recruting multicultural talent mfha 2008 nra show
DESCRIPTION
Presented at the 2008 NRA Show, MFHA shares insight on how to recruit multicultural talent and optimize performance.TRANSCRIPT
Recruiting in a Multicultural Environment
The National Restaurant Association Show
May 17, 2008
Agenda
• MFHA approach
• CSP Business Case
• Factors in engagement of minority communities
• Finding & Developing Talent
• Getting Started
• What to avoid - How to succeed
Courage is the most important virtue.
- Maya Angelou, American Poet, Writer & Historian
“Diversity of thought, perspectives & experiences is
the goal. Diverse points of view produce the best solutions.”
MFHA Approach
MFHA Diversity Model
Workforce Customers
Community Suppliers
Positive outcomes for each seat!
CSP Business Case
• Diversity is a business growth opportunity.– Demographic changes: major employer of
minorities.– Market opportunity: urban markets offer
growth.– Innovation: diverse talent drives creativity &
new solutions.– Globalization: having a global mindset for
managing difference is how you win.
Rationale
• Workforce Development- engaged employees are productive and long lasting.
• Competitive Advantage- being culturally intelligent builds a competitive barrier vs. the competition.
• Combat Discrimination- race, sex, ethnicity, religion, disability, age, sexual orientation.
• Legislation- settlements are costly.
Framing the Issue
• The #1 challenge for service industry employers is sourcing talent. – We rely heavily on high school graduates– Young workers are harder to manage– Fewer students work during school year– More minorities in the workforce– Immigrant labor is critical
Framing the Issue
• Customers want more service and they want it now!– Service is training is need more than ever. – Due to popular culture, service jobs are not
seen as being “cool”.– Common courtesy standards have slipped
across all segments of business.
Engaging Minority Communities
• Difficult/Challenging—Why?– History with employment & service– Hard work– Image– Hours– Exploring the unknown, misunderstandings– Different needs, different tools
Engaging Minority Communities
• Difficult—BUT—It Can Be Done!– Effective outreach – Development of innovative strategies &
tactics– Honesty regarding knowledge of the
community and its issues– Acknowledgement of risks and willingness to
make mistakes– Seeking help/support, i.e. MFHA
Solution Strategy
• Make your business relevant to the minority community.– Educate them that profit is not a dirty word.– Support issues that impact them.– Show them the way.– Use values based training built on respect,
patience and authenticity.
Finding Talent
• NEW BUSINESS MODELS NEEDED: – The traditional workplace model, where all
workers follow the same non-spoken rules and most workers come from similar backgrounds is no longer working in today’s business environment.
– What are the new workplace models that bring about productive and competitive work teams?
Developing Talent
• MORE TRAINING IS NECESSARY: – Unfortunately for many US businesses,
training is still seen as an expense instead of an investment.
– The reality of a more diverse population is that employers must make the decision to train employees better to avoid higher turnover costs and reduced sales.
– The question is how do we get senior management to see the value of training?
How Do You Get Started?
• Only 3 of the 4 seats at the table will be used initially—– Workforce
• Escalator to the Middle Class• Still an industry where you can go from the dishroom to the
Boardroom w/o a college degree
– Customer• Understand who the emerging customer is and their needs
and wants
– Community• Tell the story of who we are and what we do• Profit is not a “4-Letter Word”
Outcomes That Grow The Industry
Workforce Customers
Community Suppliers
••••
• Better Experience• Better Customer Service• Improved Image• Increased Business
• Increased MBE Volume• Wider Participation• Reduced Costs• Product Innovation
• Improved Image• Value Added Relationships• Strategic Partnerships• Cultural Understanding
Positive outcomes for each seat!
Increased ProductivityRecruiting / Retention SuccessImproved CommunicationPeople Development
The Process
• Define success.• Educate yourself on the issues (“g”lobal
and Local).• “Really” define the issues-not just the
symptoms, go to the core.• Prioritize the options.• Set boundaries/Rules of engagement—
geographic, values, standards of operation, outcomes, mindset
The Process, cont’d
• Identify allies, partners—MFHA, local organizations, local influencers.
• Commit to an action plan.
• Set timelines.
• Execute.
• Reassess-Evaluate-Continuous Improvement.
Potential Landmines
• “Aha’s” To Be Aware Of--– Talking about race, ethnicity is not
something we are taught to do– There is bound to be some level of
discomfort– We usually only talk among ourselves, when
we do talk race, ethnicity– We often talk in stereotypes and with
“unbalanced views of each other”
Factors for Success
• Do This—– Withhold judgment– Focus on the facts– Avoid emotion as much as possible– Stay in the present, avoid a re-hash of the
past– Avoid dealing, playing or reacting to race,
gender, difference cards– Understand, accept and acknowledge the
industry’s role in discrimination
Summary
• Diversity is a business growth opportunity.
• The business case is crystal clear.
• Engage diverse & minority communities to make your business relevant to them.
• Sourcing & developing talent requires investment for the long term.
• Expect bumps in the road.
• This MUST DO WORK!
"You can't build a reputation on what you
are going to do."
--Henry Ford, American Auto Manufacturer (1863-1947)
Gerry Fernandez, President & FounderMFHA- The Multicultural Foodservice & Hospitality Alliance ®
1144 Narragansett Boulevard Providence, RI 02905
401.461.6343 / 9004- [email protected]
THANK YOU!