We don’t have any diversity in the company. That’s something we should be paying attention to, but we’re not. How do I get this going?
Thoughts of the Day: When building diversity do you want or need, and why? How do you get your managers on board and support your objectives? How do you attract the people you want to have in your company? Remember, the first hire may be the hardest, and might not work – don’t lose heart.
Building diversity into a business
Observers of diversity report that companies with a diverse workforce enjoy a broad range of advantages. These companies tend to make better decisions and consider more options. Some have better growth and profit performance, are more competitive, have a broader service offering. Just to name a few benefits of diversity. With that in mind, what does any company have to lose? Build in a more varied workforce.
For starters, it may take a long look in the mirror to figure out why your workforce isn’t already more diverse. In addition to recruiting, what has your company done, or not done, to retain and promote variety up the ranks? Are company personnel tolerant of those who are different from themselves? How welcomed do new employees and managers feel, no matter how different they might appear to be? Does trust exist between people who come forward with different viewpoints and people who hold sway over decisions?
You probably already have more diversity than you think. That is to say, there are some diversity factors: age, sex, physical ability, religious beliefs, race, education, work experience, and cultural background. Build confidence by recognizing the diversity you’ve already brought into the company.
Improving diversity and inclusion
Think about what you want to add to the company. More variety of opinions and alternate thought processes? Attract new customers of a different background? Doing it because you think it’s somehow the “right thing to do”? Hoping for a more stable workforce?
Get clear as to what you’re trying to accomplish. Set goals and objectives. How many contribute to what kinds of diversity advantages? Over what period of time are they accomplished?. Be realistic.
Encourage the use of atypical recruiting and networking techniques. Find candidates not normally seen by the company. Look at conferences for experienced talent, make diversity a big part of your online advertising. Encourage entry-level candidates. Connect with their mentors.
For example, Insist on a broad pool of candidates. Encourage hiring managers to go out of their way to woo candidates. Focus on serious contenders. Don’t give up just to fill a position. That is to say, hire a temp until you find what you want.
Look for candidates who come from non-traditional backgrounds. People who get an opportunity to show what they can do often become highly committed to the organization. Prepare to successfully engage new employees through training programs directed to their needs.
Diversity, equity, and inclusion
Provide employees with successful role models that speak and look like they do. Hire consultants and trainers from diverse backgrounds. Get clients of diversity to talk with your employees about what they value.
Make managers accountable for meeting the company’s diversity goals. Likewise, educate managers about the changes in company demographics. Include the shift towards a non-white, non-male majority in the workforce. Make it clear that bonuses are tied to a willingness to support diversity initiatives. And then give them an upside opportunity. Remind them that diverse organizations generally produce higher growth and profits. Which means more success for the company in the future.
Above all, if the diverse employee you’re seeking will be the first in that category, don’t give up. It may be harder to find someone who travels in the same social circles. It may be harder to attract someone to your company without diversity. Especially if they don’t see someone else of similar background succeeding there. Put together a strong offer. Include a track for growth and a compelling reason why they should join your company. If not to help expand its diversity profile. Ask them to become part of the future solution.
Looking for a good book? Building and Maintaining a Diverse, High-Quality Workforce: A Guide for Federal Agencies, by United States Office of Personnel Management and Employment Service Diversity Office
