Building a Corporate Diversity and Inclusion Program - Mortgage Bankers Association

Building a Corporate Diversity and Inclusion Program
                                        November 17, 2016
Moderator:
Antoine M. Thompson, Executive Director, National Association of Real Estate Brokers (NAREB)
Panelists:
Maria Zywiciel, President, NAHREP Consulting Services, The National Association of Hispanic Real Estate
Professionals
Kris Benson, Vice President, Human Resources, Envoy Mortgage
Desiree Patno, Chief Executive Officer and President, National Association of Women in Real Estate
Businesses (NAWRB)
Dwight Robinson, Senior Vice President, Human Resources, Diversity & Inclusion and Chief Diversity
Officer, Freddie Mac

Get Started!
“Insanity: doing the same thing over and over again and
               expecting different results.”

                                         Albert Einstein

Develop a Diversity and Inclusion plan
President and CEO should appoint a Chairman of Diversity and Inclusion

Establish a Diversity and Inclusion (D&I) Operating Council
• General Counsel, VP Compliance, HR Manager, Payroll Manager, CFO & VP HR

Develop a D&I Strategic Plan

Set specific goals
• Develop Diversity plans & hold Senior Business Managers accountable for
  progress
• Align goals with organization's overall strategic objectives
• Identify the actions that need to be taken to achieve objectives

Develop a Diversity & Inclusion Project Plan

Develop a Project Plan

Define Diversity and Inclusion for the company
Develop a Diversity and Inclusion statement
Company prides itself on having a diverse workplace, one that is made up of individuals with a wide range of characteristics and
experiences. We are committed to accepting differences in age, color, disability, ethnicity, family or marital status, gender identity
or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-
economic status, veteran status, and other characteristics that make our associates unique.

Our diversity vision is applicable – but not limited – to our practices and policies on recruitment and selections; compensation and
benefits; professional development and training; promotions; transfer; social and recreational programs; vendor selection; and the
ongoing development of a work environment build on the premise of diversity equity that promotes workplace inclusion.

Company strives to create a working environment where all of its associates are valued, respected and can contribute at their
optimum levels. These objectives can be achieved by fostering:
•    Respectful communication and cooperation between all associates.
•    Teamwork and associates participation, permitting the representation of all groups and associate perspectives.
•    Work/life balance through flexible work schedules to accommodate associates varying needs.
•    Employer and associate contributions to the communities we serve to promote a greater understanding and respect for
     diversity.

Define Diversity and Inclusion for the company
Incorporate the statement into a Diversity Mission, Vision and Values
Vision Statement
Company envisions a richly diverse workplace that works together in a culture of service that puts people first, who is committed to excellence and always does
the right thing.

Mission Statement
To recruit, hire, include, develop, retain, engage and motivate a diverse, high-performing workforce.

Key Goal: Workplace Diversity and Inclusion
1. Workforce Diversity
Recruit and retain highly-qualified and talented diverse associates to secure a high-performing workforce
2. Workplace Inclusion
Cultivate a culture that encourages fairness, collaboration, and flexibility to enable individuals to contribute to their full potential and further retention.
3. Sustainability
•     Establish quantitative goals along with specific timelines for reaching benchmarks & measuring progress
•     Create company policy
•     Establish Diversity Guidelines
•     Implement programs which will create a pipeline of talent for the future
•     Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches based on
      data
•     Establish training to educate associates on diversity and inclusion goals

The three goals above are necessary for the successful growth of diversity and inclusion.

Establish Goals
Provide better customer service
  •   Improve Customer Service: Implement systems to improve customer service & add valuable benefits to our associates.
        Example for HR - Workforce Now upgraded - better usability for associates to promote self-service (i.e. enhanced Open
         Enrollment). The technical advancements provide a single database which eliminates integration issues passing from module to
         module. The self-service pages which the associates will see have a consistent look and feel. The security rights are robust to
         allow more control over features and functionality. Added wizards such as new hire, and termination are added making processes
         seamless. The reporting is enhanced and allows us to request more detail information.

Create a more inclusive workplace culture
Recruit & Retain highly-qualified & talented diverse associates
  •   Recruiting Millennials, Hispanics, Veterans, Women, etc.
  •   Focus by hiring Manager for bi-lingual associates.
  •   College campuses, job fairs, NAHREP recommendations on areas to target, etc.

Implement programs which will create a pipeline of talent for the future

Develop a Diversity & Inclusion Committee

Develop Diversity & Inclusion programs
Create a Diversity & Inclusion Committee to assist with programs
  • Select Committee Members
  • Survey all associates to see how they feel about the diversity health at
    company
  • Compile results of survey
  • Set up 1st D&I Committee Meeting
  • Present results to D&I Committee & Executive Team
  • Create goals for committee – ex. Community service, Cultural lunches

Diversity Survey
Employers can audit their efforts and find new ways to present information and
new contexts in which to present that information.
  • One way to do this is to develop and conduct a diversity survey to
    determine how associates feel about the diversity health of the company.
  • When surveying, employers should always be sure to ask survey
    participants where they think improvements can be made and, of equal
    importance, where the program fails.
  • Compile results of survey
  • Once the results are known, HR can review them with the management
    team and decide where improvements/programs can be made.

Diversity & Inclusion Survey Example

Track Progress

Identify metrics that can be utilized and determine a
reporting structure
Create a EEOC report

Diversity Reporting - Monthly reports should be run to review updated
information and analyze the current dynamics of the company

Publish a monthly D&I Scorecard for managers to raise visibility

Race – Company vs. U.S. Workforce

Gender - Company vs. U.S. Workforce

Average Age of All Associates

Recruit Diversity
Recruit individuals who have a variety of backgrounds and who will
embrace diversity.
Hispanics
      •     Meeting with Consultant - NAHREP Consulting Services
      •     Create & Send Language survey via Survey Monkey to determine bi/multi-lingual languages.
      •     Add Languages to Human Resource System.
      •     Identifying Languages should be incorporated into the onboarding process.

Veterans
      •     Create & Send Veterans survey via Survey Monkey to determine Veterans status.
      •     Added Veteran Status to Human Resource System.
      •     Incorporate questions for New hires on "All About Me" new hire form
      •     Identifying Veteran Status should be incorporated into the onboarding process.

Women
      •     12th Annual Texas Diversity & Leadership Conference. VP Compliance is going to be a speaker again this year. This was great for Company to gain exposure in the Diversity
            marketplace. This was communicated as a Press Release, send to Company population via eBulletin and published in the quarterly Company Newsletter. Also, posted information on our D&I
            website.
      •     Determine if Company has wage gaps between women and men. OFCCP Publishes Final Rule on Pay Transparency for Federal Contractors. While we may not be a federal contractor subject
            to the Pay Transparency Act, this will be part of our diversity initiative we should do an analysis to determine if we have wage gaps between women and men performing the same job functions,
            and if we do we should take steps to eliminate such wage gaps. It will enable us to recruit top talent and reduce our exposure to discrimination claims.
      •     40 Under 40 The MMLA recently announced the winners of its first 40 Under 40 Search. Among those nominated and chosen was our very own Trainer. This was great for Company to gain
            exposure in the Diversity marketplace. This was communicated as a Press Release, send to Company population via eBulletin and published in the quarterly Company Newsletter. Also,
            posted information on our D&I website.

Create Visibility of our commitment to Diversity
  and Inclusion for Candidates and Suppliers

Internet
Create a Diversity Page where the diversity committee can post updates and
information about what the organization is doing from a diversity standpoint,
upcoming community events and other relevant programs.
• Example: “Diversity Speaks" - features interviews of different members of
   the company, highlighting what makes them unique.
• With numerous locations, this initiative will provide us with an opportunity to
   get to know associates at our other offices who we don't get a chance to see
   very often.

Create a Vendor Supplier Diversity section on our website.

Create a Supplier Diversity Program - Supplier Profile form.

Company Website

Education & Communication

Training - Education
Diversity Training for all associates

Add Diversity Articles to Company Newsletter

Send Manager Hot Topics on applicable topics

Included MBA Education Scholarships Available for School of Mortgage Banking Scholarship in
Summer newsletter

Human Resources sent an email with about a scholarship program available from TMBA to Texas
Residents

Learning & Development (L&D) to develop a series of courses available to all associates new to the
industry

L&D will develop a series of courses directed towards millennials

Communication
Articles in Company Newsletter.
   • To broaden the appeal and heighten the awareness of the diversity
     program, highlight both internal and external initiatives, such as diversity
     training for associates and diversity recruitment efforts.
   • HR can give periodic reports on progress toward its goals at associate
     meetings.

Create a Diversity & Inclusion email address.
• This will be in the annual report, on the website, on the vendor supply
  section (where to send form), intranet, etc.

“The secret of getting ahead is getting started.”

                                       Mark Twain

Growing Market Share
Through Diverse Segments

           Presented by:
           Maria Zywiciel, President, NAHREP Consulting
           Services, The National Association of Hispanic Real
           Estate Professionals

13 million of the 17 million projected new households
between 2010-2025

GROWING CUSTOMER BASE

SOURCE: Updated 2010-2020 Household and New Home Demand Projections, Sept 2010
                                                                                      * Non-Hispanic

Joint Center for Housing at Harvard, US Census – homeownership rates Q2 2013
                                                                                 27

Hispanic Households

Homeownership Trends

                       29

Road Map to Success

591 Camino de la Reina
Suite 720
San Diego, CA 92108
P: (619) 922-7553
info@nahrepconsulting.co
m
www.nahrepconsulting.co
m