POLICIES AND PROCEDURES TO SUPPORT A DIVERSE WORKFORCE

Development of policies and procedures to support a diverse workforce requires knowledge of human resources best practices and attention to labor and employment laws. Policies and procedures to maintain a diverse workforce differ, depending on industry, locale or jurisdiction and specifics about your current workforce. Implementing policies and procedures to support a diverse workforce require consistent application and regular monitoring to be effective and fair.

Diversity Defined

The definition of diversity has evolved throughout the past 30 years from addressing differences among people in the workforce according to race, sex and ethnicity to variables that define diversity today. Diversity now applies to the differences in work styles, generation, gender, veteran and disability status. Implementing policies and procedures requires an understanding of how diversity was previously defined, present-day interpretations of diversity and how future changes and trends in the workplace will affect diversity.

Policies

Policies that support a diverse workforce change over time--what worked in the 1980s may not be effective today. During the time diversity addressed mere racial and ethnic differences, policies that encouraged hiring minorities were considered timely. Today, however, effective diversity programs are much broader. Consider incorporating into your business diversity policies special training and development opportunities for minorities and women who demonstrate aptitude for leadership positions. Another policy for strengthening support of a diverse workforce is creating affinity groups. Affinity groups are comprised of members of one or more groups of underrepresented workers that network and support one another's professional experiences and endeavors. Other policies include voluntary affirmative action plans, diversity training specifically designed for your industry and cultural enrichment events that increase employees' knowledge of diverse populations.

Consistency and Accountability

Two key elements of success for policies and procedures that support a diverse workforce are consistent application and manager accountability. Ensure the policies you implement are consistently and equitably applied within your workplace. Implement management accountability for adhering to your company's policies and procedures that support your diverse workforce.

References:

Hiranandani, v. (21 MARCH 2012). Diversity management in the canadain workplace:Towards an Antiracism Approach  Urban studies Research, 13.

Hiring Policies & Procedures That Increase Diversity

Diverse Workforce

Diversity is a number of things that a person embodies. To create a truly diverse workforce, consider more that just a person appearance. While race, gender and age certainly contribute to workplace diversity, religion, philosophy, sexual orientation and nationality are also important contributions.

Recruiting Employees

According to the Equal Employment Opportunity Commission, an employer that wants to increase diversity should examine their employees and assess where the company lacks diversity. Then it should figure out how to broadcast job opportunities to the desired population.

Hiring Qualifications

An employer should look only at a potential new hire based on his or her qualifications. That said, an employer looking to increase workforce diversity may consider changing  hiring requirements if homogeneous groups are consistently applying for the same jobs. For instance, an employer may consider substituting additional work experience in place of a four-year college degree, as this might help recruit population segments with lesser opportunities to attend college.

Creating a Culture

Employers that want to attract a diverse workforce need to create a culture that values diversity. In a Charlotte Business Journal article titled "Promote Diversity in the Workplace experts first recommend examining company policies, such as training programs and performance evaluations, for unintended biases. Then appoint someone to create and oversee programs that emphasize equality and open communication. Implement networking and mentoring programs that allow workers to be comfortable and vocal about their needs. Also, avoid preferential treatment, as it creates resentment.

Affirmative Action

Affirmative action is another tool that can increase the diversity of the workplace, although it is subjective to the law. Affirmative Action is defined by law ;actions appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity. An employer may decide to create a voluntary affirmative action program if the company thinks there is a longstanding imbalance in a specific job category. To ensure the legality of the program, a court will examine the company quotas and goals, and determine whether it interferes with equal employment practices. It is important to pay close attention to legal requirements when implementing and running affirmative action programs.

References:

Quirk, B. (Jul 28, 2008). Promote diversity in the workplace. Charlotte Business Journal, 3

DIVERSITY TRAINING

Successful Employee Diversity Training

Diversity training is a fundamental component of a diversity initiative and represents the opportunity for organisation to inform and educate administrators  about diversity.  The purpose of training is not only to increase awareness of workplace diversity, but also to develop and enhance skills among employees to help them communicate more profoundly in the future.  Differences in race, sexual orientation, education and work experience can cause tremendous damage.  Although diversity training cannot all together change individuals’ beliefs, it has the ability to increase awareness, impart knowledge and educate employees further on how to accept differences among fellow employees.  The main goal of a successful diversity training program is to create a positive work environment by helping employees recognize and be tolerant of differences among co-workers.

When a proper diversity training program is initiated within a school district, several benefits often emerge for the organization and its employees.  First, successful diversity programs help administrators delegate job assignments to subordinates and saves time in properly evaluating employees. Consequently, employees become more active in brainstorming and participating in projects, allowing for better teaching to occur.  Secondly, diversity training benefits employees by increasing their motivation in regard to their work assignments. Diversity initiatives enacted by the organization help to optimize the money spent on employee salaries, benefits, recruitment and training. When diversity training is successful, employee commitment and motivation rises, which translates into fewer resources being spent on grievances and employee turnover.

References:

Wagar, s. d. (2011). Canadian Human resource management A strategic wagar. canada: Mcgraw-hill Ryerson.

HOW TO MANAGE DIVERSITY IN WORKPLACE

Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization 

Step 1

Confirm that all of your personnel policies from hiring to promotions and raises are based on employee performance. Avoid allowing tenure, ethnic background or any other kind of category into your human resources policies. Managing a diverse workplace begins with strong policies of equality from the company. Once these policies are in place, the company can begin implementing diversity measures throughout the entire organization.

step 2

Rate the qualifications of the candidate based on the quality of his experience, not age or any other category, when hiring. When you hire a diverse but qualified workforce, you are on the right track towards being able to manage the diversity in your company.

Step 3

Encourage diversity when creating teams and special work groups within the company. If a manager creates a work group that does not utilize the skills of the most qualified employees, then insist that the group be changed to include all qualified staff members.

Step 4

Treat complaints of favoritism or discrimination seriously. Encourage employees to report all instances of discriminatory behavior, and have a definitive process in place for investigating and dealing with these issues.

Step 5

Hold quarterly training for the entire staff on the benefits of diversity in the workplace. Encourage discussions at these meetings on how the company can better manage workplace diversity.

References:

Wagar, s. d. (2011). Canadian Human resource management A strategic wagar. canada: Mcgrawhill Ryerson.

Arnold Anderson, D. m. (2010). How to manage Diversity in a workplace. Houston Chronicle, 1

DISADVANTAGES OF WORKFORCE DIVERSITY

Communication Issues:

Diversity impacts workplace communication in positive and negative ways. Between co-workers, diversity can place impediments in the way of effective communication, which can directly dampen productivity and the cohesiveness of small groups. Spending time with diverse employees can break down communication barriers over the long-term, but first impressions and co-workers' orientation periods can be difficult to control when cultures clash. Diversity can strengthen your company's relationships with specific customer groups by making communication more effective. Customer service representatives can be paired up with customers from their specific demographic, making the customer feel comfortable with the representative, and thus with the company.

Integration Issues

Social integration at work can only be influenced to a small degree. The formation of cliques and exclusive social groups is a natural process that can be impossible to control at times. Because of this, companies can experience informal divisions in their staff, creating a situation where culturally diverse employees avoid exposure to each other during break times and after work. Although there is nothing fundamentally wrong with this scenario, it can hinder the effectiveness of sharing knowledge, skills and experience, thus curbing productivity growth and the effectiveness of teams.

References:

Mary Ellen guffey, K. R. (2011). Business communication. Canada: Nelson Education Ltd.

                                                                                             

BENEFITS OF DIVERSITY IN WORKFORCE

A Diverse workforce and engaged workforce is fundamental to sustained business success in this era of global and connectivity.It is the platform for the productivity, innovation, and creativity in today's marketplace.

It can’t be overstated that diversifying your workplace brings real bottom-line value to your organisation.  you’ll fill vacancies and enjoy increased productivity and creativity with high-caliber candidates. You’ll have a wider pool from which to draw in the face of a shrinking workforce, and your hires will be more resistant to frequent turnover, more deeply engaged and focused. You’ll break down barriers, using the information and experience that your diverse hires bring. 

  A company that is prepared for changes in demographics is prepared for the market changes as well as the changes in the pool of applicants.  Having a diverse workplace creates an increase in attracting and retaining the most qualified candidates.  Diversity programs within corporations improve corporate culture, help in recruitment, and help foster better client relations. 

 Diversity in the workplace is thought to increase shareholder value.  Diverse knowledge and experiences can aid in generating profits.  Diversity is a concept that is seen as having the potential to understand the international market, represent different customer bases, contribute diverse operational skills and help with decision-making and diverse age and experience provide different perspectives.

References

Wagar, s. d. (2011). Canadian Human resource management A strategic wagar. canada: Mcgrawhill Ryerson.

Gadget. (2011). Benefits and problems of a diverse workforce. hubpages, 3.