Diversity With Inclusion
Business Case for Diversity with Inclusion
Recruiting, retaining, and promoting diverse employees are critical to a corporation's success in this evolving marketplace.These efforts must be carefully planned, nurtured, and measured to ensure success.
There are few who would argue against positive co-worker relationships and respect for the individual dignity as being helpful in developing a positive workplace environment. Many organizations are proud to display their espoused values like respect, teamwork, individual dignity, and integrity on plagues throughout the workplace. And yet, even in these organizations, people find themselves faced with a range of behaviors and predicaments that “fly in the face” of the well-intended values. Even …show more content…
It will be the talented people, so-called human capital, which will become the most valued corporate resource. It will also be the resource in shortest supply. As reported in Fast Company (August 1998), the yearlong study conducted by a team from McKinsey & Company—a study involving 77 companies and almost 6,000 managers and executives—the most important corporate resource over the next 20 years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent increases, the supply of it will decrease. The McKinsey team is blunt about what will result from these trends: its report is titled “The War for Talent.” The search for the best and the brightest will become a constant, costly battle—a fight with no final victory. Not only will companies have to devise more imaginative hiring practices; they will also have to work harder to keep their best people. There is a lot to be learned by studying the talent management practices of highly successful organizations. This is especially true when considering high performing organizations faced with an increasing diverse talent pool. As it turns out, in market economies, talented workers from diverse backgrounds have similar baseline needs …show more content…
By Marcus Robinson, Charles Pfeffer, and Joan Buccigrossi, (2003). wetWare, Inc. Rochester, NY.
• Since business leaders are responsible and accountable for bottom-line business results, their individual and collective successes in dealing with the issues affecting employee performance is a key measure of leader effectiveness. Relative success or failure in this area should be appropriately reflected in how leaders are compensated. • Making progress toward the goals identified by the assessments need to be monitored with both process and outcome
Recruiting, retaining, and promoting diverse employees are critical to a corporation's success in this evolving marketplace.These efforts must be carefully planned, nurtured, and measured to ensure success.
There are few who would argue against positive co-worker relationships and respect for the individual dignity as being helpful in developing a positive workplace environment. Many organizations are proud to display their espoused values like respect, teamwork, individual dignity, and integrity on plagues throughout the workplace. And yet, even in these organizations, people find themselves faced with a range of behaviors and predicaments that “fly in the face” of the well-intended values. Even …show more content…
It will be the talented people, so-called human capital, which will become the most valued corporate resource. It will also be the resource in shortest supply. As reported in Fast Company (August 1998), the yearlong study conducted by a team from McKinsey & Company—a study involving 77 companies and almost 6,000 managers and executives—the most important corporate resource over the next 20 years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent increases, the supply of it will decrease. The McKinsey team is blunt about what will result from these trends: its report is titled “The War for Talent.” The search for the best and the brightest will become a constant, costly battle—a fight with no final victory. Not only will companies have to devise more imaginative hiring practices; they will also have to work harder to keep their best people. There is a lot to be learned by studying the talent management practices of highly successful organizations. This is especially true when considering high performing organizations faced with an increasing diverse talent pool. As it turns out, in market economies, talented workers from diverse backgrounds have similar baseline needs …show more content…
By Marcus Robinson, Charles Pfeffer, and Joan Buccigrossi, (2003). wetWare, Inc. Rochester, NY.
• Since business leaders are responsible and accountable for bottom-line business results, their individual and collective successes in dealing with the issues affecting employee performance is a key measure of leader effectiveness. Relative success or failure in this area should be appropriately reflected in how leaders are compensated. • Making progress toward the goals identified by the assessments need to be monitored with both process and outcome