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For #Juneteenth 
, I want to continue the conversation about how to transform the desire for more diversity and inclusion in the #turfgrass industry into actionable items. 
(1/11)
, I want to continue the conversation about how to transform the desire for more diversity and inclusion in the #turfgrass industry into actionable items. (1/11)
Iâll use this article as a framework for the conversation: https://twitter.com/JamesHempfling/status/1272954923047510016?s=20. (2/11)
Why is it important to have a diverse and inclusive workforce? In 25 years, people of color will compromise the majority of the US population. Workforces need to match the changing population. https://www.brookings.edu/blog/the-avenue/2018/03/14/the-us-will-become-minority-white-in-2045-census-projects/ (3/11)
Among the many benefits, research shows that more diverse workforces are 33% more likely to financially outperform their less diverse counterparts. https://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversity (4/11)
Golfâs reputation as a primarily white sport has made it difficult to engage, recruit, and retain talent from underrepresented communities. https://www.reuters.com/article/us-golf-pgachamp-diversity/diversity-remains-golfs-biggest-challenge-says-pga-of-america-ceo-idUSKBN1KT2OE (5/11)
A survey conducted by Jopwell and the PGA found that lack of awareness and access to industry contacts were barriers for people of color applying to jobs in golf. (6/11)
Based on the survey data, the PGA and Jopwell developed actionable steps for improving accessibility, increasing awareness, and creating systems of accountability. (7/11)
Step 1. Improve accessibility: identify barriers and break them down to ensure diverse candidates can enter work force. Actions: (8/11)
Step 2. Increase awareness: what opportunities exist? How can we share the stories of current diverse employees and how they navigated their careers? Actions: (9/11)
Step 3: Create systems of accountability: effectively communicate your goals and create a process to monitor progress. Actions: (10/11)
The lessons learned from the PGA x Jopwell case study provide a great model for breaking barriers to entry and inviting people of all backgrounds to explore opportunities in the #turfgrass industry. Please read the full article in @HarvardBiz here: https://hbr.org/2019/12/why-isnt-your-organization-isnt-hiring-diverse-talent (11/11)
