Recruiting, Retaining, and Mentoring Young People

Talitha Hampton, President

www.NOBCChE.org

Our Mission and Vision

Vision NOBCChE is the preeminent member organization for the

development and advancement of global leaders of color in STEM.

Mission

To build an eminent cadre of successful diverse global leaders in STEM and advance their professional endeavors

by adding value to their academic, development, leadership, and philanthropic endeavors throughout the life-cycle of their careers. Thereby strengthening their companies,

organizations, institutions, and communities.

Our Core Values

Our core values shape the culture and define the character of NOBCChE; they serve as a foundation in how we act and make decisions. NOBCChE members live these core values through individual behaviors.

• Integrity

• Transparency

• Accountability

• Inclusion and Engagement

• Innovative Thinking and Thought Leadership

• Results Orientation

• Continuous Improvement

Strategic Pillars

1. Organizational Infrastructure, Policies and Governance: Our need for strong and effective governance and policies that are robust and relevant to enable swift and transparent decision making. We cannot advance our mission without this

2. Strategies for Returning to Growth: Our focus on key national programs, initiatives, partnerships, and business ventures to drive organizational growth and generate long-term value for the communities we serve

3. Talent Pipeline and Capability Development: Our strategy to attract, develop and retain great people. We are an all-volunteer organization, but in order to get people to volunteer their time, we must be a high-performing professional organization that provides a return on the investment of that time. Our members are our greatest asset and emerging talent will be the future of this organization.

4. Membership Value Proposition: Our focus on providing value to our membership that is aligned with our mission.

5. The NOBCChE Brand: We need to build a brand that is professional and will help us tell our customers and stakeholders how we are different from the way we were and from other organizations. We have a great story to tell!

National Programs

• K-12 STEM Education: – Step up to Science, – NOBCChE Teachers Workshop – NOBCChE in Your Community (NYC) – The NOBCChE Young Entrepreneurs Program – NOBCChE Academy

• University/College Student Development and Advancement – Focus 1: Technical and Professional Development – Focus 2: Targeted Networking and Mentoring – Focus 3: Exposure to High-Profile Minorities in STEM – Focus 4: Career Advancement Opportunities

• Professional Development and Advancement – NOBCChE Leadership Institute

• NOBCChE Professional Development Webinar Series • Leadership Education and Acceleration for Professionals (LEAP)

Program • STEM Executive Pipeline (STEP) Program • NOBCChE Professional Mentoring Program • NOBCChE Leadership Portal: Online Leadership Skills and Career

Solutions • New Chems on the Block

Understanding our Context

However, they only earned 4% of the Ph.D.s in science, engineering, and math fields

Context 1: The US Census and Bureau of Labor Statistics predict that in 2015, Baby Boomers will cede the majority of

the workforce to generation X (30-46) and Y (16-29)

Almost 90% of all associations are primarily governed by the Baby Boomer Generation.

Context 2: In 1999, African-Americans represented 12% of the population;

Understanding our Context

Millennial Work Values = Perception Disconnect?

2015 Internet Trends — Kleiner Perkins Caufield Byers

Recruitment, Retention, & Mentoring

• Recruitment: – Do your potential members see lasting value in the organization? – Is your mission represented in your leadership? – Can an outsider see intentionality of your purpose? – Can your potential members see themselves in your leadership?

• Retention: – Does current leadership represent the people that you serve or the people you intend

to serve? – Are there intentional succession plans that provide a pathway to leadership and

engagement?

• Mentoring: – Can we promote dialogue around non-traditional differences?

• The opportunities to have a mentor in a specific science and engineering discipline that is of the same ethnicities are sparse. Can we be intentional about other pathways for a mentoring connection

– Although same/similar ethnic backgrounds are not required, they are still critical to increasing participation

Suggested Reading

• The New Recruit: What Your Association Needs to Know about X,Y, and Z (2007)

• The End of Membership as We Know It (2001)

Two books by Sarah Sladek

Other Resources

[1] Rising Above the Gathering Storm: Energizing and Employing America for a Brighter Economic Future (2007), Committee on Prospering in the Global Economy of the 21st Century: An Agenda for American Science and Technology; Committee on Science, Engineering, and Public Policy; Institute of Medicine; Policy and Global Affairs; National Academy of Sciences; National Academy of Engineering and published by the National Academies Press. [2] Daniel G. Solorzano, The Doctorate Production and Baccalaureate OriginsofAfricanAmericansinthe SciencesandEngineering, Journal of Negro Education, 1995 [3] Yolanda S. George, David S. Neale, Virginia Van Horne, and Shirley M. Malcom, In Pursuit of a Diverse Science, Technology, Engineering and Mathematics Workforce: Recommended Research Priorities to Enhance Participation by Underrepresented Minorities, American Association for the Advancement of Science and the National Science Foundation, 2001 [4] Women, Minorities, and Persons with Disabilities in Science and Engineering, National Science Foundation, 13-304, February 2013 [5] Capable Workforce?, US Chamber of Commerce, http://www.uschamberfoundation.org/capable-workforce [6] Heather B. Gonzalez and Jeffrey J. Kuenzi, Science, Technology, Engineering, and Mathematics (STEM) Education: A Primer, Congressional Research Service, 2012 [7] Aneesh Chopra, Winning the Future through Open Innovation: A Progress Report on Our Open Government, National Science and Technology Council, 2011 [8] Empowering the Nation through Discovery and Innovation - NSF Strategic Plan for Fiscal Years (FY) 2011-2016, the National Science Foundation, 2011 [9] The 50 Best Companies for Asians, Blacks, & Hispanics Companies that pursue diversity outperform the S&P 500. Coincidence?, Fortune Magazine, July 1999

Thank You for Your Time

www.NOBCChE.org TalithaHampton@NOBCChE.org