ISBN: 978-93-91248-39-0 145
Advance Research in Social Science and Management
Theme: 04 Strategies for Achieving and Sustaining a Diverse Workforce
Achieving and sustaining a diverse workforce has become a crucial priority for organisations
worldwide. The gains of diversity in the
workplace are well documented, from increased
innovation and creativity to improved problem
-
solving and decision
-
making. However, creating
a diverse workforce requires more than just hiring employees from different backgrounds. It
requires a systematic approach that includes recruiting, retaining, and developing diverse talent
(Kiradoo, 2008). The following paragraphs will discuss organisations' strategies to achieve and
sustain a diverse workforce.
Strategy 1: Establishing a Diverse Recruitment Process
A diverse recruitment process is essential to building a diverse workforce. Organisations should
evaluate their recruitment strategies to identify any potential barriers to diversity. For example,
many job descriptions contain biased language that may discourage certain candidates from
applying. Organisations should also consider
using blind resume screening, where identifying
information such as name and address is removed from resumes to prevent unconscious bias.
Another effective strategy is to partner with organisations that serve underrepresented groups.
This
can include community groups, schools, and professional organisations. By building
relationships
with these groups, organisations can increase their visibility and attract a more
diverse pool of candidates (Greenberg and Edwards, 2009).
Strategy 2: Developing a Diverse Talent Pipeline
Organisations should invest in developing a diverse talent pipeline to ensure a steady stream of
qualified candidates. This includes offering internships, apprenticeships, and mentorship
programs that provide opportunities for individuals from underrepresented
groups to gain
experience and develop skills (Kiradoo, 2011).
Organisations should also provide professional development opportunities to their employees to
help them advance their careers. This includes training, mentoring, and coaching programs that
give employees the skills they need to succeed in their roles and advance within the organisation
(Jackson et al., 2016).
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