Diversity: Strategies to Increase and Monitor for Compliance
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The case study:
From a Human Resource standpoint, propose three ways that an organization can increase diversity within itself. Take a position on whether diversity is or is not important and determine how the methods you provided support your position.
Evaluate ways that an organization can measure and reward compliance. Determine if organizations that measure and reward compliance are more or less likely to experience lawsuits.
In today's "electronic age" - it is extremely simple for an organization to reach a vast audience for recruitment purposes. No longer is an organization "tied" to candidates in its immediate community. Advertising far and wide will yield candidates with diverse backgrounds. Most organizations have a customer basis that is very diverse; having an employee population that mirrors customers is wise. To ensure compliance with diversity regulations, the organization must ensure that all hiring practices treat candidates the same; with no regard for color of their skin, age and even ethnic background.
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Solution Summary
This solution is over 400 words long and proposes three ways for an organization to increase diversity within itself. These include actively recruiting from a broad range of demographics, advertising to specific interest groups and treating all employees with equal experience the same; regardless of their background. The solution also explains how to measure diversity initiatives, along with ensuring compliance to avoid lawsuits.
Solution Preview
An organization can increase diversity within itself by actively recruiting new employees from a broad range of sources, providing equal opportunity for current employees to promote into higher level positions, and permit employees from different cultures to recognize, and even share with others, holidays and/or special events that are important to them. Recruitment should not be a single source, such as online. An organization should also advertise and/or reach out to special interest groups that represent a "good fit" with the product or service. Internal promotions such not be limited to a group of employees based on non-essential job qualifications. Organizations ...
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