Author: Lerato Tsebe

SayPro Internship and Apprenticeship Programs for Underrepresented Groups

SayPro Launch internship and apprenticeship programs targeting students and early-career professionals from underrepresented groups to build a strong pipeline for future talent SayProCHCR

SayPro Provide mentorship opportunities during the programs to guide participants toward full-time employment SayProCHCR

SayPro Goal: Establish 3 new internship or apprenticeship programs annually for underrepresented groups SayProCHCR

SayPro Diverse Interview Panels

SayPro Ensure that interview panels are diverse, representing a variety of perspectives and backgrounds, to create a more inclusive evaluation process SayProCHCR

SayPro Goal: Achieve diverse interview panels for 100% of hiring processes SayProCHCR

SayPro Inclusive Sourcing and Talent Pool Development

SayPro Use diverse sourcing techniques, such as working with recruitment firms that specialize in underrepresented groups, using AI tools that promote inclusive sourcing, and leveraging social media platforms to engage a diverse audience SayProCHCR

SayPro Build and maintain an active talent pool from underrepresented groups by proactively reaching out to candidates for future job opportunities SayProCHCR

SayPro Goal: Expand the talent pool with at least 20% of candidates from underrepresented groups SayProCHCR

SayPro Unconscious Bias Training for Hiring Managers

SayPro Provide mandatory unconscious bias training for all hiring managers and interviewers to minimize bias in the hiring process SayProCHCR

SayPro Implement structured interview processes with standardized questions to ensure fairness SayProCHCR

SayPro Goal: Ensure that 100% of hiring managers complete unconscious bias training within 6 months SayProCHCR

Building Partnerships with Diverse Organizations

Partner with organizations that support underrepresented talent, such as minority professional associations, diversity-focused job fairs, and nonprofit organizations that specialize in career development for underrepresented groups SayProCHCR
Collaborate with universities, especially those with strong diversity programs, to build pipelines of diverse talent SayProCHCR
Goal: Establish at least 5 new partnerships annually with diversity-focused organizations SayProCHCR

III. Recruitment Strategy for Underrepresented Groups
Inclusive Job Descriptions and Advertising SayProCHCR
Ensure that job descriptions are written using inclusive language and avoid bias that may discourage candidates from underrepresented groups from applying SayProCHCR
Highlight SayPro’s commitment to diversity, equity, and inclusion in all job postings SayProCHCR
Advertise open positions through diverse channels, such as job boards, community organizations, and professional networks focused on underrepresented groups SayProCHCR
Goal: Increase the diversity of the candidate pool by at least 30% within the next year SayProCHCR

II. Objectives of the Recruitment and Retention Strategy
Increase Representation: Attract and hire underrepresented talent at all levels of the organization, especially in leadership, technical, and executive roles SayProCHCR
Ensure Inclusivity: Create a workplace culture that promotes inclusivity and belonging for employees from underrepresented groups SayProCHCR
Improve Retention: Foster an environment that supports the long-term success and career advancement of underrepresented employees SayProCHCR
Measure and Report Progress: Regularly assess and track progress on diversity recruitment and retention goals to ensure accountability and continuous improvement SayProCHCR

Daily Report
Date 2024/03/28

Prepared by

Research Royalty

Research Team

Patricia Tsebe
Sphiwe Sibiya
Matabane MMapaseka
Marishane Bonolo
Thobejane Pertunia
Maake Matjie Patricia

Task Competed

Bonolo Marishane

Summary of the Day:

Meeting with Ms Rikhotso :
Generating Topics on Blackbox
Television Mounting and installation

Thobejane Pertunia

Summary of the Day:

-Research topics of all Analysis
-Editing Topics on Event
-Attended meeting

Matabane MMapaseka

Summary of the Day:

Research topics
Edit Topics
attended meeting
Went through logbook

Maake Matjie Patricia

Summary of the Day

Creating Research Topics
Editing Topics
Attended meeting

Sphiwe Sibiya

Summary of the day

Creating Research Topics
Meeting with Ms Rikhotso
Television Mounting and installation

Patricia Chuene

Summary of the day

– Creating Research Topics
– Create Setas Topics
– Creating Ideas to delegate to some royalty
– helping IT royalty to register to some APPS
– Importing topics to all Apps

SayPro Key Principles for DEI in Leadership and Governance

Diversity in Leadership Representation

SayPro Goal: Ensure that SayPro’s leadership team, including executive roles, board members, and senior management, reflects the diversity of the organization and the communities it serves.
SayPro Action: Actively recruit diverse candidates for leadership roles, considering factors such as gender, race, ethnicity, age, disability, sexual orientation, and other underrepresented groups.
SayPro Metrics: Regularly assess leadership diversity through demographic data and set targets for diverse representation across leadership levels.

SayPro Objectives of the DEI in Leadership and Governance Guidelines
SayPro Promote Diverse Leadership Representation: Ensure that SayPro’s leadership teams reflect the diversity of the communities in which we operate, fostering inclusivity at the highest levels.
SayPro Ensure Equitable Decision-Making: Embed DEI principles into leadership and governance decision-making processes, ensuring fair representation and consideration of diverse perspectives.
SayPro Foster Inclusive Leadership: Develop and empower leaders who understand the value of inclusion and equity, equipping them to lead with a DEI mindset.
SayPro Maintain Accountability: Establish clear metrics and accountability systems to track progress and hold leaders accountable for advancing DEI within the organization.