Increasing Engagement, Retention & Talent Development of New Black Hires
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Increasing Engagement, Retention & Talent Development of New Black Hires

December 31, 2019

Vanguard is a program that i helped
establish at PwC and so it’s with great pleasure that i
spent some time walking through that program the slides that i have up here will actually walk you through a little
bit about the program but i do want to lease in time for questions so let’s make this is as interactive
you’d like it today i don’t want to spend a lot of time
talking about the firm i think you know they were a professional services firm we have all over one hundred and sixty thousand
professionals globally of which thirty six thousand of them
reside here in the u_s_ when we talk about our journey as far as it’s from a
diversity inclusion perspective we truly believe that each person has a
role to play and what we’re trying to accomplish at
the farm in order for us to service our clients and solve their biggest problems we need to attract retained an advance dot best people and without diversity and inclusion we could not do that so i thank you for the opportunity to
talk about that today if you flip to the first slide uh… out i’ll talk about this program so vanguard how did we come up with the name vanguard if you think about by definition so this flag actually covers that the program with the audiences what we tried to create when we launch day and and the journey of what we’ve been
prep if we slipped to the next slide by definition what is stand guard it means to be the forefront of a movement it’s a year-long
leadership development opportunity and we truly believed that we needed to
do something that would be truly transformational and i feel that the individuals that came out of that first year only treated
the program truly felt that and i’ll give you some
examples as we can for a leading from the front we didn’t want them to think they’re
starting a job we’ve really wanted them to invest early
and think about their careers so we purposely named it damgaard how do you are yourselves to start your
career from the best possible position if we think about malcolm gladwell we truly want to think about those first
ten thousand hours how do you do that inouye that is going
to motivate and get them off to the best possible
start so that’s what this program we designed now just not just a lot but truly arrive and be the leaders that we know that
they could day it was less about fitting in and working
hard we wanted then we hire a lot of great people at the
firm about four thousand you hire start with
this each year and we want this group of individuals to
feel that they could get off to the best
possible start so why did we create the program if he flipped to the next slide it talks about the the state of the
profession cepeda bc is along with the other big four-part
and all of the professional services firms if you think about the state of the
profession the public accounting firm his truly
struggled in retaining black professionals for the last forty years this is an
industry-wide problem not just the n_b_c_’s problem so i want
all of you know that we truly know that this is
something not only from inbound perspective but truly on every stage of the journey what were we going to do to truly impact their experiences with the firm if you think about the numbers declining numbers of indeed individuals
interested pursuing a career in accounting that’s a long history one knew that we continue to work on each day there’s a lot to do with history
perceptions about the industry so working through that have arisen educate even looking at going into the high
schools thinking about why a career in accounting if equally as
attractive as becoming a lawyer up up of dr so how do we do that way today the a_n_c_ peak votes there are
four percent of art c_p_a_c_ are black or african-american and less than one percent of them
fifteen leadership positions in what we call the partnership so this programme was design to say what are we gonna deal our part
to try to grow that number if we conclude on minorities that number
doesn’t child by much but for black professionals it is even
lower the impetus for change if you think back to two thousand a
night when we watch this program the state of the economy ra budgets for a while we could not not port to go for it in
past for the dollars to support this program cell with the help of nila pharma lobby
who was our chief diversity officer at the time she was just named we might with bright weathers chris sentence handle parked asp operates our chairman for the dollars to support this creative
idea we felt if we created a system where we
bought back grouped together we could changed the outcome and hopefully retain as many of them
through their first year and ultimately make more partners some of that first class are starting to
make senior and i’ve been promoted to the next level in the organization and
we are very proud of that and we’ve done the program for four
years now this is not we’re going into our fourth year in getting ready to do
that this fall but we continue to look for in a way to
place to build that type one inch level so that ben barnas just one of those
programs if we flipped to the next slide i’ll give you a little bit more about our approach think the other direction you’ll be happy and working with
technology so that’s not usually my friends and i think my husband will be the most
proud me today and my daughter who tells me it’s not a computer tonight that money i talked a little bit about why we
created the program now i wanna spend some time talking
about the actual approach so if we think about how we start if really kicks off at the very start of
their careers we invite them before they actually ever
stop in the p dot ec doris so the invitation
process starts very curly we encourage them to sign up and
register and then we take them through three-day immersion program and in those three days i talked about
truly immersing them and what the culture of p dot ec is like so purposefully if you think about for the first year we
created the program wheat started the program on thursday and we went through saturday because in life the p w c we do you have busy
seasons and we wanted them to experience that
firsthand we purposely had lots of long days so
that they understand also and you will be working some long nights and if we think about trying to pursue
the credentialing comes along with it the cpa they’re gonna have to study also while
trying to work full-time and so wanting them to understand some of those dynamics early was what we
try to create an expiry date merchant but we didn’t want them to go with alone we want to surround them with the
environment of people that was really supportive to bear
endeavor in their careers and so we invited all of our black partners to participate
in the program with them so it was sort of a group that was led by a partner we had groups in teams of h_r_ people in
recruiters because we felt they needed to be a part of discussion so in small group sessions large forums we decided to make them feel what their days if he did he say were
going to be like so a csp space sort of practice so we went through simulations we went through the area’s scenarios
that we need a bullet beach towns with on a day-to-day basis and they had a sip port network ellis help them through figured out how to go about certain
situation the whole entities for that was that we
didn’t want them to feel like they were going it alone and oftentimes if we think about the
small numbers that i quoted earlier if you think about it four thousand hires of which i may be won a very few and to walk into that room and not feel like you have someone that has spirit past and experiences you know we want to change that so this way and we could experience life if he did b c but in a way ask some questions learn from others the comment here of yourselves so when you go back to your office is in
your markets uh… you could reach out to them and
feel like you can see question get access to more resources than you
would have today i don’t wanna take the picture they did
not have this if you have you see because they did each and every one of our hires are
signed our relationship partner and a coach so that if someone apartment
lovell and oftentimes someone at the manager
level that is assigned to them to really talk
about their careers and the experiences of what they would be working on it’s it’s an additional lighter that we
felt was needed what we created in the program and the reason for that is because we wanted them to see what life was like and hear from others that have been
through similar journeys so we use the leverage those partners
and others ways throughout the program by giving them the opportunity to ask
questions different panel discussions we also invited some leaders to the program operates our chairman was there
the first year he addressed the group he himself said his story the experiences when he was in japan and
the only in a in a world that was very different for him and how he took that challenge on and saw it as an opportunity today itself in in that room could feel like guys if he could make it why cannot and it’s really empower them icon never forget the first year we came
back i dot emails from that group of
professionals probably everyday asking for their picture marantz so we truly locked down with an experienced when i say that um… individuals
virtually transformed i want to give you perspective of some of the individuals
that we had in the room so i’m gonna read a quote meeting our newest colleagues in such an occasion is a
renewal for me heikel whispering someone’s and i
recognize triggering waves of nostalgia about the
person i was life as a teenager much i would like to give anything to
recapture some that i would never lied to relive at the time having tax site access to the insiders d_a_’s express
with courageous candor are forming personalities and behaviors an african-american experiences and the glamour into the experiences and
say jamaica or nigeria was a real ideal printer from me as merely always dbs is the case price a lot after being
asked to teach my walk away more enriched than the students thank you for being an important part of
my education and enjoyment and best of luck as we explore your promise and both discover injury
who you are so that is a quote from one of our board
members that had the opportunity to come to furstenberg program and how it impacted can that was one of many emails that we perceived ob received uh… i’d just can’t even begin to tell
you what backer perfect professionals felt like when they left i don’t want you to think that all we
did was this three-day boot camps i wanna walk you through some of the other
elements for the program because it truly was built around their entire first year not only to encore them but for them to have access an
opportunity to others so that they have the best experience
possible so what we built was around them a series of webcast we got the group to gather uh… again on webcasts virtually to try to every against some of the
experience and and and reiterate what they should be focused on this
first year so if we think about relationship
building a lot of times you might go into either a partner’s officer your coaches
office at the weather the case mayday and you might not necessarily dead this time it’s a lot make it we scheduled to make a cancelled
on and sometimes it’s hard to go back but i think it’s important for them to
learn early that that’s corporate america and it happens but that doesn’t mean
that the person is an invested in you know so what’s your what’s your purpose
in trying to do that some other things that we really want to
stress and and reinforces some of these webcast was how you show up your personal brand is really important and oftentimes we only have one-time to make the first impression and so we we drilled into that but some
of the experiences what are you doing and how do you
reacting to certain situations to taking that opportunity beam self aware but asking for feedback from fathers so
don’t just rely on how you feel you doctor a situation but try to duelist hats and asked others
somehow how how it went for you we also uh… who talked earlier about
truly engaging the human capital community and we have to partner with
them not only to help us build the realm because not many people to talk about
what they’ve been part experience splines you have to bring them to gather and encourage them to get their staff to
be a part of the program so what we do this whole swept past with
the h_i_v_ community and really talk about what week we’re going to
accomplish with the crew and when we came back we also engage the
groups so that we could check-in and see how to create this talent outside of that we also wanted to get
those relationship partners and coaches to gather an all-star so they can ask at the actual of protested what their experiences for life and how
they can better help them as they got through their first year so we try to create a full team effort around these individuals that they can’t
really be successful he everything we did and i talked about
the partner implant carport as we call them that group of
about ten or twenty people uh… and in that those partners hosted calls
individually with their small called fourteen about eight to ten new hires and knackered dot on paul’s and talked about whatever they were
experiencing so as an example how do you study and and get it done all day how do you show up sometimes and feeling
like you’re always on and feeling like i have to perform every
minute of the day we really want to go in high insist listen to my music on a break and how that might be coming off of
virtually unit teaming environments what’s the perspective of your
colleagues so those are the types of things that we
went through and you really reinforce that and hopefully provided them with what they we thought they needed to
be successful uh… i don’t want uh… you think it also i think one of the
things post was operates actually spent unnoticed
all partners letting them know about the experience
i’m sure that he was there for your one everybody was happy to have pictures but he and his leadership what he
decided to deal with sending out artist partners to give them
a perspective on what we try to achieve their cell
i’ll read a little bit i would like to share with you her
recent three-day are importing pilot event in new jersey with our black
campus hires developed by a person’s rory weathers no formal aunty an art diversity team this intense agenda demonstrated how profoundly different
our experiences and perceptions can be at the start of
our careers and drives home the critical importance
of relationship building for coaching contented feedback and what was overwhelmingly describe
this transformation a white the participants as well as the partners leaders and board members in attendance immersion programs designed to give our
plaque professionals the career advice coaching realtime feed back to be successful
client service professionals in the words of one of the staff members i came to work completely different
person today the program helped me to see
opportunities and never sort before and also changed my perspective on the
firm if you know what any staff member that
was invited to attend this event in new jersey please reach out to them and ask them to
tell you about their experiences through park actions and the time we spend with our staff
each of us has the power to change the staff
person’s perception of the firm and ultimately impact they’ll have honor cong and that was leadership as well because that and started more people understanding what you’re
trying to accomplish and rally behind it do we continue to invest in that program i think it’s really evidence because
four years later four percent hasn’t changed but as i mentioned we are
starting to make seeing some senior associate status three years into the organizations that
first group we have quite a few some of which properly promoted to senior so we’re
really proud of their accomplishments but that is what we intended to do some
of the other metrics obviously are around for attention we want to make sure that they’re
getting their credentials as early as possible we can do that cpa number
without them getting sitting studying in passing that exam uh… it takes and requires a lot of
time but for whatever reason we have to
continue on this journey so i don’t wanna talked anymore i wanna at least give you
guys the opportunity to ask you some questions so open it up it’s interesting uh… we first answer questions be a icp a and
industries albrecht they actually have a diversity commission out there and that is working on this
very problem uh… certain members of my team were
actually part of that uh… you know that their are different the area’s at are institutions have been
the schools that we recruit from they also have their own areas of focus and really trying to move and numbers talent howden bring more and attract more but i think eight if we look at the
problem it is bromley and so their outreach titles past are now pass to begin now how to read to convince them that it is an attractive career so that’s the first preston uh… and hopefully this commission is going
to come out with some things i know that ninety degrees the opposite
is here with andrea redeemed she meets with the other big
words so when is definitely something that we’re all trying to work two words but forty years of history that that is going to take some time we did not win question are you starting anything like
this for twenty minutes or any other group when the fed the business case for the
program thinking nine numbers for a black professional still along read
there’s education years today regarding once designed
specifically to meet that business need we do bother we have other milestone
programs that bringing all of our minority groups because that’s where we
see it supply plane ship so at the senior associate level is where we have a program far seniors this it’s because we feel that
that’s another and your careers right now that’s the program uh… but the ongoing peace citizens really
focused on our black professionals today

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