2014 REGIONAL INCLUSION REPORT JOHN HOPE FRANKLIN RECONCILIATION PARK JIM LANGDON, 2014 CHAIR, MOSAIC PUBLISHER, LANGDON PUBLISHING FROM OUR CHAIR As America becomes increasingly diverse and multicultural, it takes all types of talent and many kinds of people to make a successful company. The best companies today realize it is essential that we adapt our businesses toward creating and sustaining high-performing workforces that embrace diversity and inclusion (D&I) and empower all employees to achieve their full potential. Our success in promoting inclusive workplace cultures that value differences, individual respect and professional growth will create our region’s competitive advantage to attract, develop and retain a skilled diverse workforce. community outreach. We held Mosaic’s inaugural Economic Inclusion Forum last October to spotlight 23 companies and organizations within the region for their positive strides and successes in D&I leadership. Mosaic’s mission is to educate, lead and influence businesses on creating diverse and inclusive workforce cultures to enhance their competitive advantage. Our members are committed to advancing the organization’s mission and create actions to assist area businesses in embracing D&I within its practices and policies to engage a broader base of business, innovate and continue to grow in the global economy. The end of 2014 marks a change in leadership of Mosaic as Marilyn Ihloff becomes the chair for 2015 and 2016. As my term as chair ends and leadership rolls to Marilyn it is encouraging that economic support of Mosaic continues to grow. Company benefactors have increased from two in 2013 to nine in 2014 and 12 in 2015. All interested persons are welcome to attend and support the great work of Mosaic at our monthly meetings on the third Tuesday of each month, 8 a.m., at the Dennis R. Neill Equality Center. Mosaic’s mission-centered committees - Membership, Business Services, Communications, and Legislative - work to engage thinking and create actions enabling Mosaic to best serve our mission and grow. One such action was the development of Mosaic’s diverse and inclusive culture survey to identify area businesses operating with CEO commitment, diversity supplier initiatives, diverse people practices, internal policies and We can all be proud the Tulsa Regional Chamber created Mosaic to catapult the Tulsa region into the forefront of diversity and inclusion leadership. The initiative continues to grow and achieve its important mission. JUNETEENTH MURAL AT GREENWOOD CULTURAL CENTER ABOUT MOSAIC Mosaic is the diversity business council of the Tulsa Regional Chamber, repositioned in 2010 to leverage the Tulsa region’s diversity, improve perceptions of our community, and create an inclusive environment enhancing our economic and social climate. Mosaic members represent 140 of the region’s most influential companies, individuals, organizations and boards, all dedicated to Mosaic’s vision to catapult Tulsa into the forefront of diversity and inclusion leadership through sharing best practices, networking and identifying resources to ensure our global competitiveness. Through its endeavors, Mosaic has become both a trailblazer and a beacon in the diversity and inclusion space. Its programming and initiatives are working to propel Tulsa forward by building the business case for diversity and inclusion as a competitive advantage, while fostering conversations and influencing business and legislative decisions for meaningful change. Mosaic is chaired by Jim Langdon of Langdon Publishing. Major financial benefactors include Crafton Tull, Tulsa People and WPX Energy. Supporting sponsors include Bama Companies, Inc., Bank of Oklahoma, Explorer Pipeline, Oklahomans for Equality, Reliant Live and Williams. MOSAIC’S MISSION STATEMENT Mosaic will educate, lead and influence businesses on creating diverse and inclusive workforce cultures to enhance their competitive advantage. MOSAIC’S VISION Mosaic will catapult Tulsa into the forefront of diversity & inclusion leadership. 2013 & 2014 ACCOMPLISHMENTS »» 237 members – 112 new members »» 136 companies or organizations represented »» 9 current or former chamber board members »» 3 active board members »» 3 active TYPros leadership team members »» Added “diverse” business owner to Chamber’s membership directory categories to support diversity supplier initiatives »» Launched Mosaic’s Top Inclusive Workplace Cultures Survey in 2013 »» Recognized our top inclusive cultures at Mosaic’s inaugural Economic Inclusion Forum in 2013 »» Validated Mosaic’s 2013 survey with TCC’s Director of Planning & Institutional Research and updated 2014 survey based on recommendations for creating better measurement of survey answers. »» Joined DiversityInc in 2014 »» Tulsa delegation attended DiversityInc Best Practice conference in New York City in 2014 »» Mosaic received 2014 Association of Fundraising Professionals inaugural Outstanding Diversity & Inclusion in Philanthropy Award »» ACCE’s 2014 Diversity & Inclusion Fellowship awarded to Mosaic’s Executive Director in 2014 »» Tulsa Regional Diversity & Inclusion Month logo and narrative created in 2014 »» 2014 Mosaic Hiring Event »» 2014 Mosaic Lunch & Learns 2014 MOSAIC SURVEY HIGHLIGHTS The Business Services Committee partnered with Tulsa Community College to conduct the 2014 Mosaic diversity survey to gather baseline information about inclusion efforts within regional companies. Below are a few snapshots from the survey results. Thank you to all who participated. Does your company/organization have a policy and commitment to supplier diversity? 28% YES 72% NO Our CEO visually supports and values our company/organization’s diversity and inclusion work. STRONGLY AGREE 64% AGREE 16% NEITHER AGREE OR DISAGREE 19% DISAGREE 1% STRONGLY DISAGREE 0% WHAT’S NEXT? powered by the tulsa regional chamber 31 COMPANIES HAVE MADE CHANGES SINCE 2013 SURVEY This survey serves a variety of purposes including setting a benchmark for us to measure against in the future. We are also using survey results to guide Mosaic over the next year and ensure we are providing the best resources for the region’s businesses and organizations. LOOKING BACK TO 2013 53% YES 32% No 15% Other LOOKING BACK TO 2013 CEO/local senior management team values diversity programs, policies and/or practices? 71% highly value 20% Value 5% somewhat value 3% don’t know 1% doesn’t value SUPPORTING DIVERSITY AND EQUALITY 2013 – 56% of responding companies had internal policies that provide equity and support diverse employees 2014 – 63% of responding companies has internal policies that provide equity and support for our diverse employees including advocacy above and beyond affirmative action and EEO requirements. 60% 84 of the 139 (or 60%) companies who opened the survey responded. DEVELOPING AND PROMOTING 2013 – 77.2% of respondents had a policy or practice to recruit hire, train, develop and promote diverse candidates 2014 – 79% of respondents had a practice of recruiting, hiring, developing and promoting diverse candidates. More than 41,000 employees are represented by the companies who participated in the survey. MOSAIC 2014 DIVERSITY SURVEY FACILITATED BY 2014 IN ★★★★ FOUR STAR SCORES ★★★★★ FIVE STAR SCORES 2014 TOP INCLUSIVE WORKPLACE CULTURES CL USI ULT VE W O R K P L AC E C UR E COMPANY NAME INDUSTRY OK EES FIVE KEY METRICS American Airlines Transportation 7,000 Mosaic’s five key metrics were identified through extensive research of programs across the U.S. and internationally. The five key areas identified through studying best practices and other diversity and inclusion assessments are the foundation for Mosaic’s program of work and identifying our top inclusive cultures. Baker Hughes Energy 300 Bama Companies, Inc. Manufacturing 960 Blue Cross Blue Shield of Oklahoma Health Insurance CAP Tulsa Nonprofit 1,108 581 Enterprise Holdings Customer Service HP Enterprise Services Data Processing 480 Oklahomans for Equality Nonprofit 4 Risha Grant LLC Marketing/PR 4 Spirit AeroSystems Aerospace 800+ 3,026 Tulsa's Young Professionals Nonprofit Verizon Communications 2 ITT Tech Education 50 John Hope Franklin Center for Reconciliation Nonprofit 2 Key Personnel Staffing 1,200 600 Northeastern State University Education ONE Gas Energy 1,500 300 ONEOK Inc. Energy 1,800 SMG Tulsa Hospitality 575 Tulsa Community College Education 1,488 Tulsa Global Alliance Nonprofit 3 Tulsa Public Schools Education 7,000 Williams Energy 1,051 CEO COMMITMENT - visual and vocal commitment to diversity and inclusion work, including D&I statement on company website. DIVERSITY SUPPLIER POLICIES - written diversity supplier statement, policies and procedures including links to program on their company website. PEOPLE - recruit, train develop, support and promote diverse candidates and employees. INTERNAL POLICY - supports and creates equity for full employment base, race, religion sexual orientation, etc. COMMUNITY OUTREACH - publicly supports diverse groups, organizations and programs in their community and region. MOVING THE NEEDLE Last year we asked “what can you do now?” Armed with best practices shared by Mosaic, Bama Companies, Inc. and Union Public Schools set out to make positive changes in recruitment techniques and in diversity and inclusion policies. These mini case studies are two prime examples of how Mosaic is fulfilling its mission by educating, leading and influencing change in our region. MABEL B. LITTLE HERITAGE HOUSE BAMA COMPANIES, INC. UNION PUBLIC SCHOOLS At Bama, we go beyond understanding and accepting our differences. We appreciate and leverage those differences to ensure every team member has the opportunity to reach their full potential personally and professionally. This generates a mindset and culture where people live the Bama mission: “People Helping People be Successful.” At Union Public Schools, the faculty and staff believe that a culture of inclusivity and connectedness for all 16,000 students is key to maximizing student potential. The mission of “100% graduation, college and career ready” removes barriers so every student has access to the vast curriculum options, fine arts, athletics offerings, and the wealth of clubs and activities that promote strong relationships among peers and school. Diversity and inclusion is a cornerstone of our Organizational Development System and our business processes. We demonstrate this by committing to the following: inclusive talent pipeline practices including identifying non-traditional talent pipeline models like Women In Recovery, equitable talent development, CEO and Leadership commitment to diversity, and supplier diversity statement and practices. In the last 12 months, Bama has reviewed our diversity programs and made these changes to reflect our commitment to diversity and inclusion in the workplace: »» Updated our policies to reflect in word the actions we were already practicing in “People Helping People be Successful.” »» Revised and published our team member and supplier diversity statement. »» Implemented diversity and education training for our management team. »» Provided additional benefits under our EEOC guidelines. »» Added LGBTQ protection clause to our policy manual. »» Added domestic partner benefits. Bama recognizes that it will be a long journey for our inclusion initiatives to become best in class. Due to our CEO’s passion, we have made a commitment to be focused and intentional in this work. We continue to ensure inclusion within Bama’s environment and also support employees in community roles that create an inclusive business climate in Tulsa and around the world. Under the direction of Superintendent Dr. Kirt Hartzler, the district intentionally implemented diversity and inclusion strategies within its strategic plan for 20142018. The district’s leadership began attending Mosaic meetings and utilized the Mosaic network and resources to strengthen its commitment to inclusive hiring practices. Since embracing the strategies and making diversity and inclusion a key component of its goals and strategic plan, the school district has: »» Recruited a more diverse faculty and staff to mirror the makeup of the student body. »» Placed a stronger focus on indicators that measure progress toward excellence and equity. »» Experienced a rise in achievement in the classroom and widespread participation in extracurricular activities. »» Record number of students are taking advantage of the 20 Advanced Placement classes and nine college courses offered on the high school campus. »» Experienced lowest dropout rates in over a decade. »» Added a student-led group, the College and Career Crew, giving 9-12th grade students the chance to return to their neighborhood schools to provide younger students with the information and motivation to be “college and career ready.” »» 11 National Merit Scholars or Commended Scholars, and two students received the College Board’s Hispanic Scholar designation 2014-2015. Though there is still work to be done, Union Public Schools has made enormous strides in recognizing and embracing its diverse population. The district truly sees its growing diversity as a strength - and so do its students. DEMOGRAPHICS PROJECTED U.S. POPULATION GROWTH 2010 -2050 1% 56% 142% 167% White Black Asian Hispanic 1 in 9 OKLAHOMANS ARE LATINO OR ASIAN The Latino share of Oklahoma's population grew from 2.7% in 1990, to 5.2% in 2000, to 9.2% (or 347,623 people) in 2011. The Asian share of the population grew from 1.0% in 1990, to 1.4% in 2000, to 1.7% (or 65,513 people) in 2011, according to the U.S. Census Bureau. CITIZENSHIP AMONG OKLAHOMA CHILDREN 92.7% 94.2% LATINO FAMILIES ASIAN FAMILIES LATINO BUYING POWER In 2009, 94.2% of children in Asian families in Oklahoma were U.S. citizens, as were 92.7% of children in Latino families. $7.2 billion Oklahoma's 7,663 Latino-owned businesses had sales and receipts of $1.7 billion and employed 8,940 people in 2007, the last year for which data is available. ASIAN BUYING POWER Oklahoma's 6,736 Asian-owned businesses had sales and receipts of $1.8 billion and employed 15,673 people in 2007, according to the U.S. Census Bureau's Survey of Business Owners. an increase of 907.4% since 1990. $2.9 billion an increase of 587.3% since 1990. In Oklahoma, 31.7% of foreign-born persons who were naturalized U.S. citizens in 2011 had a bachelor's or higher degree, compared to 13.7% of noncitizens. At the same time, only 22.1% of naturalized citizens lacked a high-school diploma, compared to 50.6% of noncitizens. MOSAIC LEADERSHIP Jim Langdon, 2014 Chair, Langdon Publishing Marilyn Ihloff, 2015 Chair, Ihloff Salon MOSAIC COMMITTEE CHAIRS Alaina Jones, Mosaic Communications Committee Isaac Rocha, Mosaic Business Services Committee Shane Fernandez, Mosaic Legislative Committee Derek Gates & Robert Babcock, Mosaic Membership Committee MOSAIC MEMBERS Accounting Principals Girl Scouts of Eastern Oklahoma Northeastern State University-Broken Arrow Teri Aulph Consulting American StaffCorp Aquavita Creative GOSA.TV OCOSA Communication, LLC Arvest Bank Greenwood Chamber The Oklahoma Center for Community and Justice Baker Hughes Hmong American Association of Oklahoma, Inc. OK National Hispanic Christian Leadership Conference Hogan Taylor Oklahoma Baptist University HP Enterprise Services Oklahoma Center for NonProfits Bama Companies, Inc. Bank of Oklahoma Better Way to Wealth Blue Cross Blue Shield of Oklahoma Hyatt Regency Tulsa IHelpTulsa.Com BlueView Ihloff Salon and Spa Brady Arts District IMWell Health, LLC Brickhugger LLC Indian Health Care Resource Center Bronco Manufacturing Building Excellent Schools Camp Fire Tulsa CAP Tulsa Capital One Celebrating Difference, LLC Cherokee Nation Entertainment Oklahoma Policy Institute Oklahomans for Equality ONE Gas ONEOK Inc. Osage Casinos Indo-American Chamber of Commerce (IACCO) P&R supply & company ITT Tech Phillips Theological Seminary J. Hale & Associates, LLC Pine Hill Consulting Jenkins Consulting Group Pollard & Associates John Hope Center for Reconciliation Reliant Pancho Anaya KSS Fuels Residential Title & Escrow Services Inc. LaMode Quality Cleaners Resume Writers’ Inc Langston University RGP Commerce Bank Legal Aid Services of Oklahoma, Inc. Risha Grant LLC Crafton Tull Legal Shield D. W. Gates Engineering Saint Francis Health System Linde Process Plants DirectConnect Samson Resources McGee Enterprises Inc. Dollar Thrifty Schnake Turnbo Frank Mental Health Association in Tulsa Scott McCoy Insurance Chinowth & Cowen Realtors City of Tulsa College Bound Academy EduRec Esteem Community Development MetLife Rural Enterprises Selser Schaefer Architects Socialvention EverMore Services, LLC Metropolitan Tulsa Urban League Explorer Pipeline Mill Creek Lumber & Supply Steven Michael’s Photography Federal Deposit Insurance Corporation Morgan Stanley Wealth Management T.D. Williamson, Inc TARC Freedom to Marry Morton Investigations Tate Law Firm GARBA Event Designs New York Life Insurance Company Teach For America NORDAM Tedford Insurance Gatesway Foundation Gateway Market State Farm TEDC The Insurance Crew The Persimmon Group The Q4 Group The Working Staff TriArch Tulsa Camp Fire Tulsa Community College Tulsa Community CollegeHispanic Student Association Tulsa Global Alliance Tulsa Hispanic Chamber Tulsa Historical Society Tulsa Police Department Tulsa Public Schools Tulsa Regional Chamber Tulsa Tech Tulsa World TulsaPeople Tulsa’s Young Professionals Tyler Media U.S. Cellular Union Public Schools University of Oklahoma Wayman Tisdale Specialty Health Clinic University of Oklahoma-Tulsa University of Tulsa Up With Trees US Cellular Wells Fargo Williams Workforce Tulsa WPX Energy YWCA Tulsa Zaida Kepford Language Skills Mosaic Benefactors Mosaic Supporting Sponsors Bama Companies, Inc. Bank of Oklahoma Explorer Pipeline Oklahomans for Equality One West Third Street, Suite 100 Tulsa, OK 74103 TulsaChamber.com Reliant Live Williams
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