Making Diversity Work for You

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Making Diversity Work for You

Shelby Scales – Executive Director

Airport Minority Advisory Council

&

Eric L. Mercado, C.M., ACE – Managing Director

Aviation Career Services

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“Assisting Aviation Professionals Reach New Heights”

AMAC’s Five Year Strategic Plan

 Advocate for diversity inclusion with contracting and employment opportunities throughout the industry.

 Support through education and training-”individual”

 Business development- “entities”

 Mentorship- “both professionals and businesses”

 Scholarship- “student”

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How to Integrate Diversity within your

Talent and Succession Planning Strategies

 The session will examine some of the best

practices of managing cultural diversity and talent in the workplace at airports of different regions.

 What the trends now? How can airports benefit from a diversified workforce? How can talent management help the airports?

 What are the challenges and solutions?

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What is the culture within your organization?

Before you can manage a task, problem or situation you must first understand what are the challenges,

clarify factors that make up

impacting issues and determine

steps of correction or improvement.

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Internal Assessment

 Internal assessments we find are best accomplished by third party consultants who also understand the business

operational needs

 Establish baseline data

 Be transparent and proactive in your delivery of assessment

 Employees will appreciate acknowledgement of company short falls

 Provide plan of collective correction

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External Assessment

 Focus Groups of traveling passengers

 Business Partners on campus

 Community Stakeholders

 Other Regional Airports

 Why should you know your external brand?

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Awareness and Sensitivity

 Awareness of differences does not mean exclusion!

 Is the culture a dominate mans world?

 Does company offer technology based solutions relevant to position functions?

 Does the airport operate with barebones staffing?

 Great benefits, promotions internally, training and development opportunities, job satisfaction

 People value community!

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Business impact of a diverse workforce

 Understanding differences can assist you in setting the environment for team collaborations.

 Key difference is often in communication styles

 Hispanics and African Americans tend to be passionate in their communications, Examples of out casting

 Women and minorities

 Disconnect, not being accepted by managers and colleagues

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Succession Planning

 Board members and Commissioners

 Mandating diversity goals as part of the strategic plan

 Why is this goal important?

 Establishing Policy

 CEO will to commit to task

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Managing Succession Planning

 Identification and development of potential successors in a company

 Who is responsible?

 Key in succession management is to create a match between the company’s future needs and the aspirations of individual

employees.

 Process increases the retention of superior employees because they recognize that time, attention and skill development is being invested in them for the purpose of career development.

 When you continue to challenge and reward talented employees, you eliminate their need to seek opportunities elsewhere.

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Who should be involved in the succession planning process?

 Who are the stakeholders? Why are these members valued in the process?

 How do you overcome the traditional model of top down?

 Challenges and Solutions

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Moving from planning to

implementation

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Leaders of Tomorrow…

 How do you identify those who are ready and those who are promising?

 Succession Planning

 Youth

 Management

 Testing

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Developing talent is a long-term investment.

 Have more than one good person available for a key job.

 Real success requires choices between two or more qualified people. In order to have choices, you need to identify who is ready now and what it will take to make others ready when you need them.

 Challenges

 Solutions

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Communicating Positions Qualifications

 Do you communicate the minimum requirements for positions to your organization?

 How can you communicate this to all?

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Attracting

 How do you attract diverse candidates?

 Educate the Organization

 Mirror Community

 Spread the word

 Communicate diversity

Ex: Airports with diversity

Diversity

Board

CEO

Directors &

Managers Line

Employees

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Attracting the Millennium and Diverse Candidates

 Social Media

 Short term Internships

 Business Problems (Life Swap)

 Alliance with Business Schools or community universities that offer diverse student pool

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Candidates & Lack of Practical Experience

 How do you fill this void?

 What are you doing to nurture those with those lacking experience?

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Retaining a New Workforce

 Communicate Professional Development & Education

 Engagement during Succession Planning

 Next Generation Needs & How are you Working with them?

 Managers Education of Career Progression

 Consultant Assistance

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Path to Diversity

 Strategic Planning Process

 Educate Board & Leadership

 Board Push

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Managers & Incorporating Diversity

 Higher-Level Understanding

 Managing Diversity Education

 Leadership & Supervisory Training

 HR Supplements

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AMAC & ACS Airport Diversity Candidate Survey

 Identify diverse candidates who are interested in management level positions

 Understanding of skill set, experience level and training and development needs of the survey participants

 Regional awareness of host airports of candidates

 Better alignment of candidates and opportunities

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WHAT IS PROJECT L.I.F.T.?

Leaders Inspiring

Future Talent

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Questions?

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We are here to support your success!

Shelby M. Scales Executive Director www.amac-org.com

703.414.2622

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Executive Recruiting

Succession & Strategic Planning

Leadership & Supervisory Training & Workshops

Professional Career Development for the Individual & Groups www.AviationCareerServices.com 424.218.9950 (Office)