TILG Quarterly Meeting – March 13, 2018

  • March 13, 2018 - March 22, 2018
    8:45 am - 12:00 pm

One Step Forward – Two Steps back

HR professionals and corporate executives responsible for implementing affirmative action plans often focus too much attention on certain statistical reports or the latest OFCCP trend. They assume that the most important metric within an AAP is the identification of goals, and that the best/only way to address goals is by expanding outreach and recruitment efforts. This myopic mindset neglects to recognize that the composition of an organization is a by-product not only of hiring, but of transfers, promotions, demotions, voluntary terminations, involuntary terminations, RIFs, glass-ceiling issues, training opportunities, and so many other factors. Furthermore, companies also see OFCCP focusing on compensation and outreach/recruitment for veterans and individuals with disabilities, and assume that they can let down their guard in dealing with applicant data. This assumption again misses the bigger picture, where the process of collecting and analyzing applicant data is a multi-layered endeavor involving many different players with conflicting priorities.

This session will focus on bringing to light the kind of issues where well-intentioned companies manage to “shoot themselves in the foot” by focusing on the wrong things and failing to understand their own complexities.  We’ll search for the bigger picture in this presentation, and attempt to provide practitioners with information on how to share information with the internal players that need to be involved in strengthening diversity efforts and preparing for OFCCP reviews.

You Get What You Measure: Using Analytics to Identify Opportunities and Support Diversity

What are “Diversity Reports/Metrics?” If you were to ask that question to ten people, it’s likely you would get ten different answers. Why is that? Because it depends on the organization, the unique set of circumstances within the organization, and the unique set of questions being asked. In this sesson, we will discuss the utility (or “futility”) of AAP analyses as “diversity” analyses, and the need for practitioners to move beyond the scripted metrics towards collecting, and analyzing, data that is truly useful.

Dr. Patrick Nooren, Ph.D
Biddle Consulting Group, Inc.

Patrick is Executive Vice President and Partner at Biddle Consulting Group, Inc., a firm specializing in the areas of EEO/AA compliance, test validation and development, compensation analytics, litigation support, and software development. Patrick has over 23 years of experience in the EEO/AA industry and has worked with hundreds of clients of all sizes to develop their Affirmative Action Plans and support them during audits. He has conducted training in cities across the nation and has authored numerous articles and software programs in the areas of affirmative action, disparate impact, test validation, compensation analysis, and Equal Employment Opportunity. Patrick is also the primary author and editor of the book titled, Compensation Analysis: A Practitioner’s Guide to Identifying and Addressing Compensation Disparities.

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1101 Gorman Street, Raleigh, North Carolina, 27606, United States