All people are different, and this fact has a significant influence on people’s performance at their workplaces. Neglecting the individual characteristics of employees results in ineffective use of their capabilities. Therefore, it is vital for managers to maintain diversity correctly. Furthermore, diverse companies are more able to attract and retain top talent. In addition, diverse teams are known to be more creative and more capable of effective decision-making. This paper describes some ways companies may attract, select, and recruit diverse employees.
Achieving diversity in the workplace starts with attracting diverse employees to the company. One way is to target the recruitment campaign at a minority that is underrepresented in the company (Robbins & Judge, 2019). For instance, if the company 90% consists of male employees, to reach diversity in terms of gender, job advertisements should be placed on platforms that are popular within women.
Members of minorities will be more attracted if the company has a supportive and diverse climate (Robbins & Judge, 2019). Another way of attracting members of demographic minorities is to provide grants and courses for those minorities with an opportunity for further employment. Colleges and universities often place ad campaigns to attract international students. Partnering with these educational institutions may allow the company to reach talent from abroad.
The selection process is the most significant because this decision will impact the efficacy of the company and its business results. Therefore, this step should be objective, and managers should demonstrate fairness (Robbins & Judge, 2019). A candidate’s demographic or other unimportant characteristics should not be a decisive factor when making a decision. Instead, companies should establish a well-defined protocol that managers use when assessing the candidate.
The protocol may include the list of the organization’s priorities when choosing employees. Also, companies may enforce non-discrimination policies that value professional qualifications more than demographic characteristics. Such policies will also influence the compensation strategy, by which all employees are paid according to their skills and expertise, and not because of their skin color, gender, or religion.
After selecting a suitable candidate, the company should complete the recruitment process and try to retain the employee. For successful outcomes, managers need to have knowledge about equal employment opportunity and should be encouraged to demonstrate fair treatment of all employees (Robbin & Judge, 2019). After an employee is recruited, he or she should have a chance to develop and improve professional skills.
The company should emphasize the importance of diversity in serving a more extensive range of customers and increasing organizational performance (Robbins & Judge, 2019). All minorities within the company should have equal opportunities for career advancement. If only a particular group occupies managerial positions, and minorities are struggling to achieve a promotion in their job, managers should identify obstacles that are keeping minorities from progressing in their careers.
More companies and businesses around the world are leaning toward the diversification of their workforce. The benefits are evident – different people generate different ideas, which increases creativity within the workplace. Diverse customers require service from a diverse group of workers. Therefore, it is critical for companies to adjust their recruitment process to be able to attract, select, and retain diverse employees. Some of the vital elements are targeting underrepresented groups, encouraging objectivity in the selection process, teaching managers about the benefits of diversity, and providing equal career advancement opportunities to all employees.
Reference
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.