The Ohio Credit Union League's workplace diversity strategies and goals include: * organizing a volunteer workplace diversity team. * personnel policies - assess personnel policies that affect the diverse needs of the league's workforce; present suggestions for changes/updates to senior management, as necessary; ensure that staff is aware of personnel policies that relate to diversity issues * training - provide on-going diversity training to all staff, at least quarterly; utilize `diversity calendars' to heighten awareness; establish mentoring programs for interested employees; establish individual career paths to aid empowerment of employees; conduct periodic staff assessments of all diversity training components. * new employee orientation - include diversity components in the orientation process; provide written materials about the history and uniqueness of the league; have the human resource manager schedule a one-to-one follow-up meeting with all new employees after first six to eight weeks. * recruiting - expand opportunities and explore non-traditional recruiting methods. * community relations and involvement - review communication and marketing materials to determine how the league conveys the message of diversity its products and services to credit unions; establish a diversity-oriented vendor/supply program and standards; facilitate partnerships with community-based minority/diversity organizations. * external diversity plan - lead by example; include a `diversity corner' as a regular feature in the league's newsletter; develop a diversity training program for credit unions; collaborate with key credit union support organizations to establish diversity as a meaningful priority in the credit union movement and improve diversity programming support for credit unions. -
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