Promoting Workplace Diversity
Agbe Olatunji Bolade.
HRM 601 Final
Answer to question 1.
Promoting workplace diversity has many bottom line benefits. But you need to approach the hiring process holistically — retaining employees can be more difficult than recruitment. This is especially true for companies in less diverse regions where relocated minority employees may feel disconnected. You may need to take a more active role in helping them adjust to the culture at work as well as in their new communities.
First, identify what my needs are. Does my workforce resemble the communities that I operate in? Do they match the demographic that I serve or want to serve? If not, I will develop a hiring strategy to increase workforce diversity.
Talk to local organizations with community connections, including churches, cultural institutions and colleges. They can help me connect with candidates. I can also enlist help from nonprofits like the Urban League, the National Council of La Raza or from websites like diversity working.com that offer searchable channels of minority job hunters. But I will limit myself to local chapters or schools. If I have something to offer out-of-area workers, I will expand my search to other cities, states or countries. The Internet makes it easy to cast a wide net.
Ask employees for referrals, since they will have peers in the industry or know qualified candidates who may be looking for work. The relationship can also help new employees adjust to the move. Offer rewards for successful referrals.
Develop and implement an equal opportunity employment policy that follows the Federal EEOC (U.S. Equal Employment Opportunity Commission) guidelines. The goal is to establish a meritorious hiring practice that is age, race, gender and minority neutral. Create a committee to help implement the policy and come up with new ideas on how to attract more diversity to the company. Amend the company mission statement to reflect this change.
Make the job more compelling to job hunters
HRM 601 Final
Answer to question 1.
Promoting workplace diversity has many bottom line benefits. But you need to approach the hiring process holistically — retaining employees can be more difficult than recruitment. This is especially true for companies in less diverse regions where relocated minority employees may feel disconnected. You may need to take a more active role in helping them adjust to the culture at work as well as in their new communities.
First, identify what my needs are. Does my workforce resemble the communities that I operate in? Do they match the demographic that I serve or want to serve? If not, I will develop a hiring strategy to increase workforce diversity.
Talk to local organizations with community connections, including churches, cultural institutions and colleges. They can help me connect with candidates. I can also enlist help from nonprofits like the Urban League, the National Council of La Raza or from websites like diversity working.com that offer searchable channels of minority job hunters. But I will limit myself to local chapters or schools. If I have something to offer out-of-area workers, I will expand my search to other cities, states or countries. The Internet makes it easy to cast a wide net.
Ask employees for referrals, since they will have peers in the industry or know qualified candidates who may be looking for work. The relationship can also help new employees adjust to the move. Offer rewards for successful referrals.
Develop and implement an equal opportunity employment policy that follows the Federal EEOC (U.S. Equal Employment Opportunity Commission) guidelines. The goal is to establish a meritorious hiring practice that is age, race, gender and minority neutral. Create a committee to help implement the policy and come up with new ideas on how to attract more diversity to the company. Amend the company mission statement to reflect this change.
Make the job more compelling to job hunters