeline for our culture to be more diverse and for us to be in the forefront of thought leadership with it come to diverse recruiting efforts.

With a comprehensive approach to multicultural recruiting, including that at diverse schools, everyone wins – companies, universities, communities and, most importantly, the students and businesses of the future.

Tuesday
Apr232019

Professionals 50 Forward

P50F offers a unique and one of a kind scholarship program. This scholarship program is targeted towards NON-TRADITIONAL students. Scholarship amounts start at a minimum of $1,000! Upon request from chapters, the deadline has been extended to May 6th, 2019.
 
If anyone in your family or friends is eligible to participate in the program, please visit www.p50f.com for details and to apply.
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Tuesday
Apr232019

This Fri, April 26, 2019, I will be the keynote speaker for the North Carolina Central Univ Graduate Student Association award night at the Durham Convention Center, Durham, NC 27701

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Thursday
Apr112019

Career and Casting Opportunity: New York City and Washington, D.C.

Bill Imada

NBCUniversal
Director, Diversity & Inclusion Initiatives
New York City
 
From Mr. Craig Robinson, EVP/Chief Diversity Officer, NBCUniversal.
 
Job Code:
47951BR
 
Responsibilities
 
Role Purpose
The ideal candidate for the Director, Diversity & Inclusion Initiatives will ensure alignment of initiatives in support of the company’s commitment to diversity & inclusion; with a specific focus on engagement and retention of talent, leadership and workforce development. He/she will play a key role in supporting workforce development, learning and development and community investment initiatives. This role reports to the VP, Diversity & Inclusion.
 
Responsibilities
  • Provide strategic management of NBCUniversal’s Employee Resource Group (ERG) footprint, over 70 Chapters and 12,000 members;
  • Serve as primary point of contact for ERGs, by identifying resources, providing leadership, guidance and direction. 
  • Shepherd ERG Leadership vetting protocol to ensure HR managers and immediate supervisors are supportive of their participation.
  • Design and facilitate training to continue developing core competencies of ERG Leaders, including partnering with the Learning & Development team to design and execute our annual ERG Leadership Summit.
  • Establish partnerships with key internal stakeholders to leverage ERGs as partners in driving NBCUniversal’s diversity & inclusion and business objectives and values
  • Position ERGs as a talent engine to recruit, retain and develop leaders in the company.
  • Provide support to business units during ERG launch stage, including new leader onboarding, and ongoing check-ins.
  • Provide support to Manager, Talent Development - D&I, in the design and execution of the company’s diverse leadership experiences focused on building an inclusive work environment.
  • Alongside the VP, Diversity & Inclusion, partner with Executive Search, Talent Acquisition, Internship Programs, and Human Resources to develop and support workforce diversity initiatives across the company, help manage diversity recruitment partnerships, collaborate with internal D&I leaders and stakeholders within the business units; with a specific focus on the attraction and retention of talent, leadership development and networking.
  • Support Manager, Diversity & Inclusion, manage a community investment portfolio with more than 100 nonprofit organizations, including building and executing strategies on how to best leverage our investment and connect with business units across the company.
  • Provide indirect leadership, manage execution, and promote teamwork and sharing of best practices across a variety of initiatives and experiences related to employee development and community engagement.
 
Qualifications/Requirements
Basic Qualifications
  • 10+ years of related experience
  • Bachelor’s degree required
 
Eligibility Requirements
  • Interested candidate must submit a resume/CV through www.nbcunicareers.com to be considered
  • Willingness to travel and work weekends with short notice
  • Must be willing to work in New York
  • Must have unrestricted authorization to work in the United States
 
Desired Characteristics
  • Can navigate the gray, and thrives in ambiguity and change
  • Master’s degree in Human Resources or related field
  • Proven background in communicating and influencing a wide variety of internal stakeholders resulting in mutually beneficial outcomes
  • Public speaking experience in small and large group forums, and excellent presentation and facilitation skills.
  • Strong interpersonal skills, leadership, relationship-building and collaborative skills to work with diverse groups and stakeholders across the organization and at all levels.
  • Comfortable with data analysis and the ability to see where Diversity & Inclusion issues and initiatives intersect with other company practices
  • Consistent exercise of independent judgment and discretion
  • Ability to multi-task and work under tight deadlines
  • Experience delivering results in a fast paced, entrepreneurial environment
  • Strong consulting and project management capability – ability to manage multiple work streams
  • MS Office skills (PowerPoint, Excel, Word)
  • Strong team player and able to collaborate well with others
  • Experience in diversity & inclusion, talent development, recruiting, human resources, or employee engagement is a plus
 
About Us
At NBCUniversal, we believe in the talent of our people. It’s our passion and commitment to excellence that drives NBCU’s vast portfolio of brands to succeed. From broadcast and cable networks, news and sports platforms, to film, world-renowned theme parks and a diverse suite of digital properties, we take pride in all that we do and all that we represent. It’s what makes us uniquely NBCU. Here you can create the extraordinary. Join us.
 
Notices
NBCUniversal’s policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity or expression, age, national origin or ancestry, citizenship, disability, sexual orientation, marital status, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law. NBCUniversal will consider for employment qualified applicants with criminal histories in a manner consistent with relevant legal requirements, including the City of Los Angeles Fair Chance Initiative For Hiring Ordinance, where applicable.
 
For more information and to apply, please visit:
 

 
National Association of Realtors (NAR)
Senior Policy Representative, Financial Services
Washington, D.C.
 
From Mr. Fred Underwood, Director of Diversity and Inclusion, Federal Policy and Industry Relations, National Association of Realtors.
 
Summary
Job ID:
1079
 
Group:
Advocacy
 
Description
Position Summary:
Reporting to the Director of Business and Conventional Finance Policy, the Senior Policy Representative, Financial Services is responsible for directly handling legislative affairs related to conventional finance policy matters. The main functions consist of maintaining relationships with appropriate Congressional Committees; writing testimony and comment letters; co-staffing NAR’s policy committee; conducting necessary research and legislative analysis on issues; developing and executing advocacy and outreach strategy; spearheading internal policy development, and; communicating externally any policy development.
 
Duties and Responsibilities:
  • Writes Congressional testimony and letters to appropriate offices related to highly complex, sensitive, and vital financial services and banking issues of the highest importance to REALTORS®, including conventional mortgage lending; GSE reform; competition within the real estate industry; intrusion of banks into real estate development, brokerage, and management; and credit scoring.
  • Co-staffs NAR's Conventional Finance and Policy Committee, presidential advisory groups, and committee work groups.
  • Develops a deep, specialized knowledge in financial services issues via publications, media, coalitions, academia, seminars, and other sources.  Promotes this expertise within the industry and association.  Serves as a spokesperson for NAR on finance and financial services issues affecting the real estate industry.
  • Identifies emerging financial services issues that affect the real estate industry by monitoring and analyzing industry trends via publications, media, coalitions, academia, seminars, and other sources.  Assesses the effectiveness of current policies relating to these issues as they affect REALTORS® and determines long-term policy positions through research and analysis.
  • Conducts legislative analysis to strengthen NAR advocacy efforts supporting existing policy positions.
  • Conveys policy positions and industry trends to key real estate industry stakeholders and Members of Congress and their staffs by developing and maintaining relationships with those dealing with financial services issues of interest to NAR and serving as a key NAR contact.
  • Other duties, as assigned.
 
Qualifications:
Bachelor’s Degree
  • At least 5 years’ experience in Financial Services or other regulated industries; Hill experience preferred
  • Results oriented with high attention to detail, ability to multi-task, and meet deadlines in a dynamic, fast-paced team environment
  • Ability to think in innovative ways to find solutions to problem
  • High level of proficiency with Microsoft Office—Outlook, Excel, Word and PowerPoint
  • Exceptional communication skills—verbal, written, and presentation
  • Strong customer relations and interpersonal skills with a high level of response to all inquiries
 
Organizational Overview:
The National Association of REALTORS® (NAR) is a team of professionals dedicated to providing world-class service to over 1.3 million REALTORS® working in the United States and around the world. The real estate industry is fast-paced and fast-changing--each year, our members participate in the sale, lease, and management of billions of dollars in real estate. As in every industry, our members’ value proposition is constantly being challenged by innovation.
 
It is our mission to help REALTORS® navigate that change and thrive in their careers. We cannot do that without the ideas, passion, and commitment from our talented employees. As our greatest assets, employees are offered their pick of competitive benefits/perks and flexible work options. Our most successful employees are committed to our Core Values, which are:
  • Putting members first
  • Leading change
  • Giving respect
  • Collaborating
  • Communicating
 
For more information and to apply, visit:
 

 
Nielsen
Community Casting Call
TBD
 
Nielsen’s Diversity & Inclusion communications team is producing its 2019 Diverse Intelligence Series report on Asian American consumers (see our 2018 edition here: https://www.nielsen.com/us/en/insights/reports/2018/asian-americans-consumers.html), and would like to feature real Asian American households in the report to help bring the data in the report to life. The profile would include some demographic information, like the household’s members, their ages, occupations, etc., along with their opinions on a variety of consumer topics, including where they like to shop, what influences them to buy and how they watch video/TV content.
  
In order to produce a profile that is as authentic as possible, we are reaching out to our Asian Pacific American Advisory Council (APAAC) and Asian Affinity Link (AAL) employee resource group for recommendations of people to participate in the DIS feature. We
are looking for consumers from all Asian backgrounds. We will consider households of all kinds - roommates, families with children, households with no children, individuals, etc. We’re looking for diversity in perspectives.
 
If chosen, Nielsen will coordinate a photo shoot for the household members. Their picture and responses may be featured in Nielsen’s upcoming Diverse Intelligence Series report! Families that are selected will be compensated.
 
If you are interested, please contact Bill Imada at bill.imada@iwgroupinc.com.
 
Thank you!
 

 
United Nations
Environmental Management Group (EMG)
New York City
 
The Environment Management Group (EMG) is a United Nations (UN) System-wide coordination body on environment and human settlements. It was established in 2001 pursuant to the General Assembly resolution 53/242 in July 1999. The resolution supported the proposal of the Secretary-General to establish an environmental management group contained in his report on Environment and Human Settlements (A/53/463).
 
The EMG membership consists of the specialized agencies, programmes and organs of the United Nations including the secretariats of the Multilateral Environmental Agreements. The EMG identifies issues on the international environmental agenda that warrant cooperation, and finds ways of engaging its collective capacity in coherent management responses to those issues.
 
At this time, the EMG in affiliation with other UN agencies presently require the services of resourceful, experienced and dynamic candidates at various UN DUTY STATIONS in Geneva, Copenhagen, Jerusalem, Beijing, New York, Santiago and Hong Kong for the following positions listed below:
 
Job Opening – Apply to recruitment@un-emg.org
 
Posting Title:          
Human Resources Officer, P4
 
Job Code Title:       
HUMAN RESOURCES OFFICER
 
Duty Station:         
MULTIPLE
 
Responsibilities:
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
General:
  • Provides advice and support to managers and staff on human resources related matters.
  • Prepares special reports and participates and/or leads special human resources projects.
  • Keeps abreast of developments in various areas of human resources.
 
Recruitment and Placement:
  • Coordinates with client offices in identifying upcoming vacancies.
  • Prepares vacancy announcements, reviews applications, and provides a short-list to clients' offices.
  • Reviews recommendations on the selection of candidates by client offices.
  • Prepares and presents cases to appointment and promotion bodies.
  • Serves as ex-officio in examinations boards.
  • Monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions including preparation of personnel actions, maintenance of staffing tables, and processing of contracts.
  • Supervises the maintenance of the human resources filing system.
  • Organizes and coordinates the UN Internship Programme.
 
Administration of Entitlements:
  • Submits requests for transactions to headquarters deployment group (HDG).
  • Administers and provides advice on salary and related benefits, travel, and social security entitlements.
  • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
  • Reviews the applications for internship programmes; handles correspondence with applicants.
 
Staff Development and Career Support:
  • Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories.
  • Designs, plans, monitors and provides induction orientation programme and briefing to new staff members.
  • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
 
Other Duties:
  • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
  • Prepares classification analysis of jobs in Professional and General Service and related categories.
  • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
  • Perform other duties as assigned by the supervisor.
 
Competencies
Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
 
Planning & Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.
Client Orientation: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
 
Education
An advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related field is required. A first level degree in combination with two additional years of qualifying experience may be accepted in lieu of an advanced university degree.
 
Work Experience
A minimum of five years of progressively responsible experience in human resources management, administration or related area is required. Experience with web-based recruitment platforms, such as Inspira (peoplesoft/oracle), is required. Experience processing personnel transactions in an enterprise resource planning (ERP) system, such as Umoja (SAP), is desirable. Experience managing staffing tables using IT platforms such as Nova/Nucleus is desirable. Experience providing client service to a diverse workforce is desirable. Experience in an Executive Office is desirable.
 
Languages
English and French are the working languages of the UN Secretariat. For this position, fluency in English is required. Knowledge of another UN official language is desirable.
 
 
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Bill Imada
Chairman and Chief Connectivity Officer
6300 Wilshire Boulevard
Suite 2150
Los Angeles, CA  90048 USA
Tel. 213.262.4090
Tel. 213.262.0911 direct
Mobile 310.691.3462
 
Follow me on Twitter @bimada