CSAA IG 2024 Impact Report_0725_Rev4 - Flipbook - Page 22
People
Our Impact
2024
From our CEO
Planet
Practice
Hiring and empowering our people
Every time CSAA conducts a
retrospective or starts planning for
a cyclical talent process, we put on a
human-centered and inclusive lens.
This involves proactively hosting
conversations with leaders to
look at their function’s talent data,
across all employee lifecycle stages
(attraction, recruitment, onboarding,
performance, development, retention
and separation).
These ongoing discussions allow us
to stay in tune with our culture, have
richer conversations and explore
how our processes and practices are
deepening a sense of belonging.
Creating a fair employment
experience starts when someone is
looking for their next role. In 2024,
we embarked on candidate journey
mapping to gain deeper insights
into the experiences of candidates,
hiring managers and interviewers.
Opportunity areas were evaluated
and prioritized by their impact on
fairness, effectiveness and efficiency.
A multiyear roadmap is being
developed and will be deployed
in phases. The first phase of
enhancements scheduled for
early 2025 is focused on creating
consistency in hiring manager and
interviewer practices.
We have been committed to pay
fairness and transparency for years,
which is visible in how we design our
compensation policies. The salary
BACK TO TOP
People
ranges for all non-executive jobs in
the company are posted on CSAA’s
intranet and have been posted for
many years before pay transparency
legislation was widely adopted.
Additionally, we run time-series
analysis throughout the year to see
if we need to monitor any concerns
before we conduct an annual
companywide pay equity audit. Our
goal is to be proactive, rather than
reactive, to any potential structural
barriers in our compensation
policies and practices. As CSAA has
been identified as a leader in pay
transparency, we are a key contributor
to the California Equal Pay Playbook
and have been an active presenter
in educational briefings, which
encourage other companies to adopt
pay-related best practices.
We are growing the data literacy
and storytelling skills of the
Talent Acquisition team to inform
recruiting strategies and consult
with hiring managers throughout the
recruitment lifecycle.
To further enhance data management,
we developed the Inclusion Group
PowerApp, scheduled for release in
early 2025. This app will streamline
employee affiliation with culture
groups, automate tasks and improve
data accuracy and user experience.
Additionally, we'll track mid-year
progress against annual plans to
better capture culture group impacts,
and enhance annual planning for
proactive collaboration, reducing
event conflicts and securing
enrichment time.
In 2024, CSAA started a partnership
with the Oklahoma City Hispanic
Chamber of Commerce, which
among other benefits, is an
opportunity for Spanish-speaking or
bilingual recruitment opportunities in
one of our focus markets.
As believers in the power of inclusion,
we strive to create a safe, caring
environment for all employees.
