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Welcome to the CHRA Diversity and Inclusion Web site
HISTORY OF CHRA DIVERSITY and INCLUSION COMMITTEE: The Diversity and Inclusion Committee was established to oversee the management of the annual James W. Rouse Excellence in Diversity Awards Program. The Diversity Awards Program, originated by the CHRA, awards member organizations on an annual basis who exemplify world-class leadership in their efforts to promote diversity through programs and initiatives. The Diversity and Inclusion Committee, under its current leadership of Susan Summers, has broaden the scope of its mission to promote diversity by acting as a resource to share information, resources, and opportunities.
The CHRA Diversity and Inclusion Committee, is a professional group open to diversity practitioners, consultants, students and affiliated businesses who support the goals of diversity of the Chesapeake Human Resources Association (CHRA). The Diversity and Inclusion Committee sponsors the annual CHRA James W. Rouse Diversity Awards Program, which recognizes the accomplishments of organizations in the field of diversity. In addition, the Committee’s goals are to provide Human Resources practitioners a vessel to share information, resources, and opportunities in the area of diversity to further strengthen their skills and expertise. Current Committee members are drawn from the CHRA membership, and from all aspects of the Human Resources field: employment, employee relations, organizational development, training, benefits, compensation, labor relations, work and family programs, EEO/AAP, employee assistance and human resources information systems. Other professionals are invited to join and expand their expertise in the various Diversity areas. The Diversity and Inclusion Committee shares a vision of the Chesapeake Human Resources Association, (CHRA) as a premier human resources membership and networking organization that mirrors the customers it’s members serve. To introduce and maintain quality and informative programs and information sharing that will increase awareness, further educate and recognize the value of diversity in its members and customers.
Diversity and Inclusion Committee CHRA Diversity and Inclusion Committee Membership
CALL
FOR NOMINATIONS
The Chesapeake Human Resources Association Announces
the 2008 James
W. Rouse Diversity Award
Has your organization developed some innovative
Would you like to receive peer recognition for your diversity efforts and accomplishments? The James W. Rouse Diversity Award The CHRA Board of Directors established this Award in 1996 to honor the late James W. Rouse, whose vision of building a better way to live and work through diversity was embodied in the many urban redevelopment programs for which he is nationally known. This Award is presented annually to CHRA member organizations in recognition for their creative and innovative strategies that are in place to promote and advance the concept and spirit of diversity and inclusion. · Any organization represented as a CHRA member is eligible for nomination. CHRA members may nominate their own employers or any other CHRA member organization. · Previous award winners are eligible to be re-nominated after five years.
For
purposes of the award selection process, diversity and inclusion initiatives
are defined as organizational programs, activities and efforts designed
to promote and embrace the many differences in people and society, which
includes race and ethnic origin, gender, physical abilities, religious
beliefs, age, education, sexual orientation and/or other perceived differences.
Applicants must address as many of the following areas as possible:
Examples of winning initiatives include: Accountability
Recruitment and Retention v Innovative programs or initiatives designed to attract, select, promote and retain qualified minorities, women, and differently-abled individuals in the workforce. Training and Development vSpecial efforts in place to prepare and develop minorities, women, and/or differently-abled individuals for senior level positions, examples include mentoring, career coaching and counseling, formalized succession planning and/or employee-sponsored professional networks. vOrganizational development and training programs in place for minorities, women, and/or differently-abled individuals to excel at management levels. vAvailable diversity training to educate, sensitize and familiarize employees at all levels of the many differences and similarities in our society. vEducational opportunities and programs available to motivate, encourage and support minorities, women and others in achieving higher educational degrees, certificates, etc., both technical and non-technical fields. v¢ Community-based outreach programs and efforts, which promote diversity through the participation of minorities, women and others. Work-Life v Initiatives that demonstrate the importance of cultivating an environment that supports balance of work, life and family responsibilities.
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