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Diversity Council

Diverse group of many types of professionals

Diversity Chair

Richard Brown
Director, Human Resources, Citizen
Potawatomi Nation

OKHR Focus Area and Goals

  • Awareness/ Alignment- Share best practice from SHRM and the local chapters. We will build a diversity/inclusion page and blog on the OK State HR Council website
  • Support- Find ways to engage, reward and motivate each other
  • Be Resources to Provide ideas for Diversity training and Inclusion for Oklahoma Employers

SHRM's Emphasis

While SHRM remains dedicated to addressing all kinds of Diversity issues, including race, ethnicity, gender, sexual orientation & gender identity, religion & spirituality, disability, culture, and more – certain topics receive special emphasis depending on the current state of the global marketplace. In 2012, three such areas will be:

  • VETERANS’ EMPLOYMENT: With the recent end of combat operations in Iraq and a commitment to continue to draw down in Afghanistan, the number of veterans (including combat veterans) seeking jobs in the civilian market will continue to increase. Civilian organizations are often full of good intentions, but uninformed and ill-equipped to be truly inclusive of former servicemembers in their work environments. It is HR’s job to make this transition work – for the veterans, for their colleagues, and for their employers.
  • WORKPLACE FLEXIBILITY: As technology advances and priorities shift, today’s employee sees many options in terms of where, how, and when to do work. Organizations who limit those options do so at their own risk. SHRM believes that workplace flexibility programs must benefit both employer and employee in order to be truly effective – but oftentimes, the employer side of the equation is much more rigid in its thinking, and risks losing the most talented employees, who have the ability to find a flexible work environment that enables them to work happier and more productively. HR has a responsibility to bring their organizations into the 21st century around this emerging trend.
  • GLOBAL CULTURAL COMPETENCE: Nowadays, there are only two kinds of organizations: Global, and Pre-Global. While political borders still hold great sway in matters of politics, they have little effect on the working of the global marketplace, evidenced by a recent global recession that was triggered by a domestic housing crisis, and a looming “double-dip” global recession that could be triggered by the European debt crisis. More and more organizations are going global, and doing so requires the cultural competence to work and communicate effectively across national borders. Where a competency gap exists, it is HR’s job to fill it, and SHRM can help you with this.


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