Thursday, December 19, 2013

How To Get the Most from One's Corporate Diversity Recruiting Efforts


Diversity in the recent years has become a very important value for many in the corporate, industry, and business sectors. In an article entitled, “Getting People in the Pool: Diversity Recruitment that Works,” by Patricia Digh, originally published in HR Magazine, November 2001, and also released by the ASAE Center for Association Leadership, the business rationale behind recruiting a diverse workforce is presented. More importantly, there are useful information and tools a company can implement immediately to meet that goal.

First, workforce diversity will help an organization reach new markets and develop greater intellectual capital. It has been noted that Fortune magazine's "50 Best Companies for Asians, Blacks and Hispanics" continue to outperform the S&P 500. However, to instill the value of diversity, a company needs to begin right within one's corporate culture. The diversity has to first exist. Diversity must also be practised at all levels within the organization.

Among the many steps HR professionals can do to increase workforce diversity in their organizations is to make sure that they are not just "grafting" minorities onto the organization without making appropriate internal culture changes that will enable them to thrive.

It will also do well for them to ensure that majority groups are not marginalized in the process. One practitioner of diversity said that “diversity recruitment is a balancing act; make sure people understand the business rationale for having a diverse workforce.”

These are some more steps that HR professionals can implement:
  • Understand demographic changes in the workforce.
  • Educate staff that "diversity" is not synonymous with "minority," while at the same time try to increase access and opportunities for people of color and other minorities.
  • Build long-term relationships with minority organizations, not look for quick fixes.
  • Learn how to effectively interview diverse groups.
  • Become the employer of choice for a diverse workforce.
  • Ensure retention by developing a diversity-friendly culture.
  • Foster a culturally sensitive work environment.
  • Network for strategic alliances to enable long-term diversity recruitment.
  • Measure the effectiveness of their recruitment efforts.

On the other hand, it is equally important that customers see diversity throughout the organization. In this way, a diversity company attracts more customers who can feel at home because there are people within whom they can easily relate to.

To make diversity recruitment easier, an organization can follow these steps:
  • Establish networks with minority colleges.
  • Offer corporate internships and scholarships.
  • Sponsor lob fairs in minority communities.
  • Develop partnerships with minority student professional organizations.
  • Develop partnerships with minority organizations, such as the National Black MBA Association.

Finally, it is helpful for an organization to understand the "cultural norms" of diverse candidates.


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