"We seek a diversified group of employees who can be committed to preserving and enhancing these values." - Kimball International Guiding Principles.
Engaging external consultants, academics and employees of different backgrounds in discussions about Kimball’s Global culture and HR practices is an ongoing means to share perspectives and improve our Company.
As of 2012, minorities comprise 11% percent of Kimball International’s domestic U.S. employee base. Based on availability of applicants within the area workforce population, our employment reflects the demographics of the local region from which we draw employees.
Many of Kimball’s operations have historically been located in small Midwestern communities. As the Company has grown, drawing employees from a wider geography, recruiting for specialized skill sets, and acquiring operations in larger metro areas, we have increased outreach toward minority applicants and have sought to bring more diversity within Kimball’s ranks.
Minorities comprise 16% of Kimball’s technicians, 7% percent of its professional positions and approximately 5% percent of the Company’s front-line and mid management roles.
Kimball has sought to increase the flow of minority applicants by developing relationships with recruitment sources able to improve awareness and the perception of Kimball as an employer of choice within various minority communities.
Personal Effectiveness training for all leadership roles within the Kimball corporate culture includes a number of required subjects. Diversity training is one of these requirements.
Our key leaders, front line managers and executives are required to take training courses designed to promote diversity and non-discriminatory employment practices. Diversity training has been part of this curriculum since 1996.
The "Championing Diversity" workshop goes far beyond mere tolerance, helping participants actively seek out and leverage differences in order to achieve better, sustained business results. The training addresses the importance of the need for diversity as well as recognizing individual biases so that those biases can be overcome.
What's more, Championing Diversity takes the perspective that each employee, regardless of race, gender, national origin or other demographics is unique and can make a singular, irreplaceable contribution—as long as that uniqueness is sought out and celebrated.
Championing Diversity also speaks to the cultural challenges of doing business globally.