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Recruiting in a Multicultural Environment

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MFHA - Multicultural Foodservice and Hospitality Alliance
MFHA - Multicultural Foodservice and Hospitality Alliance

Presented by MFHA President & Founder, Gerry A. Fernandez, at the 2008 NRA Show. Providing insight on how to attract the best multicultural talent based on culturally intelligent practices.

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Recruiting in a Multicultural Environment The National Restaurant Association Show May 17, 2008 Copyright MFHA 2008 All Rights Reserved
Agenda MFHA approach CSP Business Case Factors in engagement of minority communities Finding & Developing Talent Getting Started What to avoid - How to succeed Copyright MFHA 2008 All Rights Reserved
Courage is the most important virtue. - Maya Angelou, American Poet, Writer & Historian Copyright MFHA 2008 All Rights Reserved
MFHA Approach Diversity of thought, perspectives & experiences is the goal. Diverse points of view produce the best solutions. Copyright MFHA 2008 All Rights Reserved
The Dinner Table of Opportunity Workforce Customers Community Suppliers Positive outcomes for each seat. Copyright MFHA 2008 All Rights Reserved
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. Copyright MFHA 2008 All Rights Reserved
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. Copyright MFHA 2008 All Rights Reserved
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 Copyright MFHA 2008 All Rights Reserved
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. Copyright MFHA 2008 All Rights Reserved
Engaging Minority Communities Difficult/ChallengingWhy? History with employment & service Hard work Image Hours Exploring the unknown, misunderstandings Different needs, different tools Copyright MFHA 2008 All Rights Reserved
Engaging Minority Communities DifficultBUTIt 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 Copyright MFHA 2008 All Rights Reserved
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. Copyright MFHA 2008 All Rights Reserved
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 todays business environment. What are the new workplace models that bring about productive and competitive work teams? Copyright MFHA 2008 All Rights Reserved
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? Copyright MFHA 2008 All Rights Reserved
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 Copyright MFHA 2008 All Rights Reserved
Outcomes That Grow The Industry Workforce Customers Increased Productivity Recruiting / Retention Success Improved Communication People Development 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. Copyright MFHA 2008 All Rights Reserved
The Process Define success. Educate yourself on the issues (global 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 Copyright MFHA 2008 All Rights Reserved
The Process Identify allies, partnersMFHA, local organizations, local influencers. Commit to an action plan. Set timelines. Execute. Reassess-Evaluate-Continuous Improvement. Copyright MFHA 2008 All Rights Reserved
Potential Landmines Ahas 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 Copyright MFHA 2008 All Rights Reserved
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 industrys role in discrimination Copyright MFHA 2008 All Rights Reserved
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. MUST DO WORK! Copyright MFHA 2008 All Rights Reserved
"You can't build a reputation on what you are going to do." --Henry Ford, American Auto Manufacturer (1863-1947) Copyright MFHA 2008 All Rights Reserved
THANK YOU Gerry Fernandez, President & Founder MFHA- The Multicultural Foodservice & Hospitality Alliance 速 1144 Narragansett Boulevard Providence, RI 02905 401.461.6343 / 9004- fax gerry.fernandez@mfha.net Copyright MFHA 2008 All Rights Reserved

More Related Content

Recruiting in a Multicultural Environment

  • 1. Recruiting in a Multicultural Environment The National Restaurant Association Show May 17, 2008 Copyright MFHA 2008 All Rights Reserved
  • 2. Agenda MFHA approach CSP Business Case Factors in engagement of minority communities Finding & Developing Talent Getting Started What to avoid - How to succeed Copyright MFHA 2008 All Rights Reserved
  • 3. Courage is the most important virtue. - Maya Angelou, American Poet, Writer & Historian Copyright MFHA 2008 All Rights Reserved
  • 4. MFHA Approach Diversity of thought, perspectives & experiences is the goal. Diverse points of view produce the best solutions. Copyright MFHA 2008 All Rights Reserved
  • 5. The Dinner Table of Opportunity Workforce Customers Community Suppliers Positive outcomes for each seat. Copyright MFHA 2008 All Rights Reserved
  • 6. 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. Copyright MFHA 2008 All Rights Reserved
  • 7. 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. Copyright MFHA 2008 All Rights Reserved
  • 8. 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 Copyright MFHA 2008 All Rights Reserved
  • 9. 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. Copyright MFHA 2008 All Rights Reserved
  • 10. Engaging Minority Communities Difficult/ChallengingWhy? History with employment & service Hard work Image Hours Exploring the unknown, misunderstandings Different needs, different tools Copyright MFHA 2008 All Rights Reserved
  • 11. Engaging Minority Communities DifficultBUTIt 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 Copyright MFHA 2008 All Rights Reserved
  • 12. 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. Copyright MFHA 2008 All Rights Reserved
  • 13. 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 todays business environment. What are the new workplace models that bring about productive and competitive work teams? Copyright MFHA 2008 All Rights Reserved
  • 14. 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? Copyright MFHA 2008 All Rights Reserved
  • 15. 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 Copyright MFHA 2008 All Rights Reserved
  • 16. Outcomes That Grow The Industry Workforce Customers Increased Productivity Recruiting / Retention Success Improved Communication People Development 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. Copyright MFHA 2008 All Rights Reserved
  • 17. The Process Define success. Educate yourself on the issues (global 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 Copyright MFHA 2008 All Rights Reserved
  • 18. The Process Identify allies, partnersMFHA, local organizations, local influencers. Commit to an action plan. Set timelines. Execute. Reassess-Evaluate-Continuous Improvement. Copyright MFHA 2008 All Rights Reserved
  • 19. Potential Landmines Ahas 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 Copyright MFHA 2008 All Rights Reserved
  • 20. 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 industrys role in discrimination Copyright MFHA 2008 All Rights Reserved
  • 21. 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. MUST DO WORK! Copyright MFHA 2008 All Rights Reserved
  • 22. "You can't build a reputation on what you are going to do." --Henry Ford, American Auto Manufacturer (1863-1947) Copyright MFHA 2008 All Rights Reserved
  • 23. THANK YOU Gerry Fernandez, President & Founder MFHA- The Multicultural Foodservice & Hospitality Alliance 速 1144 Narragansett Boulevard Providence, RI 02905 401.461.6343 / 9004- fax gerry.fernandez@mfha.net Copyright MFHA 2008 All Rights Reserved