Colbert explains extraordinary steps it took to get a diverse staff

Colbert explains extraordinary steps it took to get a diverse staffColbert explains extraordinary steps it took to get a diverse staffSimply saying you want a diverse staff is not enough to get you one. Just ask Late Show host Stephen Colbert. In an interview with Sopan Deb for TimesTalks, he talked about his naivet with thinking that he could ask for more diverse candidates to apply for his writers room at his previous show The Colbert Report, and that would be enough.I had been very frustrated at the old show about my inability to find diverse candidates for the show, he said about how he thought the usual process would get you the unusual room.Under typical application processes, agents and managers rely on word of mouth and referrals to fill up application pools and get writers to send packets of their best material. But that was not working, so Colbert took his call for diversity one step further.It wasnt until we said, no please, dont send us anyone but women. Because we would say, you know its very important, we want writers of color, we want women, and you would get 150 packets and there would be eight women. And were like, God, thats so frustrating. Until I said no, only women, and then I got 87 women, he said. And I thought, where were ansicht people before? And that was sort of the realization of mynaivet - that its not enough to say you want it.Colbert explains how to go beyond the typical hiring processLate night television comedy is historically a white, male-dominated space at all levels.Ninety-one percent of TV showrunners are white,86% of writers are white and 80% of showrunners are men, according to a UCLA study.Colbert said his call for strictly diverse candidates was an extraordinary step to get an extraordinary room, and that now at his show, half of his writers staff are women or writers of color. But to get the best people at your table, putting in the time and effort to get the best hires should become ordinary. Relying on who you know is not going to give you an inclusive staff, a 2017 PayScale survey proved. The researchers found that job referrals disproportionately help white men and that out of every 100 employees referred, 44 of them will be white men, 22 will be white women, 18 will be men of color and only 16 will be women of color, holding constant industry, location, and other relevant variables.Getting an inclusive staff means going beyond word of mouth and actually putting in the work. You need to go beyond the hiring pipeline of your network.As Shani Hilton, executive editor at BuzzFeed News, explained.Everyone starts with their networks.But maybe your network isnt sufficient.If all youre turning up is white dudes, thats a feature, not a bug, in the system, she said about diverse hiring practices. Look at the sources of your references, beyond your friends and immediate colleagues, and evaluate whether youve done all you can to make sure youre considering a wider variety of backgrounds than, say, whit e guys from different parts of the country.

5 Tips to Help You Manage Millennial Employees

5 Tips to Help You Manage Millennial Employees5 Tips to Help You Manage Millennial EmployeesMillennials generally are described as those born in the 1980s and 1990s, which means the oldest members of the generation- also known as Generation Y- began entering the workforce in the late 1990s and early 2000s. According to the Pew Research Center, Millennials surpassed all other generations in 2016 as the largest portion of the workforce. As of 2017, 56 million members of the workforce were born between 1981 and 1996, compared to Generation X, which accounted for about 53 million, and baby boomers, who accounted for about 41 million. While most generations are connected to certain stereotypes and cliches, its important to remember that employees still are individuals and should not be judged solely on the basis of when they were born. Still, there are some measurable differences in when and how millennials were raised and educated, and understanding these differences can make it easier t o manage them in the workforce. 130 Watch Now 7 Tips for Managing Millennials Make Teamwork a Part of Your Companys Culture One of the changes in approaches to education during the decades when millennials went to school was an increased emphasis on teamwork and group projects. From elementary school through college, it was common for members of this generation to be asked to accomplish tasks as part of a team. By structuring your staff in a way that relies on everyone working together with defined roles, youll be able to take advantage of what might be a strength for some of your younger employees. Take Advantage of Their Electronic Literacy Millennials are the first generation to grow up with the internet as an everyday part of their lives. They are the first to embrace and take advantage of technology that connects people electronically. This experience and knowledge can help expand communication both internally and externally for your firm. Embrace Diversity and Fle xibility Pews research shows that millennials account for more people who identify as multiracial than any other generation. A survey by Deloitte shows that more than 40 percent of millennials expect to leave their jobs within two years and fewer than 30 percent want to be in the saatkorn job for more than five years. The same Deloitte survey shows that millennials value and are most willing to stick with companies that have diverse management teams flexible work environments. Taking advantage of this means building a diverse leadership team and staff in addition to seeking out diverse clients. As well, provide a work environment with opportunities for advancement and new challenges. Focus on Results When technology company Qualtrics did research into millennials it found the perception that the generation is lazy is based on a disconnect between millennials and older generations when it comes to prioritizing structure and processes. While older generations value things like f ixed work schedules and dress codes, millennials are more focused on end results. This means its important to relax the rules a bit. A lot of millennials are hard workers who get results, but to connect with them and retain them, you might have to be willing to live with a more flexible schedule and a less restrictive dress code. Allow Telecommuting or Working Remotely Combine different traits like technological savvy and being results-oriented, and you get employees who are capable of doing good work in ways that werent as easily available to previous generations. Many millennials believe they should have the option to work remotely on occasion or even exclusively as long as they are getting their work done. Be flexible in this regard, and youll have more success attracting and retaining members of this generation.

Evolving Job Descriptions and Titles

Evolving Job Descriptions and TitlesEvolving Job Descriptions and Titles*/Read the infographic text.Evolving Job Descriptions and TitlesThe roles of administrative professionals continue to change and expand. OfficeTeam and the International Association of Administrative Professionals? (IAAP?) surveyed more than 2,200 administrative professionals to find out how accurately their job descriptions, titles and salaries match what theyre doing at work.How important is it to have a job title that accurately reflects your job duties and responsibilities?53% Very important40% Somewhat important6% Not very important1% Not important at allUnique Administrative Job TitlesSome emerging job titles show the growing influence of support staff in the broCHIEF Executive AdministratorDirector of First ImpressionsADMINISTRATIVE CHIEF OF STAFFDirector of AdministrationAdministrative Services ManagerHow accurate do you think your job description is?50% Its an accurate description of the work I do41% Its inaccurate - my job duties have evolved considerably9% Im notlage sure - I cant remember the last time I saw itHow often do you help with something thats outside of your job description?55% Very often32% Somewhat often12% Not very often1% NeverMost Unusual Requests Received at WorkSupport staff are often taking on more than standard administrative tasksOrganize a hula-hoop competition for executive staffPurchase and assemble Christmas trees in seven office locationsFind the missing toolbar at the bottom of someones laptop screenTake care of the offices pet snailsHelp land a helicopter on top of the buildingCall airport security to locate a lost shoeGet a snake out of the womens bathroomWrite a skit about hand-washingTranslate a presentation slide deck from German to EnglishGet a visa to India in two hoursHow do you feel youre being paid in your current job?In many cases, the salaries for administrative professionals arent adding up50% About what you deserve46% Less than what you deserve3% More than what you deserveOFFICE OF THE FUTUREEvolving workplace trends impacting administrative professionalsFor more information on Office of the Future, visit officeteam.com/ootf. 2014 OfficeTeam. A Robert Half Company. An Equal Opportunity Employer M/F/D/V.All referenced trademarks are the property of their respective owners.Source OfficeTeam and IAAP survey of 2,290 administrative professionals in the United States and Canada. Some responses do not total 100 percent due to rounding.