Paylocity Appoints Tauhidah Shakir as Chief Diversity Officer
Shakir brings more than 20 years of experience in providing strategic HR support, developing DEI programs and coaching leaders. Previous to
"I'm passionate about cultivating a workplace where employees can bring their whole selves to work and feel safe, valued, and respected.
With Shakir at the helm,
- Education & awareness –
Paylocityis invested in educating its employees and the community about what racism looks like, how biases come about and what it must do to directly affect positive change. The company continues to develop original learning content on these topics, which is available to employees and clients. Paylocityincorporated diversity and unconscious bias training into its internal continued learning program, and all employees will complete the training by the end of the year. To heighten awareness around human rights and social justice issues, Paylocityhosts forums and dedicates episodes of its PCTY Talks podcast to discussing important topics like the Black Lives Mattermovement. Paylocitywill continue these efforts through focus groups, leveraging its employee resource groups (ERGs) and enlisting the help of outside experts.
- Conscious products –
Paylocityhas updated its product roadmap to prioritize features that make it easier to track, measure, and improve diversity. Survey templates that help give all employees a voice and compensation tools that help drive pay equity are a few examples. To help clients improve their own DEI efforts, Paylocitycreated resources that showcase how the platform can be used to foster change.
- Company representation –
Paylocityis committed to ensuring more Black, Indigenous, and people of color (BIPOC), and other underrepresented minority groups are part of its daily decision-making body, senior management and corporate board. In March, Paylocityadded to the diversity on its Board of Directors, and the board is currently just under one-half underrepresented minorities or female. Paylocityalso enhanced the transparency of its DEI efforts by publicly sharing annual data on its workforce makeup. Attracting, hiring, and retaining more diverse candidates will continue to be a primary focus for Paylocity.
- Advocacy & support –
Paylocityunderstands that underrepresented minority groups face unique challenges and that it takes all of us working together to resolve them. Paylocityfocused first on the individual by rolling out training and resources for mental well-being and resiliency for its employees. From there, Paylocityformed three new ERGs to ensure alignment between its business and diversity strategies and to raise awareness related to the issues facing our underrepresented minorities, women, and LGBTQ+ communities. In addition to hiring Shakir, Paylocitycreated a new Diversity Leadership Councilto partner with ERG leaders and executive sponsors to influence change through education and advocacy.
- Fairness & equity –
Paylocityconducted a pay equity study for 2017-2019 with a multiple regression analysis. The results continue to show that Paylocitydoes not have any statistical difference in pay practices among employees based on race or gender. To ensure equity for performance expectations, opportunities for promotion and recognition, Paylocityrolled out a competency model to describe what's expected at each level of the organization. The company is also creating a supplier diversity program so its vendors and supplier companies better reflect the diversity of its customers and growing employee population.
- Community action –
Paylocityis committed to making a positive community impact. Its employees have donated thousands of hours in support of more than 40 organizations, including $330,000raised between July 1, 2019, and June 30, 2020. In effort to help community organizers address racial inequalities facing underrepresented minority groups, Paylocityplans to continue partnering with its local communities to support their programs, especially those that target underrepresented minorities.
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