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Doing it in "non traditional/typical" spaces...ie: high schools.  Exposing people to this path (karen)

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University programs/grad programs, etc. desperate for topics and companies to study as part of research, field research, etc. (Kimberly allen)

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Seeing same issues and efforts being seen across sectors (ie: NPR piece on FBIs efforts) - "connections"/how to reach out to create those connections while potential BIPOC/other staffer in college, via internships or mentoring? (Shannon Mora)

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External awareness of NORC of NORC + onramps for others

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External awareness of NORC of NORC + onramps for others

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I had never heard of NORC before in my initial career. 1. Can we do more to let more people know about NORC more broadly and the work we do? 2. Local/small scholarships for schools for on-ramps to opportunity (Lori)

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was just going to ask if Chicago University offers any scholarships on behalf of NORC.

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Recruiting - field staff as "NORC ambassadors" 

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Recruiting - field staff as "NORC ambassadors" 

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Wondering if there has been any consideration of leveraging already existing field employees as ambasadorial or recruiting contacts in communities where they are already functioning.  Extra training...extra outreach...from existing intermittent employees (Natalie Taylor)

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Take ownership of matching intermittent staff to other existing potential projects before laying off when a project is complete. Current process puts the onus on the employee to “find” and “apply” to another position.

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We could  start local scholarships with employee contributions  as a team building project.

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Make it easy to recruit internal or intermittent talent. Match staff to other project needs.

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1-J!  comprehensive and equitable DREI training and development plan.

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1-J!  comprehensive and equitable DREI training and development plan.

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I am very interested in supporting and participating on this, how can I help? (Wesley Williams)

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I would love to contribute to this. My contact information is Susan Pachikara, pachikara-susan@norc.org

Many thanks!
Susan

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I would like to work with recruiting and help reach some of the new communities and non traditional ones.  Karen Anderson

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When we are putting so much emphasis on (ie:) our talent pipeline, how do we be sure that the "non-minority"/dominant culture members are not left out of training opportunities?

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What is the pipeline currently for talent at NORC?

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Prof dev opportunities at all staff levels!

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Prof dev opportunities at all staff levels!

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Glad to see this being implemented, as this is not always the case in organizations; shows a level of inclusion.

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Can you tells more about that please?

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1-L DREI as performance measure for management

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1-L DREI as performance measure for management

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Buy in at all levels is important, and important for those with influence on teams/culture to be on-board with this framework and initiative

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During GPS season, employees are asked to pick 3-5 colleagues to evaluate their performance. Since someone can choose, there is no current mechanism to gather feedback from all project team members, rather than a select few.

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Appropriate Considerations for Weight of Exit Surveys

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Appropriate Considerations for Weight of Exit Surveys

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More specifically, I see a challenge will be easily encountered if weight isn't distributed in favor of exit feedback from individuals who are leaving on certain terms versus others (e.g. having received a favorable employment offer outside of the organization and/or not pending the receipt of a reference letter). More so, I believe it is necessary to have a standard/matrix in place to properly assess exit surveys based on the known circumstances of the exit.

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This is a wonderful idea that can easily be lost or not prioritized. It can be difficult to find the talent and providing opportunities from within the organization is critical.

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Talent Pipeline and Springboard Positions Evaluation

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Talent Pipeline and Springboard Positions Evaluation

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Putting emphasis on 1C and 1N--I believe these two actions along with other actions (such as 1D--just putting the NORC name out as a funder/supporter) will be monumental when it comes to providing equity pre-funnel (i.e. in advance of the currently observable employment practices and retention findings). If there is emphasis put on ensuring individuals are aware of an option that leads to jobs within NORC as well as understanding a proper course with the greatest likelihood of meeting long term goals (as a compass) when within NORC is more significant than I can express in words.

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exciting to be thinking of our impact on equity work already happening in communities we work in, and to support it

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internships are great for giving people exposure and access, glad to see this implemented/in the strategy

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Glad to see this as it is not a common thing, and curious to see what information we eventually glean from those

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Great idea, and looking forward to training around that for those who do not yet know how to implement

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Would love to keep thinking/learning/listening

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Would love to keep thinking/learning/listening

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I am very excited about the stay interviews as a way to balance what we understand about why people leave. And how to listen to the insight and perspective of folks who have chosen to remain and NORC - what keeps them here is very important. I'd love to assist in thinking through this process!

And second, I think the questions around how to support local community work/racial equity in the places where NORC has a footprint is super interesting and very significant. Would love to be part of that brainstorming process as well. (Jenny Seelig)

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1-L DREI measures in performance reviews

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1-L DREI measures in performance reviews

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adding this into performance evals will provide both direction and accountability for our improvement and growth

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Searchable all-staff talent data base!, glad to see it. How will it be used?

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is this a trained position/speciality within recruiting practices?

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Hilliard-Nancy@norc.org
Recruiting, translation