Diversityworking - We are the largest diversity job board online, career opportunity and news source resource and job search engine for the cultural diversity marketplace.

Tuesday, December 20, 2016

Schaedler Yesco: Winning on Customer Satisfaction and Diversity

A simple family business operation created by three brothers has now grown into an award-winning huge enterprise spanning almost a century, 3 generations, several locations across the state of Pennsylvania, and a long history of a merger, acquisitions and recognition awards.

What started as a family enterprise, the Schaedler Bros. Inc.,by the Schaedler brothers – Harry, Andrew and William – in 1924, with the goal of purchasing, plating, assembling, and selling of light fixture parts, became a merger with York Electrical Supply Company (YESCO), in 1999. YESCO itself started out in 1944 as Motter Electric Company, formed to distribute electrical supplies. Later, in 1956, Motter became officially known as YESCO.

The merger of Schaedler Bros, Inc. and YESCO brought forth the Schaedler Yesco Distribution, Inc. (SYD), which has become the largest electrical distributor based in Central Pennsylvania, and one of DiversityWorking.com's newest diversity company members. As they say, the rest is history, with the company having expanded with new locations and alliances to form a unique, one-of-a-kind multi-distributor business model in the distribution industry.

Schaedler Yesco has remained in the family as well with the 3rd generation members joining in 1972 and in 1985 respectively. Aside from that though, employees become co-owners through the company's ESOP (Employee Stock Ownership Plan), which is among the attractive company benefits it provides.

Because of its policy of non-discrimination, commitment to diversity and inclusion, and regarding its employees as its most valuable assets, Schaedler Yesco was recognized as among The Best Places to Work in PA, not once, but 10 times: 2004, 2005, 2006, 2007, 2011, 2012, 2013, 2014, 2015, and 2016.

Indeed, there must be something in the SYD workplace that makes people enjoy being part of the company's winning team, aside from the satisfaction of providing value-added products and services to its customers.

At Schaedler Yesco, employees enjoy competitive compensation and benefits package. Benefits include:
*Flexible Spending Account;
*Dental (employee coverage paid by SYD);
*Vision (employee coverage paid by SYD);
*401(k) with company match;
*Company paid Long Term Disability & Short Term Disability;
*Company paid life insurance policy;
*Paid Time Off;
*Paid Holidays;
*Continuing education - Tuition Reimbursement Program;
*Ongoing training programs; and
the ESOP mentioned above.

Thus, If you wish to grow your career with a company that keeps on growing with its winning ways, and be a winning team player, check on this link for Schaedler Yesco's job opportunities.

Monday, December 19, 2016

DiversityWorking.com Announces Schaedler Yesco Its New Diversity Company Member

DiversityWorking.com, a career opportunity resource and job search engine for the cultural diversity marketplace, announces with pleasure the inclusion of Schaedler Yesco Distribution, Inc to its prestigious roster of diversity company-members.

Schaedler Yesco is a unique family and employee-owned, electrical distributor that supplies value add products and services, with a mission to enhance our customers’ performance and profitability by being the leading provider of distributor services and solutions.

From its founding until this day, Schaedler Yesco has grown with tremendous success yet continues to operate as your neighborhood supplier with a personal touch, living out its core principles: Integrity, Profitability, Accountability, and Teamwork.

Schaedler Yesco sees its employees as its most valuable assets, who are directly responsible for our success and continued growth. An Equal Opportunity Employer, the company does not discriminate against any qualified employer or applicant, and its non-discrimination policy applies to all its employment practices, including among others hiring, training, and promotion.

Thus, Schaedler Yesco in its quest for diverse, qualified individuals to join its winning team - has partnered with DiversityWorking.com, whose mission is to help companies promote their jobs, build their brand and send targeted and qualified diversity candidates directly to the best jobs possible. Products and services include a resume database, job search engine, and targeted corporate diversity branding opportunities.

To find out more about Schaedler Yesco and its exciting job opportunities, please click here.

Wednesday, December 14, 2016

Why Diversity Reports by Tech Companies Problematic

A recently published article on Gizmodo says that diversity reports by tech companies are misleading, for these contain “significant, quantifiable discrepancies—in workforce diversity, in gender equity among people of color, and in representation among top leadership.”

The problem with these reports is that, one – they do not show the real score, the article said. Even the industry’s annual annual diversity reports, a crucial step towards transparency, can hide vital information and nuance.

For example, in filing their EEO-1, or the Employer Information Report -- a required document to be submitted to the EEOC and the Department of Labor's Office of Federal Contract Compliance Programs – companies use raw numbers to describe their workforce profile in terms of race, gender, and employee classification.

In their self-reported diversity data, however, only percentages are used, which do not really depict a clear demographic data of their organizations.

At the same time, an analysis by Gizmodo of the combined EEO-1s and the diversity reports of each of these 6 leading tech companies in the country – Airbnb, Facebook, Microsoft, Google, Apple and Yahoo - reveals a still predominantly white, Asian workforce, not reflective of the US demography which consists of 72 percent white, 16 percent Hispanic, 12.6 percent black, 4.8 percent Asian,
despite these companies' avowal to improve their respective workforce diversity.

The ethnic or race diversity of each of these companies in 2015 showed the following:
Airbnb: 48% White, 43% Asian, 3% Hispanic, 1% Black and 5% Other (Native Hawaiian or Pacific Islander, American Indian or Alaskan Native, and non-disclosed race)
Facebook: 51% White, 43% Asian, 3% Hispanic, 1% Black and 2% Other
Microsoft: 55% White, 36% Asian, 4% Hispanic, 2% Black and 3% Other
Google: 59% White, 35% Asian, 2% Hispanic, 1% Black and 3% Other
Apple: 59% White, 25% Asian, 8% Hispanic, 7% Black and 1% Other
Yahoo: 61% White, 31% Asian, 3% Hispanic, 1% Black and 4% Other

Asians/Asian Americans in Tech Industry

A quick look at the figures above show the odds seem to be in favor of Asian Americans, but some think they are still discriminated against, according to a report by the Christian Science Monitor.
While Asians are well-represented in the tech industry, the representation doesn’t extend to the executive level, a phenomena that applies to other minority groups as well. A study released May 2015 by Ascend, a pan-Asian organization of business professionals in North America, found that while Asians represent 27.2 percent of the professional workforce for tech giants Google, Hewlett-Packard, Intel, LinkedIn and Yahoo, only 13.9 percent of them are executives.

This situation in fact was also reported last year – that Asian Americans and Asians (holders of H-1B visas) are often employees, rarely CEOs.

Ascend, an Asian-American professional organization based in New York, found that although 27 percent of professionals working at those companies are Asian or Asian-American, fewer than 19 percent of managers, and just under 14 percent of executives, are.
Asian women are especially underrepresented.

Another report says the same thing: The authors crunched previously unavailable EEOC data for 2013 released by Google, Hewlett-Packard, Intel, LinkedIn, and Yahoo, which includes data for 139,370 professionals. They found that whites were overrepresented in management (72.2%) and executive (80.3%) roles compared to the 62.2% of professional technical staff they represented. And, they found that Asians were 27.2% of professionals, 18.8% of managers, and 13.9% of executives.

It should also be noted that the Asian American/Asian community in the US is likewise a diverse group; hence, one needs to take a closer look at who among this demographic group are most likely to be in STEM.

A survey by the Pew Research Center a few years back showed that among Asians in the US with H-1B visas, those from India comprised 56 % while 44% came from other countries.

In terms of high educational attainment, among Asian Americans aged 25 years and older, 70% of Indian descent have a bachelor's degree or higher, followed by 53% Koreans, 51% Chinese, 47% Filipinos, 46% Japanese and 26% Vietnamese. 

Gender Disparity in Tech Industry

In terms of gender diversity, the Gizmodo article reported that those six major tech companies were predominantly male; but when tech companies focus on recruiting more women, that usually results in more white women.

In other words, women of color remain to be a marginalized group – not only because of their gender, but of their race/ethnicity.

As to the general lack of gender diversity in tech, some observers think this is brought about by women's own lack of interest in the field, while there are those that say the discrimination and sexism faced by women in STEM – such as being passed over in favor of men with equal qualifications - are what push them to leave the industry. http://www.diversityworking.com/communityChannels/women/

A recent report released by First Round, a venture capital firm, on the state of US startup companies shows that men and women seem to differ in their view as to the reason behind the lack of diversity in the tech industry.
It interviewed more than 700 founders, 83% of whom were male, and found that diversity is still huge problem within the technology sector. […] Nearly 50% of men thought the main reason was too few women and minorities entering the tech sector. Only 23% of women agreed with them. The biggest reason for the lack of diversity in tech, in female founders’ eyes, was unconscious bias. Only 12% of male founders thought this was the main driver behind male and pale dominance.

Some tech insiders allude to a dearth in the pipeline as a reason for the industry's diversity problem; however, some diversity proponents see this only as an excuse, an NPR report said.

The "pipeline" argument — that there are simply not enough properly skilled minorities for hire — has troubled diversity experts in Silicon Valley for years.
"It's always been a cop-out," says Kalimah Priforce, who runs Oakland-based Qeyno Labs, which organizes hackathons targeted at minority youth. "The pipeline has a bias. ... Their version of the pipeline is what's creating the outcome that we see." 

But back to what the Gizmodo says in its article, though there has been progress made so far in increasing the diversity numbers in the tech sector, much still needs to be done. We know diversity companies have their own diversity initiatives and diversity goals. Yet some commenters say there is only much talk, without much implementation of suggested solutions. 

It's clear a big challenge remains in the tech industry. It is not only a question of improving the numbers by hiring and retaining more, but this calls for truly creating a more inclusive, welcoming work environment where each employee can perform to his/her utmost best. Diversity and inclusion. They go hand in hand.

Perhaps it is time for the top brass – especially the males - to look more honestly inside them, spot their unconscious biases, and exert all means to erase these from their system. Those at the top should try to get down from their pedestal and mingle with those from the minority groups in their organizations and see things from their perspective. It's the only way to make things better: to walk the talk.

And not the least, diversity reports should be honest reflection of the real diversity state in the respective workplace - and that include specific, measurable goals and trackable accountability that reflects on particular managers — and the CEO.

Monday, December 12, 2016

DiversityWorking.com Announces Thorlabs as New Diversity Company Member

DiversityWorking.com, a career opportunity resource and job search engine for the cultural diversity marketplace, announces with pleasure the inclusion of Thorlabs to its prestigious roster of diversity company-members.

Thorlabs is a New Jersey based manufacturer of photonic tools and systems founded in 1989. The company's products range from optics and opto-mechanical positioning components to sophisticated optical imaging systems, with a catalog offerings of over 15,000 products served to its community of customers worldwide.

With locations spread across 9 countries, Thorlabs is able to serve well the communities where they are by coming up with products that are customer-inspired. It's core principle is, in the words written by its founder and president, Alex Cable - “to be connected to our industry in a way that far exceeds what would typically be expected of a vendor. Thorlabs lives this core principle by seeking to enhance, at every turn, the productivity of our customers.”

I am committed to building a company that achieves its competitive advantage from its fundamental understanding of the community of customers we serve,” continues to say in his message.

Thus, Thorlabs has partnered with DiversityWorking.com, whose mission is to help companies promote their jobs, build their brand and send targeted and qualified diversity candidates directly to the best jobs possible. Products and services include a resume database, job search engine, and targeted corporate diversity branding opportunities.

To find out more about Thorlabs and its job opportunities, please click here.

Friday, November 25, 2016

Vermeer Midwest Job Opening for Service Writer, Aurora, IL

An opening for the position of Service Writer, Aurora, IL is available at Vermeer Midwest,
the authorized dealer of Vermeer equipment in Illinois, Indiana, Michigan and eastern Missouri, and a recently-joined prestigious diversity company member of DiversityWorking.com.

Job Overview and Responsibilities (among others)
  • A full-time/regular job
  • Initiates services and repairs by ascertaining problems and services requested; verifying warranty and service contract coverage; developing estimates; writing repair orders; maintaining customer rapport and records.

Job Qualifications: Essential functions include, among others:
  • Assign jobs and work areas to Service Technicians according to their skills and knowledge, stay informed throughout the day of each technician’s progress.
  • Schedule service calls for all Road Service Technicians according to their skill levels and the most economical practices for Vermeer.
  • Proactively seek customer feedback, anticipate problems and respond promptly, constantly communicate with customers on the status of their machine.
  • Review all repair work orders for accuracy and completeness concerning parts, materials and labor, approve the release of equipment for customer pick up.
  • Submit/claim all warranty repairs and reconcile monies received from vendors.
  • Required Experience, include among others:
  • A High School diploma or equivalent.
  • At least four (4) years of experience in vehicle/construction equipment or equivalent combination of education, training and experience that demonstrates the ability to perform the duties of the position.

For more details about this job and to apply for it, click on this link.

Thursday, November 24, 2016

Vermeer Midwest Job Opening for Service Technician-Diesel Technician, Fowlerville, IN

Vermeer Midwest, the authorized dealer of Vermeer equipment in Illinois, Indiana, Michigan and eastern Missouri, and a recently-joined prestigious diversity company member of DiversityWorking.com. is searching for high-calibre candidates for the position of Service Technician-Diesel Technician, Fowlerville, IN.

Job Overview and Responsibilities (among others)
  • A fulltime/regular job
  • Diagnoses, rebuilds and repairs vehicles and equipment.
  • Perform inspections and preventive maintenance of vehicles and equipment.
  • Prepare and maintain records and reports.
Job Qualifications (among others)
  • Knowledge of: Methods, materials, tools and techniques used in vehicle and equipment repair and maintenance; Diagnosing mechanical problems and performing repairs; Safety practices and procedures.
  • At least two (2) years of experience and/or training in vehicle/construction equipment repair and maintenance shop or any combination of education, training and experience that demonstrates the ability to perform the duties of the position.
  • Service Technicians must furnish a satisfactory supply of tools to complete both routine repairs and diagnostic testing.

For more details about this job and to apply for it, click on this link.

Vermeer Midwest, DiversityWorking.com's Diversity Company Member

DiversityWorking.com, a career opportunity resource and job search engine for the cultural diversity marketplace, is pleased to announce the inclusion of Vermeer Midwest to its prestigious roster of diversity company-members.

Vermeer Midwest, the authorized dealer of Vermeer equipment in Illinois, Indiana, Michigan and eastern Missouri, is a full-service dealership operating in nine locations. Its business includes sales, rentals, parts and service.

Spanning more than three decades of history, its growth and success are rooted on the company's firm commitment to personal customer care. Although much change has occurred since it was established in 1971, its company motto has always been to do whatever it takes to take care of the customer.

Vemmeer Midwest believes in giving equal employment opportunities to all, without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, age, disability or veteran status. Its people come from all walks of life.

As such, Vermeer Midwest has partnered with DiversityWorking.com, whose mission is to help companies promote their jobs, build their brand and send targeted and qualified diversity candidates directly to the best jobs possible. Products and services include a resume database, job search engine, and targeted corporate diversity branding opportunities.

To find out more about Vermeer Midwest and its job opportunities, please click here.

Sunday, November 13, 2016

Central Community College: Today's Students, Tomorrow's Leaders

One of DiversityWorking.com's newest diversity company members, Central Community College, operates as a multi-campus college - three campuses, in Columbus, Grand Island and Hastings. In addition the college has learning centers in Holdrege, Kearney, and Lexington (Wikipedia), with
a mission to serve central Nebraska's 25-country area and offers the people with 36 career and technical education programs, plus other learning opportunities to “maximize student and community success.”

Central Community College 's three-pronged vision -- for students to achieve their educational goals; for developing a skilled workforce; and for advancing communities – incorporates the values the company believes in, such as diversity and innovation.

From 1966 when it was established, it indeed has remained true to its mission to provide quality education. It was granted an AQIP (Academic Quality Improvement Program) accreditation in 2002, by the NCA/ Higher Learning Commission. Since then, CCC has continunously worked to improve the processes in the institution.

A strong advocate for affirmative action, as well as equal employment opportunity to all, without discrimination on the basis of race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law, Central Community College opens its doors to anyone who wishes to pursue their education and/or career goals.

Central Community College affirms its commitment to promote the goals of fairness and equity in all aspects of the educational enterprise. CCC adheres to all federal and state civil rights laws banning discrimination in public institutions of higher education.

The institution offers opportuntities for career advancement and benefits (health and dental insurance) for its employees.

If you wish to be grow your career in the academe and be part of the CCC's noble mission to transform the young into completors, critical thinkers and contributors, visit this link for job opportunities.

Saturday, November 12, 2016

Trump Win: Victory or Defeat for Diversity

Donald Trump is now the U.S. President-elect, but his victory has sparked protest actions in many cities across the country and struck a fear in the hearts of minorities and women.

Those who protest are stunned, appalled that a man who spewed incendiary remarks so easily during the campaign period – against immigrants, Muslims, people of color – as well as uttering offensive remarks about women - is now going to be the country's president; hence, the trending “#NotMyPresident” hashtag.

A wave of hate crimes has followed Trump's upset win and is engulfing the nation targeting African Americans women, and other vulnerable sectors.

Many people from minority groups are now afraid, and their fear of being persecuted for their race, nationality, skin color, religion, and sexual identity, is not unfounded nor speculative, as stories after stories are being told of this sad, dangerous aftermath of one of the most divisive election campaign in the history of the American nation.

With that, it has to be stressed that this is what happens when people's mindset is not aligned with the values of diversity & inclusion. This is what happens when ignorance, bigotry, racism, misogyny, sexism, and intolerance continue to rear their ugly pangs even well into the 21st century America. This is what happens when the very person who will soon lead the world's most powerful nation on earth is himself embodying these attitudes, inciting hatred and sowing division among the diverse groups that make up today's America.

Stories abound recounting “racist episodes just a day after Trump won were tweeted. 

Of students shouting gay slurs, the n-word, and other hurtful phrases, such as Build the wall

Here are some images and more stories here and here– all depicting the same theme: Trump has polarized the nation and emboldened racists, sexists, and haters (from children to adults) to hurt others.

As one feminist writer said, racism and misogyny is embedded in Trump's victory.  

And the question that remains not only for America, but for the rest of the world, where is the country heading to? Is the Trump win a defeat or victory for diversity?

Leadership by Example
All these show how essential it is for leaders to embrace diversity and inclusion -- through their concrete actions and words of peace and unity.

Leadership by example. To walk the talk by building a strong inclusive environment – in the schools, in the church, in communities.

Leadership by example is important in business. It is how leaders in organizations influence their team members and ensure that the principles and values they believe in – necessary to grow their businesses -- are emulated.

As it is in business, as well as in other sectors of society, leadership by example is more so important in governing a nation. It sets the direction to which a country will move. History is replete with examples of how leaders can either guide their nations to greatness or destruction.

Thus it is clear why people are getting afraid of the looming Trump presidency.

One glaring character flaw of the next president is his open denigration of women.
In public and private, he’s made clear that women matter to him not as people but as sex objects. Even with women whom he supposedly likes and admires, he’s made clear that he values their looks above all else.[...] He called comedian Rosie O’Donnell "a big fat pig," "disgusting," "a slob," and "a very unattractive person." Bette Midler was "ugly." Heidi Klum is "no longer a 10."
The individual insults, though, are just one facet of Trump’s broader attitude toward women. Anecdotes spanning decades make clear that Trump considers it his right to be surrounded by "beautiful" women.

It is disheartening how it seems to some males this is open season to disrespect women. In fact, as can be gleaned from all the reports, many think to hate anyone different is okay; to conquer and divide is fine.

More surprising too and disturbing to many in the feminist movement is the percentage of white women who voted for Trump, said to be 53%, according to reports.
"It is not just the Trump win but the fact that Republicans now control Congress that bodes ill for progressive politics …reproductive rights, minimum wage … policies against sexual assault, marriage equality … healthcare - all are likely to be overturned," said Sujata Moorti, feminist studies professor at Vermont's Middlebury College.
"As for women's rights, Trump's victory has in effect legitimised misogyny - the sexism, particularly the violent imagery directed at Clinton, racism, ableism, homophobia and transphobia that characterised so many Republican campaigns have now been authorised by voters," she said.
- Read more at:

But a country to be truly great, the shackles of patriarchy should be broken. One step towards this is for women to strongly stand up against any form of gender discrimination and denigration, be it at home, in the workplace, in the general society. To never ever give up the fight for their right to be respected, to be heard, and to be included.

Women are equal partners in nation-building. Yet today, many women still face the daunting task of shattering the glass ceiling and warding off sexism.

Hillary Clinton, in her concession speech, acknowledged this painful truth – at the same time, offered encouragement to young girls and women: "Now, I know we have still not shattered that highest and hardest glass ceiling, but someday someone will and hopefully sooner than we might think now. And to all the little girls who are watching this, never doubt that you are valuable and powerful and deserving of every chance and opportunity in the world to pursue and achieve your own dreams."

Hope in Trump
As for the controversial victor, still we place our hopes in the man. Donald Trump should be given his chance, as both President Obama and defeated Hillary Clinton have urged the nation to unite behind him.

It remains now to be seen whether President-elect Donald Trump will be true to his statement that he will be “a president for all Americans.” That he will eventually grow into his new role with dignity, respect and statesmanship. That he becomes a shining example of a leader who can rally his people together despite their differences and truly "make America great again."

If all these hopes can be fulfilled, then Trump's win at the polls is a continuous triumph for diversity.

Thursday, November 10, 2016

DiversityWorking Announces Central Community College Its New Diversity Company Member

DiversityWorking.com, a career opportunity resource and job search engine for the cultural diversity marketplace, announces with pride the inclusion of Central Community College (CCC) to its prestigious roster of diversity company-members.

Central Community College, a multi-campus community college located in central Nebraska, offers a wide range of education and learning opportunities – 36 career and technical education programs with a focus on degree, diploma and certificate programs; an academic transfer program; classes in communities throughout its 25-county service area; online learning as well as training and development for businesses, industries and other organizations.

Central Community College was established in 1966 with a mission to “maximize student and community success, envisioning it to be The Best Choice for students to achieve their educational goals, for developing a skilled workforce, and for advancing communities.

Dr. Greg P. Smith, President of Central Community College, in his written statement, says: As president of Central Community College, I am joined by our outstanding and dedicated faculty and staff in our continuous efforts to make CCC the best community college in the country.

Among the strong values CCC espouses and lives by is Diversity: valuing diversity within our student body and among our board of governors, faculty, staff, and administration.

As such, Central Community College has partnered with DiversityWorking.com, whose mission is to help companies promote their jobs, build their brand and send targeted and qualified diversity candidates directly to the best jobs possible. Products and services include a resume database, job search engine, and targeted corporate diversity branding opportunities.

To find out more about Central Community College and its job opportunities, please click here.

Monday, November 7, 2016

Hiring the Best Talents for Diversity

Despite evidences showing the advantages of having a diverse workplace, there are still those who do not embrace diversity, in practise.

In fact, observe how people in the workplace congregate during office breaks. Most still associate with people similar to them.

And this behavior is likely practised in hiring, too. This is often due to what psychologists and researchers of a study refer to as an affinity biaswhich is a form of unconscious bias – by which we are led to favor people who are like us in ways, such as how they look like, sound like and behave like, among other similar traits. 

Affinity bias, according to the study above, also leads to favoritism and being blind to the faults of people we like, while being more focused on the faults of those we unconsciously dislike.

Unconscious biases do play out too in the hiring process, as numerous studies have shown. For example, when a recruitment panel is made up of the same gender – only males or only females - there is a tendency to hire candidates of the same gender. This tendency leads to overlooking the best candidates. Whereas “mixed gender panels are proven to make different hiring decisions due to the greater diversity of opinions on the panel.”

On the other hand, there are those who caution against hiring for diversity per se, saying it's reverse discrimination.

Reverse discrimination, as defined by Wikipedia, is discrimination against members of a dominant or majority group in favor of members of a minority or historically disadvantaged group. [...] Reverse discrimination can be defined as the unequal treatment of members of the majority groups resulting from preferential policies, as in college admissions or employment, intended to remedy earlier discrimination against minorities. 

Others see affirmative action as falling under this definition; The Oxford dictionary equates affirmative action with positive discrimination.

Another idea about reverse discrimination is that it is likely a result of hiring decisions based on well-motivated efforts to assist minorities or increase diversity, though leading to the same types of lawsuits and liabilities as are brought against employers who are accused of ill-motivated discrimination.

Perhaps what is actually unaccepatable is NOT diversity itself; rather when hiring is reduced to a mere numbers game, or a quota to fill; thus better-suited candidates are inadvertently left out. Such concern is valid if hiring is only about increasing numbers to create diversity.

Here's an excerpt from the article, The New Rules for a Diverse Workplace:
When businesses use diversity to understand different types of customers, develop products or services that are competitive, and gain insight on future industry trends, they're using diversity initiatives correctly. However, when their diversity program turns into a quota system and hiring managers overlook key talent just to meet a number in a spreadsheet, that's when the bottom falls out.

However, even with these diversity goals, without good inclusive policies integrated into the workplace culture, the company will lose its best talents in the long run. As this previous DiversityWorking article says, “Inclusion [...] is the engine that drives diversity programs to fruition and success.”

Diversity in background (race//ethnicity/culture/experience/) means a diversity of ideas and greater impetus to generate creativity and challenge thinking. Diverse thinking leads to challenging the status quo – thus enabling the company to better adapt to external changes in the business.

Thus, embracing diversity and inclusion makes a great difference in the workplace. Employees perform their utmost best and become more productive. The company performs better financially.

Studies in the recent years have proven that companies with great diversity perform remarkably way much better than their peers.
* McKinsey’s research hows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same.
* Catalyst research shows that companies with more women on the board statistically outperform their peers over a long period of time.
* Deloitte Australia research shows that inclusive teams outperform their peers by 80% in team-based assessments. 

Here's another rationale for diversity: No diversity; no labor force.
According to Geoff Unwin, chief executive officer of management and IT consulting firm Cap Gemini Ernst & Young, demographics in the West are working against the needs of global corporations. "The rising demand for talent, combined with falling birth rates, is resulting in fierce competitions for the best recruits," says Mr. Unwin, who now dedicates 60% of his time to talent spotting. "And, given that tomorrow's work force will come from the developing parts of the world, a diverse make-up now is crucial to attract that talent in coming years. After all, without them we don't have a business."

How to hire the best for diversity without discrimination?

Blind hiring
An emerging pattern in hiring these days is creating a buzz: blind hiring. It involves hiding any personal information about a job candidates in order to gauge their job suitability based solely on their abilities. It is meant to eliminate biases as well as improve workplace diversity. Names, previous companies worked for, alma maters, –
are not weighted at all before making a decision about a candidate. Opinions about job candidates are solely based on their demonstrated work and skills.

Softwares have also been developed for this purpose of blind hiring, such as a proprietary software that finds candidates based on code they have published online and strips out biographical information before recommending them to employers.

Another software changes the voice of the candidate. Although this process is not welcome by all, as one job candidate - a black woman taking up computer science - shared with NPR, that if companies use blind hiring as a fix to eliminate bias, they might stop actively recruiting people like her.

However, it is early to say at this experimental stage of blind hiring how much bias can be minimized and to what degree diversity will increase. Most of all, will it improve the working climate in the organization?

Blind hiring or not, employers and their recruitment staff do need to become aware of their unconscious biases coming to the fore. A conscious effort is required to change our mindset about people, develop cultural awareness and challenge us to be more appreciative of the differences of others and see these as ingredients for change, creativity and growth.

Do's and Dont's of Hiring the Best for Diversity

* Craft a clear job description listing specific skills, functions and duties required of the job. Make clear to the hiring personnel the objectives of the job, and why the required skills and abilities are necessary and/or relevant.

* Use an inclusive language in the job description and in your job advertisement. Avoid specifying age, race, gender, skin color, and other personal characteristic requirements that may be deemed discriminatory. Make sure you include your company's Diversity Statement to encourage job seekers from different backgrounds to try out for the position.

* Focus on the job candidate's capabilities, more than his/her personal background, during the interview. Ask the applicant to demonstrate work skills in relation to the job. Avoid asking questions that can be regarded as intrusion into their private lives or health background, for that is illegal.

* Since your goal is to attract the best talents from a wide reach of the diverse population, it is important to have a hiring personnel who take your company's Diversity and Inclusion policies to heart, and who can intuitively sense the fitness of a talent based on his/her skills, abilities and potentials. This also includes being able to gauge whether the person has the openness to work with others and engage with their differences.

* See also these Best Practices in preventing race and color discrimination issued by the EEOC

Hiring the best people for your company while building greater diversity is doable, but it takes great effort to overcome the challenges that go with it, plus effective inclusion policies to make diversity working in the company. An inclusive workplace makes diverse people in the organization gel and work well together. An inclusive workplace helps you retain your best people, the most effective advertising you can make to attract the best diverse talents out there.