Employee Experience: Diverse Workforce

Recruit, Develop, and Retain a Diverse Workforce

As an industry leader, we recruit, develop, and retain our most important assets – our employees.

Results (as of 6/30 each year)*

Women

​Year ​Executives ​Managers ​Workforce ​Hires Promotions​ Terms
​2012: ​41.54% ​69.94% ​73.95% ​72.63% ​75.11% ​74.83%
​2013: ​43.19% ​69.25% ​73.82% ​72.90% ​75.28% ​75.55%
​2014: ​41.70% ​68.83% ​73.55% ​70.60% ​72.67% ​76.69%

People of Color

​Year ​Executives ​Managers ​Workforce ​Hires ​Promotions Terms​
​2012: 4.92%​ 5.11%​ 14.48%​ 21.20%​ 15.03%​ 20.50%​
​2013: 5.98%​ 5.19%​ 14.68%​ 21.99%​ 14.96%​ 20.47%​
​2014: 7.11%​ 5.39%​ 14.93%​ 22.57%​ 16.06%​ 20.80%​

*See the CFEI Annual Report for more details

Our focus on the employee experience extends to all interactions with candidates and employees throughout their careers at UPMC. We recognize an inclusive workplace and a commitment to diversity in talent management practices are critical in recruiting, developing, and retaining a diverse workforce. We encourage UPMC employees to build diverse relationships, as well as support diverse professional and student organizations. We have also introduced programs that specifically encourage leadership interactions with diverse internal talent and external candidates.

In order to expose UPMC hiring managers to qualified diverse candidates for key roles, the Talent Acquisition team develops inclusive candidate slates for all management openings that are available for external recruitment. All positions in the management pay bands qualify. New this year, the hiring team will interview at least one person of color for these roles. There are no hiring requirements, but rather a commitment to consider a diverse candidate slate.

Workforce Initiatives

Talent Scout

The program engages UPMC Leadership and top talent to source external diverse talent during their professional interactions. Talent Scouts are provided with the training, tools, and marketing materials to engage with potential passive candidates with whom they interact at national conferences, fundraisers, award banquets and local networking events, through social media, and within professional associations. After identifying talent and determining that the individuals are interested in UPMC, the Talent Scouts then share the candidate information with the Talent Acquisition Team for follow up and tracking. Identified candidates are invited to interview for current vacancies and participate in a Leadership Exchange.

Leadership Exchange

The leadership exchange program encourages division leaders to develop relationships with diverse internal and external, high-potential talent. Potential candidates, identified during the Talent Management Review process or through Talent Scout, are offered opportunities to interact with UPMC leaders for networking purposes. The Exchange also offers the division leaders an opportunity to assess skills and competencies for positions within their divisions. The program exposes talent to UPMC leaders through both formal and informal activities, sponsorships, conferences, one-on-one meetings, lunches, or dinners.

Stay Interviews

Structured Stay Interviews can help reduce employee turnover rates, especially for high performing employees. During these interviews, employees discuss what energizes and de-energizes them in their current roles, as well as help us better understand their career goals and the support needed to achieve them. The Center for Engagement and Inclusion encourages HR leadership to conduct Stay Interviews with members of our Employee Resource Groups (ERGs) at least once a year and engage an ERG, as appropriate, in the Leadership Exchange.

Career Ladders

Career Ladders are designed to help employees understand the pathways to advancement and to offer professional development. The ladder is a merit-based advancement system whereby employees can be promoted based on their skill development and performance in their current roles. Our goal is to provide the framework for employees to succeed in their careers with a focus on roles with a high percentage of diverse employees.

Student Opportunities

While UPMC is already recognized for its outstanding clinical opportunities for medical students, we also have non-clinical internships and entry level jobs for college students and recent graduates. In an effort to support a diverse student pipeline, we have developed strategic relationships with diverse student campus organizations, sororities, fraternities, and historically black colleges and universities.

Student opportunities include:

  • Administrative Fellowship Program
  • Children’s Hospital of Pittsburgh of UPMC Student Research Training Program
  • Finance Management Rotation Program
  • Information Services Division Rotation Program
  • Patient and Family Centered Care (PFCC) Internship Program
  • Summer Associates Program
  • Summer Residency Internship
  • Summer Student Nurse Internship
  • UPMC Pharmacy Internship Program

Workforce Development

In 2009, UPMC’s Center for Engagement and Inclusion launched the Workforce Development Initiative to collectively address community workforce needs throughout western Pennsylvania.

We established the following goals:

  • Explore the impact of health care industry trends on workforce needs
  • Improve community members’ employability in health care
  • Share community partner best practices
  • Create equitable access for community partners to opportunities at UPMC

Today, Workforce Development is managed thru UPMC’s Talent Acquisition Team.

Contact the Center for Engagement and Inclusion

Forbes Tower, Suite 11070
3600 Meyran Ave.
Pittsburgh, PA 15213

412-605-3091

Fill out the form on our Contact page.

 

Resources:

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