16 MAY 2019 • FOGHORN FOGHORNFOCUS: HUMAN RESOURCES PVA WELCOMES NEW MEMBERS Corvus Energy Mr. Sveinung Odegard Richmond, BC Associate Member corvusenergy.com Classic Yacht Charters by Anita Ms. Anita Rossi Boston, MA Vessel Member www.classicyachtchartersbyanita.com DFW Boat Ride Mr. Michael Mittman Garland, TX Vessel Member www.dfwboatride.com Genentech Ms. Heather Salem South San Francisco, CA Vessel Member Majestic Steamboat Company Mr. Dana Tomes Huntington, WV Vessel Member www.majesticsteamboatcompany.com Poseidon Ferry LLC Mr. Johnathan Silvia Pawtucket, RI www.poseidonferry.com SINCE 1959,LP&A has built its reputation on designing unique vessels which meet our clients’diverse requirements.In addition to casino vessels,we also design a wide variety of vessels including dinner and overnight excursion vessels,auto/passenger ferries,research vessels, container ships,tugboats,private motor yachts and specialty projects. We enjoy an excellent reputation not only with shipyards,owners and operators,but also with the U.S.Coast Guard,the American Bureau of Shipping,and Bureau Veritas. Phone: (904) 221-7447 • Fax: (904) 221-1363 2300 Marsh Point Rd. Suite 303 Neptune Beach, FL 32266 matt@laypitman.com • www.laypitman.com • Full Service Vessel Design • Layouts • Structure • Outfitting • Mechanical systems • HVAC systems • Electrical systems • Feasibility studies • Stability analysis • Specifications • Concept designs • Vessel inspections • Shipyard and regulatory liaison 2019 Jan Feb FOGHORN Let‘s talk about it Is Electric Right For You? Torqeedo Inc. 171 Erick Street, Unit A - 1 Crystal Lake, IL 60014 T +1 (815) 444 8806 usa@torqeedo.com www.torqeedo.com will not have much impact. Instead, making employee diversity and inclusion a large part of your corporate fabric is essential. The Society of Human Resources Management (SHRM) offers tips on how to develop a diversity and inclusion initiative. The multi-step plan includes four basic steps: 1. Data collection and analysis to determine the need for change. 2. Strategy design to match business objectives. 3. Implementation of the initiative. 4. Evaluation and continuing audit of the plan. Examining this initiative, you may notice that some common techniques may be more harmful than helpful to your operation. In its process descrip- tion, SHRM takes note of certain hiring practices that traditionally have proven to be strong means of recruiting new employees, but closer inspection may explain why an organization may struggle with diversity and inclusion: “Employee referral programs: Studies show that although employee referral programs can be an excellent sourcing solution, they often result in ‘like me’ referrals, where employees refer candidates of the same race, religion, national origin or other class. This can lead to adverse impact and claims of illegal discrimination; it can also thwart diversity initiatives. Employers may need to limit the use of employee referrals or consider other sourcing options to supplement the referral program.”