Diversity is a long standing issue in organizations. It was very hard for blacks to get in a predominantly white workforce. In the latter years, Asians shared the same plight as they are also having a hard time penetrating through top positions, job placements that they are well qualified to hold. But today the times have changed. And although companies have had quantum leaps toward embracing diversity within their ranks, they did the transition in the nick of time. Businesses today can never survive without reaching out to the global market. Such expansions carry with it unique challenges that can only be addressed with diverse teams, a talent pool from different cultural and racial backgrounds. A global market needs to have a proactive human capital to serve its needs best.
Diversity and Talent Acquisition
Diversity changed the way organizations hire. If this is not true in your company now then you are in the slow lane in maximizing diversity for your organization’s success. Failure to align your hiring strategy with the intricacies of diversity can have some serious consequences in stacking up your business advantage over your competitors. It does not necessarily mean companies should be forced not to be picky, but it is redefining the definition of “picky” when it comes to acquiring talent. For organizations to grow and sustain its growth it must choose people who know how to blend in. New hires must be mature enough and self-assured to take on jokes and race-related bantering that can be too much for some. This approach in diversifying the workforce is both practical and realistic. Would diversity-focused hiring work if hiring managers turn a blind eye on the mismatch of work ethics of newly hired people and those who are already inside? This inquiry reflects the new philosophy of hiring with diversity in mind.
Organizations should try online hiring or explore the possibilities of telecommuting and integrating that move to the diversification of its workforce. The truth is diverse companies are more effective today simply because it shapes the composition of its people based on the business environment it is bound to serve.
Diversity and Training
Diversity can be maximized by teaching people how to communicate better in a diverse workplace. They can be taught to understand cultural differences better and to cope faster in very diverse teams. There is a labyrinth of human issues with diversity and by helping people understand these they can work with each other better. People at work must understand the need to work with other who have different ethnic backgrounds and use these differences to provide better output. Maximizing diversity must be a training goal for organizations who dream of thriving in the global economy.
Companies who fail to diversify their workforce will fail to seize pivotal talent for their business. If there is no alignment between diversity, training, and hiring then diversity becomes a liability, a source of chronic organizational problems. This is an unacceptable waste of a competitive advantage.