How Diversity Employers Can Survive the New-Millennium Marketplace

One of the greatest challenges diversity employers face today is getting the right talents their companies need, while managing their workforce diversity. It's a delicate balancing of attracting & hiring the best talents --- on the basis of their skillsets, knowledge/educational attainment, & experience, and without regard to their race/ethnicity, gender, sexual orientation, among other characteristics – and retaining them.

What also makes diversity challenging is creating the right environment where a strong sense of inclusion is experienced. As one diversity & inclusion expert stated that “every organization has diversity, but the challenge is getting inclusion right.”

Diversity, according to one dictionary definition, is “the state of having people who are different races or who have different cultures in a group...” (Merriam-Webster).

Now one apt, academic definition states that "Diversity" means more than just acknowledging and/or tolerating difference. Diversity is a set of conscious practices that involve:

• Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
• Practicing mutual respect for qualities and experiences that are different from our own.
• Understanding that diversity includes not only ways of being but also ways of knowing;
• Recognizing that personal, cultural and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others;
• Building alliances across differences so that we can work together to eradicate all forms of discrimination.

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Inclusion, on the other hand, is the engine that drives diversity programs to fruition and success.

Inclusion involves creating an environment or climate of acceptance, recognition of the differences in characteristics, opinions, perspectives, ideas, and experiences.

Diversity and inclusion still matter even in the new millenium; in fact, more so.

A population research by the Pew Research Center (PRC) earlier this year showed that the US demographic make-up is more racially and ethnically diverse than in the past, and is projected to get more diverse in the decades to come.

By 2055, the U.S. will not have a single racial or ethnic majority. Much of this change has been (and will be) driven by immigration.[...] More Americans say immigrants strengthen the country than say they burden it, and most say the U.S.’s increasing ethnic diversity makes it a better place to live.

Part of that PRC report also showed that as more women have entered the workforce, the share of women in top leadership jobs has risen, but they still make up a small share of the nation’s political and business leaders relative to men.

As is also stressed in a Forbes article, the customer base is rapidly changing, which means changing tastes and preferences. These same groups of people who are your new customers need to be represented in your firm.

Therefore, companies need to be in step with these demographic shifts, as it is good for their businesses, for the country's economy, and fortifies the US dominance in the global market.

Companies with more diverse workforces performs better financially, according to a McKinsey analysis (2015) involving 366 public companies across a range of industries in Canada, Latin America, the United Kingdom, and the United States – whose financial performance as well as the composition of top management and board were taken into account. Among the findings of the research were:

*Gender-diversed companies are 15% more likely to outperform companies in the bottom quartile for gender diversity;

*Racially and ethnically-diversed companies are 35% more likely to outperform those in the lower quartile for racial and ethnicity diversity.

But to make diversity truly thriving, not just by the numbers, an inclusive work culture is crucial. An inclusive work culture is wherein each employee feels included, that he or she belongs, it is okay to express one's viewpoint or ideas without fear of being ridiculed or dismissed, and that one's contribution is appreciated and recognized.

Building an Inclusive Work Culture

Certainly nobody wants to feel isolated or unwelcome at work. Most employees need to feel a sense of importance and of being accepted by peers and bosses, which are a great motivation for giving their utmost to their work.

The Golden Rule is a good guiding principle in creating an inclusive work environment.

One effective way to practise the Golden Rule is:

* Treating others with empathy. In today's workplace, empathy is found to be fundamental to forging closer relationships and better job performance.

A study undertaken by the Center for Creative Leaderships (CCL) showed – among other findings - that empathy is positively related to job performance. Managers who show more empathy toward direct reports are viewed as better performers in their job by their bosses.

Noted international motivational speaker, executive life coach, author, CEO DeLores Pressley once wrote that empathetic executives and managers realize that the bottom line of any business is only reached through and with people.

Indeed. And where there's empathy, there's trust. And where there's trust, there's greater cooperation and productivity.

Here are some more concrete ways to foster inclusion within the organization:

* Learning about others' cultural backgrounds, lives and interests. This paves the way for better understanding of and respect for others as individuals, of who they are and where they come from. This can be facilitated through cultural awareness training, augmented with community outreach programs. Cultural awareness helps avoid misguided notions due to ignorance, biases and prejudices.

* Keeping communication lines open. Make everyone feel safe to discuss important issues especially those that relate to discrimination, for example, without fear of recrimination. An open door policy is necessary if trust is to be built between a company's leaders and its employees.

* Hosting team-building and social activities, including cultural events builds camaraderie and good relationships, as well as showing importance to the employees' respective cultures. This boosts employee morale, improves work performance, and creates good vibes in the workplace, making it a comfortable place to come to each working day. Happy employees lead to better customer service and happy customers.

* Inclusion of employees in decision-making and planning of company events makes employees feel valued for their thoughts and contributions, thus inspiring them to give their best.

* Being clear and firm about the company's policies on diversity and inclusion – reviewed and updated to be responsive to its present needs - to ensure everyone cooperates in promoting an inclusive work culture. It is important that sanctions against any form of discrimination be followed consistently to show the company's zero tolerance for such unwanted behavior.

A company may have the numbers to show of its diverse workforce, but its strong supportive, inclusive work environment is the soil from which diversity will truly thrive well.

LMI Aerospace: Teaming Up with Diversity, the Way to Grow

LMI Aerospace, a world- class supplier of structural assemblies, kits and components and a provider of design engineering services to the commercial, business and regional and defense aerospace markets, was established in 1948, with the vision of creating the structures that help our customers soar, and a mission to provide the best solutions to our customers with a focus on operational excellence in the production of complex components and assemblies.

With its vision and mission as guiding inspiration, and by fostering a culture united by a shared purpose and vision, supported by integrated systems and resources, and committed to integrity, quality and customer support, LMI Aerospace has become what it is today -- a global leader in its field, a trusted name to reckon with.

From its inception to today, the company keeps growing. It has through the years acquired assets and companies. LMI also went public in 1998. All these have helped expanded its capabilities and sustained its growth.

The company owes its continuous success, growth and stability to its people who it values for their diversity in backgrounds, perspectives, opinions, experiences. Using a team approach, diversity and inclusion are mainstreamed all throughout the organization.

Respect for one another permeates in its corporate culture, and the company likewise expects from each employee: participation, collaboration and innovative problem solving.

Working at LMI, one enjoys work/life balance, through the company's benefit programs, employment practices and management approach. One can expect not only a job, but a career as well, for the company offers opportunities for advancement and support for further education.

Moreover, LMI offers a comprehensive wage and benefits package, to ensure job security, which is one of the company's main goals. It takes pride in being able to retain its workforce, a team of skilled, experienced engineering and manufacturing experts and other professionals, all collaborating with one another towards the same goals and shared success.

If you are interested to start and grow a career with one of the best diversity companies in the field, go visit LMI Aerospace today.

LMI Aerospace, DiversityWorking's 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 LMI Aerospace to its prestigious roster of diversity company-members.

LMI Aerospace is a world-class leader in designing, building and manufacturing aerospace structures, systems and components for the large commercial, business and regional, and military aerospace industries. It fabricates, machines, finishes, kits and assembles machined and formed close tolerance aluminum, specialty alloy and composite components.

LMI Aerospace was established in 1948, and has since developed a history of growth and acquisition, with 21 locations within the United States, Mexico, the United Kingdom and Sri Lanka, and about 2,000 professional experts in its employ.

Valuing its employees and believing they should share in the company's success, the company provides opportunities for its people to participate in LMI Aerospace's short term and long term success, and provide them with job security. At the same time, it cultivates a safe, healthy, and inclusive workplace where a diversity of opinions, experiences and perspectives is valued.

As such, LMI Aerospace 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 LMI Aerospace and its job opportunities, please click here.

Religious Freedom Vs. Diversity

Recently, a federal worker gained headline prominence for his refusal to watch an LGBT training video as part of the Social Security Administration's LGBT diversity and inclusivity training.

The employee, David Hall, who has worked with the SSA for the past 14 years, is now at risk of losing his job in information technology at the agency’s office in Champaign, Ill, a report by The Washington Post said.

The Chicago-area Social Security office explained in a statement that their diversity and inclusion initiative “includes a brief session on tips for increasing cultural awareness in a diverse and inclusive environment.”

But for David Hall, who professes to be a Christian, he believes God does not want him to watch the video, and doing so is tantamount to endorsing it which, according to him is “an abomination,” and “I’m not going to certify sin.”

This is just another example of the ongoing conflict between religious freedom and diversity: liberals/liberal-minded faith groups vs. conservatives/strictly-adhering faith individuals/groups and institutions; the Left vs. the Right of the political spectrum.

The First Amendment is invoked by Christians and members of other religions who uphold their religious freedom. Employees, business owners and religious institutions find themselves having to defend their religious beliefs and practices, when their faith values are compromised by company policies and federal/state laws. So they cry persecution and/or loss of autonomy.

While those advocating for equality, the inclusion of LGBTs in the workplace and giving them just accommodation, cry discrimination, when for example, a Christian business owner refuses to cater to a same-sex couple, or when religious-run institutions fire employees who are LGBTs, and are in a same-sex relationship/marriage.

Thus, caught in this continuing battle – between the freedom to exercise one's religious beliefs and practices, and the promotion of equality and fairness for all, without discrimination – is diversity.

The United States is not the only country facing this clash between two rights: the right to religious freedom, and the right to equality and fairness. The United Kingdom, Australia and Canada are some of the countries that also struggle to find a balanced resolution to this divisive issue.

This brings us to the question of how can diversity be working in a society wherein advocates of freedom of religion and of diversity do not see eye to eye, and refuse to see each side with openness and tolerance?

Just to establish context, the Law is not meant to persecute anyone; rather, these are meant to establish law and order in society, to protect people's lives, properties and human rights, and to resolve conflicts. Laws are not meant to favor a particular individual or group because the rule of law applies to every citizen. The problem, however, arises from different interpretions of the law, and how it should be implemented. One point of contention is to what extent should the laws be applied.

This becomes particularly challenging when the issue brought forth is which should get the upper hand, religious freedom or the right to non-discrimination.

For example, the Religious Freedom Restoration Act (1993) is a federal law which “ensures that interests in religious freedom are protected.”

Even then, there is an exemption to this protection, when 2 provisions are met. First, the burden must be necessary for the "furtherance of a compelling government interest." Under strict scrutiny, a government interest is compelling when it is more than routine and does more than simply improve government efficiency. A compelling interest relates directly with core constitutional issues. The second condition is that the rule must be the least restrictive way in which to further the government interest. - 

This article that appeared on the Harvard International Law Journal presents some key principles that can help determine when it is appropriate for exemptions to non-discrimination laws to be given to religious organizations – whether in the U.S., the United Kingdom, Australia, Canada, and other countries facing such conflict.

The argument in the above-article is that neither non-discrimination nor religious autonomy should always be the dominant value in deciding on conflicts between these internationally protected rights.

Thus, the principles presented can serve as guidelines to deal with such tension. The authors of the study state: In the process of reconciling non-discrimination and freedom of religion it is important to hear the views both of those who seek to preserve traditions, and of those who bear the costs of such traditions and may seek protection.

That point is well-taken; however, what seems to be missing from the side of religious freedom – in relation to how faith groups/religion-motivated individuals view LGBTs - are the elements of compassion and tolerance.

Hence, many gays, lesbians, bisexuals, and transgenders remain closeted, for fear of harassment, discrimination, being fired from work or denied equal opportunities for employment – all because of their sexual orientation/identity and/or lifestyle.

Tolerance does not necessarily mean supporting the same beliefs, but in this context, it calls for the practice of Charity.

Although it is within the rights of a devout Christian business owner compelled by his/her faith to deny service to a gay or lesbian, but as we come to think of it, we see that very act of denying someone goes against the very principles the Christian faith espouses – acceptance and love of neighbor.

The Christian faith for one denounces self-righteousness.

This should be something worth reflecting on especially by religious institutions/employers, when faced with the moral dilemma of having to accept or deny an LGBT for a certain position, or firing an LGBT.

Which carries greater moral weight – following strictly to the letter the teachings of one's religion/Church, and denying someone the very means to his/her livelihood, or living out the principle of being good neighbors to others, of being a good Samaritan?

It is all about giving space to the other to be what he/she is, by virtue of mutual respect and undertanding. Diversity does not say you give up your religious beliefs; rather, it is asking people to be more tolerant and welcoming, and less judgmental.

The laws indeed exists for good reasons, but somewhere in the very fabric of society lies the heart that sees beyond dogmas and rules.

Office Depot Hiring a Retail Operations Manager Trainee, Manhattan Beach, CA

Office Depot, is hiring a Retail Operations Manager Trainee, Manhattan Beach, CA. Office Depot is a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member.

Job Overview: The Operations Manager Trainee is responsible for freight and logistics activities within the store.

Job Duties and Responsibilities (among others)

• The will partner with the Store Manager and Assistant Store Manager to provide guidance to Logistics associates by facilitating some training; providing positive and constructive feedback, and the appropriate level of coaching required from a Lead.
• In partnership with the management team, S/he will also maintain loss prevention compliance, store visual and merchandising standards.

Job Qualifications/Requirements (among others)

• High School diploma or equivalent experience, Bachelor's degree preferred

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

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

Office Depot Hiring an Associate Warehouse, Weston, FL

Office Depot, a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member, is hiring an Associate Warehouse, Weston, FL.

Job Overview: This position is responsible for daily customer order fulfillment activities within an assigned area(s) of a distribution facility, as well as for demonstrating safety and operational expertise within a quality and productivity driven environment.

Job Duties and Responsibilities (among others)

• Perform one or more distribution-related functions that allow, as the business requires, assignment across various functions such as checking, picking, packing, replenishment, bin/bulk order fill, bin/bulk stocking, shipping, receiving/returns, sorting, or loading (as applicable to operation).
• Contribute to a safe work environment through continuous focus on housekeeping and safety.

Job Qualifications/Requirements (among others)

• High school diploma or equivalent education preferred
• Basic ability to communicate, both verbally and in writing, using the English language
• Basic math skills (counting, addition, subtraction, multiplication)
• Basic computer skills (accessing and navigating the internet; familiar with the keyboard; opening, closing and saving documents)
• Ability to lift a minimum of 70 pounds regularly, up to 150 pounds infrequently

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

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

Office Depot Job Opening for Retail Operations Manager, Waco, TX

Office Depot, a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member, has a job opening for Retail Operations Manager, Waco, TX.

Job Overview: The successful candidate will be responsible for freight and logistics activities within the store.

Job Duties and Responsibilities (among others)

• This person will partner with the Store Manager and Assistant Store Manager to provide guidance to Logistics associates by facilitating some training; providing positive and constructive feedback, and the appropriate level of coaching required from a Lead.

Job Qualifications/Requirements (among others)

• High School diploma or equivalent experience, Bachelor's degree preferred
• Minimum two years of experience in retail, supervisory experience in a sales driven customer oriented environment
• Previous knowledge of safety regulations
• Experience with Logistics and Freight
• Advanced selling skills
• Must be able to effectively lead and coach others in a professional environment
• Possess excellent verbal and written communication skills

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

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