Organizational Effectiveness

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ARSR Model

This service is for organizations that are having difficulty recruiting and retaining traditionally marginalized students, employees, board members and customers.  PINK will become a critical friend in your process to discover what barriers exist to your success.  Braxton's  model of Attract Recruit Support Retain (ARSR) will allow your institution to shift its frame of reference with regard to this challenge. 


AttractAlways be clear and specific about whom you want to attract to your community and why. Attracting from a specific community will require you to do more specific things that are deemed important and necessary within the targeted community. The attraction stage never ends. While this stage is very informal, it is very intentional and purposeful. 

  

RecruitUnlike the informal stage of Attraction, Recruitment is formal and also very specific. Given your community’s unique challenges you have to be brutally honest at this stage about the people of color you actively recruit. It is unrealistic to think you will be successful recruiting employees of color without any changes to the way you currently recruit. However, you can certainly expect positive outcomes by using those changes universally to all employees you recruit. (Principle of Universal Design-PUD)


SupportOnce an employee is recruited, you have to continue making an effort to ensure the employee is satisfied with their decision. This is where employees of color will look for signs that you value and appreciate their presence. The target audience should see themselves and find interest in 


RetainYou got their attention, you successfully recruited them, you are doing your part to support. Now you must keep up the support on some level to ensure retention. The true test will be your ability to do all of the above and retain employees from the targeted community. Success should be measured quantifiably by how long an employee stays and qualitatively by their reason for separation. If an employee leaves it should be for a reason other than something we can control. If the employee leaves for a reason we could have controlled, then we should re-evaluate our process, make the necessary changes if there is alignment with the company goals, build on the success and learn from the mistakes.

Intercultural Organizational Development

Theories, frameworks and practical applications used for and with teams customized to strategically, effective and efficiently transform organizations.

Facilitation & Consulting

You, your leadership team and your DEI task force can have priority access to my coaching, facilitation and consulting expertise.