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From Centralized Engagement Survey to Local D&I Implementation

From Centralized Engagement Survey to Local D&I Implementation. Katrina Fludd Pronouns: She ,Her, Hers, Herself Senior Diversity & Inclusion Specialist Join Our Talent Network: careers.princeton.edu Connect with us:.

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From Centralized Engagement Survey to Local D&I Implementation

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  1. From Centralized Engagement Survey to Local D&I Implementation Katrina Fludd Pronouns: She ,Her, Hers, Herself Senior Diversity & Inclusion Specialist Join Our Talent Network: careers.princeton.edu Connect with us:

  2. “In order to accommodate the complex and varying dynamics that exist at the departmental level, the Committee proposes that each department craft a multi-year strategic diversity plan… involving assessment of data, training, goal-setting, measurement of progress, and accountability… tailored to its particular goals and challenges.” 2012 Trustee Ad Hoc Committee on Diversity Report

  3. From Direction to Action • HR D&I Vision:provide an employee experience that is inclusive, emphasizes the value of diversity, and allows for staff to contribute their full potential and talent with a commitment to and focus on: • fostering an inclusive workplace • removing systemic barriers in practices and processes • contributing to capabilities that create high-performing teams that value diversity • reflecting an intentional and meaningful engagement with diversity and inclusion initiatives • How:centralized efforts and support of the unit planning process

  4. 2017 Survey:70% response rate over 10 dimensions • Diversity & Inclusion • My Immediate Supervisor/Manager • Engagement • Perceptions of Princeton University • Job Itself • Employee Treatment • Perceptions of my Academic/Administrative Dept. • Reward & Recognition • Performance Management • Development/Advancement

  5. Framework Based on 5 Strategic Pillars

  6. Framework Based on 5 Strategic Pillars

  7. Role of Working Groups Trustee Ad Hoc Committee on Diversity • Unit Diversity Working Group: • Serves as local working group • to establish D&I plan and obtain leadership alignment • Provides recommendations to • Unit leaders regarding priorities and tactics • Acts as an ambassadorof D&I plan and champions efforts within the Unit • Documents Unit progress against the plan • Shares/Communicatesexperiences and progress with Diversity/HR Office of the Provost Institutional Equity and Diversity • Diversity and HR Office Support: • Serve as pivot between • Office of Institutional Equity &Diversity and the Unit WorkingGroups • Provide direction, support, data and information • Serve as a contact and process • more sustainable & customized approach to implementing a focus on diversity and inclusion locally.

  8. Why Design Thinking as Process for Diversity & Inclusion?

  9. Example: Office of VP for Facilities, Culture of Inclusion Committee

  10. Example: www.princeton.edu/us-together

  11. Example: Office of HR Client Services Team, Priority Setting

  12. Thank You! Katrina Fludd kfludd@princeton.edu Pronouns: She ,Her, Hers, Herself Senior Diversity & Inclusion Specialist Join Our Talent Network: careers.princeton.edu Connect with us: @workingatprinceton

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