Diversity in Workforce
What are the five main things you would do to recruit and retain a more diverse workforce?
To first tackle this question, we must first define what constitutes a “more diverse workforce”. To establish a workplace that is diverse ideally means that gender, age, sex, race, religion, marital status, physical challenges, sexual preference are not characteristics which determine placement and promotion within a company. Seems like a simple concept, but it is not. There are many subcategories which need to be assessed to qualify your company as a, “diverse workplace”.
In the text book, Human Resource Management, (Dessler 2013) the author addresses these 5 areas which are to be included to help recruits a more diverse workplace.
1. Single Parents – An employer who sells them self as family friendly, whether for a single or two parent home will always be able to attract single parents. A work at home policy should be established and perameters around it made clear so that a single parent knows that a. there is a work at home option and b. it has parameters which must be followed. A big selling point from a benefit perspective is to maintain a daycare allowance.
2. Older Workers - Older a lot of times means experienced. I would use this as an opportunity to “tap” into their experience for the benefit of my company. One of the downsides of that experience means that some of the older workers skillsets may be outdated and need some refining. I would clearly advertise training programs and job coaching to help older employees stay up to speed. Also I would establish a tuition reimbursement program.
3. Minorities and Women - Many companies appeal to these sections by offering, by law, maternity leave, but add to that law tailor fit it to accommodate an extension or job security assuring that womens jobs will be there when they get back and adding an paid week or so in addition to the maternity leave. Minorities should feel welcome. One thing I have seen is a
To first tackle this question, we must first define what constitutes a “more diverse workforce”. To establish a workplace that is diverse ideally means that gender, age, sex, race, religion, marital status, physical challenges, sexual preference are not characteristics which determine placement and promotion within a company. Seems like a simple concept, but it is not. There are many subcategories which need to be assessed to qualify your company as a, “diverse workplace”.
In the text book, Human Resource Management, (Dessler 2013) the author addresses these 5 areas which are to be included to help recruits a more diverse workplace.
1. Single Parents – An employer who sells them self as family friendly, whether for a single or two parent home will always be able to attract single parents. A work at home policy should be established and perameters around it made clear so that a single parent knows that a. there is a work at home option and b. it has parameters which must be followed. A big selling point from a benefit perspective is to maintain a daycare allowance.
2. Older Workers - Older a lot of times means experienced. I would use this as an opportunity to “tap” into their experience for the benefit of my company. One of the downsides of that experience means that some of the older workers skillsets may be outdated and need some refining. I would clearly advertise training programs and job coaching to help older employees stay up to speed. Also I would establish a tuition reimbursement program.
3. Minorities and Women - Many companies appeal to these sections by offering, by law, maternity leave, but add to that law tailor fit it to accommodate an extension or job security assuring that womens jobs will be there when they get back and adding an paid week or so in addition to the maternity leave. Minorities should feel welcome. One thing I have seen is a