Gap Identified: Internal Employee Mobility

A journey of discovery and creation. I noticed a pattern, then conducted informal interviews, identified the root cause, and then ideated a solution. From cultivating key leadership buy-in, generating excitement, and garnering communal participation & support.

My Role: Lead UX Researcher, Ideator, Product Manager

Client(s): New York City Department of Education

Collaborator(s): B.L.E.N.D. ERG members, Hiring Managers, Senior & Executive Leadership

Timeline: Year 1: January 2018 - March 2018, Year 2: November 2018 - April 2019

Overview

I noticed a pattern and from it arose this question: why do freelancers or consultants that are Black or Brown rarely transition into full-time roles within the organization?

This case study covers the first and second Career Development Weeks which I ideated and implemented and then iterated on for the second year based on customer feedback. This was a collaborative process between other members of the Black & Latino/a Employee Networking and Development (BLEND) employee resource group (ERG), hiring managers, senior leadership, and executive leadership from the Division of Human Capital.

Discovery & Understand

User Interviews | Root Cause Analysis | Brainstorm

Through conducting interviews with freelancers, consultants, employees that had transitioned into full-time roles, and hiring managers, I identified that there was a gap in how employees of color were able to transition. The following questions were based on statements that were recurring throughout the interviews and part of the root cause analysis. They would become the basis of my ideation.

How can we ensure that people of color learn more about how to navigate their careers within the DOE?
How can we increase knowledge & understanding regarding civil service exams & titles?
How can we ensure that employees of color have access & information to opportunities regarding resources & roles (outside of school-based roles) within the NYC Department of Education?
How can we ensure that hiring managers reach out to a diverse candidate pool other than those based on affinity bias?

From there a brainstorm session was held to identify ways in which these questions could be answered. What arose was an outline of a week of workshops, one-on-one resume reviews, culminating in a Career Pathways & Resources Fair. This was then given the name Career Development Week. A proposal was drafted and as members we identified which stakeholders we had relationships with and who would be the best to pitch the idea in order to gain approval.

"What can you do as a consultant to get hired properly within the DOE? Especially under a shift of Chancellors, how do you navigate openings? It seems that all of the posted positions already have internal candidates earmarked for them. How does anyone actually get hired by the DOE?" ~Interviewee

Screenshot of a Google form for volunteers to sign up to be a career coach

Screenshot of a google form for a person to submit resume and answer what their needs are for a care

Describe your image

Screenshot of a bingo card tailored for career skills

Describe your image

Screenshot of a Google form for volunteers to sign up to be a career coach

1/4

Surveys | Synthesizing | Personalization

Design

I devised a survey to solicit input from employees on what types of questions they'd like answered if events such as a career panel, civil service workshop, resume advisement were to occur. That information would later be synthesized to develop the programming and as foundational questions for the career panels.

Strategy:

Conduct a Career Development Week to allow employees to learn from & meet various senior leaders to learn how they've navigated the DOE
Offer opportunities for employees to meet & discuss with someone how to improve their appeal as a candidate through resume reviews & career conversations
Career & Pathways Resources Fair for candidates to learn more about internal roles, opportunities & internal roles

"I would like to know what advice the panel can provide regarding seeking out opportunities for growth and mentorship . As a Black Man, I rarely see any Black Men in leadership positions at the DOE, and it's been very discouraging to know that the opportunities for people who look like me in this organization are few and far between." ~ Survey Respondent

Build Process

After approval was secured through Human Capital, I designed the marketing materials, surveys (sign-up for attendance & volunteering, and feedback surveys), co-drafted daily newsletters, and coordinated logistics (securing rooms, etc). We then collaboratively reached out to our various connections to personally secure investment and support of the project.

Both years:

Toolkits were compiled for attendees.
- Year one's toolkit contained information
- Year two's toolkit contained resources on resume building and the DoE's stance on diversity & inclusion in the workplace.
Feedback was requested from volunteers and table hosts on the ease of the process
Feedback was requested from attendees on their experience, the value, ease of the process
Volunteers that were career coaches or resume advisors received in-the moment feedback from in order to tailor their approaches for upcoming interactions

Tools used:

Microsoft Planner, Outlook
Google forms, Drive, Sheets
SignUpGenius

Testing, Iteration, & Implementation

Year Two:

Partnered with external stakeholders such as local community colleges, banking & pension agencies, and school-based organizations

Offered the following Career Informational Sessions (workshops):

Interrogating & Dismantling Inequity & Networking Mixer
Combatting Inequities within the Workplace: Strategies & Tips
All Women/Femme's Panel
All Men's Panel

Career Coaching:

Employees had the opportunity to sign-up for 45-minute career conversations from 25 mid to. senior leader level employees across departments and physical office locations that volunteered to serve as coaches
A volunteer certified as an executive coach-led two "training sessions" for the 25 volunteers

Newsletters:

"Good Morning Renae, I just completed the survey, but l felt compelled to email you additional commentary because the event was exceptionally good. This event has me seeing things differently. The speakers' and panelists' perspectives on the different issues were very empowering. The speakers further reinforced what l have become cognizant of: the DOE is sincerely committed to our shared mission of assisting and guiding families and communities in ensuring that all New York City children DESERVE a high-quality educational experience. I would love to be on your email list for upcoming future events. Thank you so much for your efforts."

Outcomes & Reflections

Business Outcomes:

Increased visibility of various departments (minimizing silos)
Increased internal diversity of internal applicants via a byproduct of the creation of an internal job board managed by me
700+ employees volunteered and/or attended events in year 1
1200+ employees volunteered and/or attended events in year 2

User Outcomes:

Employees have expressed an overwhelming appreciation for these offerings and a desire to increase the frequency
Volunteer employees have expressed satisfaction in seeing the immediate impact of their work & how it connects to the larger mission & vision of the DOE
100+ employees benefited from resume advisement in year 1
100+ employees benefited from career coaching in year

Challenges:

Limited resources to increase frequency due to programming being volunteer-based
Long-term tracking of impact (how many employees subsequently applied, hired, etc.) is difficult as I am not an HR manager and not privy to said information; would need to be a way for hiring managers to self-volunteer information

Reflections:

Newsletter: Sympathy vs Empathy Dec. 2019

WHAT PEOPLE SAY

Attendee

I’ve worked at the DOE for a long time, nine years, and this has never happened. It’s absolutely necessary for people, especially those of color, to be able to talk to others and find out information. How are we to navigate our path if the information isn’t offered up?

Resume Advisor

Hi, Renae, The six participants assigned to me were all very appreciative and enthusiastic, and it was a pleasure to meet with all of them! I informed them that I would be happy to review their revised resumes (once!) after they made revisions. Thanks for putting it all together,

Career Coach

Renae is such a gift to us all.