ACCOUNTABLE FOR SIGNIFICANT INCREASE IN WORKFORCE DIVERSITY
KeyBank is creating a cultural shift in a short period of time through a unique Diversity Recruiting Strategy that is accountable for putting the company on track this year for a significant increase in diversity hiring.
The company made significant strides in 2015 with its talent acquisition strategy based on a foundation of four pillars: branding, sourcing, deepening internal and external relationships, and driving accountability through metrics and reporting. The emphasis this year is on accountability for engaging a high performing, talented and diverse workforce.
“Our growth as a company is demonstrated in our focus on diversity and inclusion,” KeyBank Senior Vice President and Director of Diversity and Inclusion Poppie Parish said. “Simply put, our most important asset is our people,” Parish added.
ACCOUNTABILITY FOR SUCCESS SHARED THROUGHOUT KEYBANK
Accountability for success in diversity and inclusion is shared throughout the company, starting with CEO Beth Mooney, who launched the Diversity and Inclusion Council as a catalyst for change back in 2012. The council has steadily built relationships with the bank’s Human Resources Department, each of its business lines, and its nine diverse employee resource groups. They have maintained a longstanding focus on diversity recruiting and this year accountability is a priority.
As part of the ongoing strategy, KeyBank enhanced its Talent Acquisition Team’s sourcing capabilities and accountability for metrics, and aligned recruiting results to each business area’s talent planning process. “We enhanced the capability of all recruiters to source and hire diverse talent by sending them through diversity-focused training, both internally and externally,” KeyBank Chief Talent Officer Brian Fishel said.
“The new program is resulting in solid traction in recruiting, hiring, employee development and retention. It’s creating a cultural shift in a very short period of time,” he said.
Over the past two years, KeyBank’s veteran hiring increased 45 percent and minority hires increased by 33 percent. KeyBank’s focus on campus recruiting has also been successful hires increasing from 24 percent to 36 percent. The bank is hosting “early identification” events to attract diverse talent earlier, focusing on post-secondary freshman and sophomore years.
KeyBank understands that diversity recruiting isn’t just a strategy, it is how to build productivity and achieve business goals.
2015 COLLABORATIVE ACCOMPLISHMENTS
KeyBank’s diversity and inclusion activities have been consistent throughout 2015, resulting in collaborative accomplishments and milestones across a variety of areas. Highlights include:
- Launching the Recruiting and Hiring Manager Diversity and Inclusion Toolkit.
- Integrating recruiting procedures for disabilities accommodations.
- Educating hiring managers/recruiters to translate military experience into civilian skillsets.
- Incorporating quarterly diversity metrics into enterprise talent planning cycles, and new Diversity and Inclusion Line of Business dashboards.
- Quarterly database tracking of candidates who are diverse by way of race/ethnicity, gender, military status, disability status, age and/or sexual orientation.
- Launching a new diversity and inclusion careers internet site. www.careers.key.com/index.php
- Developing a recruiting video demonstrating KeyBank’s commitment to an inclusive workplace www.careers. key.com/diversityandinclusion.php
- Partnering its campus recruiting team with the Military Inclusion Key Business Networking Group to enhance onboarding of veteran new hires.
- Campus recruiting efforts on the early identification of talent through campus events and career experiences for post-secondary freshman and sophomore talent.
- Strengthening KeyBank’s reach to individuals with disabilities via a newly launched Talent Acquisition Portal.
- Expanding KeyBank’s reach to veterans via partnerships.
- Partnering with Linking Employment, Abilities, and Potential (LEAP) to develop and place individuals with disabilities in technology and operations jobs.