Question: We don”™t have any diversity in the company. That”™s something we should be paying attention to, but we”™re not. How do I get this going?
Thoughts of the day: What kind of diversity do you want or need, and why? How do you get your managers on board and then supporting your objectives? How do you attract the people you want to have in your company? Remember, the first hire may be the hardest and might not work ”” don”™t lose heart.
Observers of diversity report that companies with a diverse workforce enjoy a broad range of advantages. These companies tend to make better decisions, consider more options, have better growth and profit performance, are more competitive and have a broader service offering ”¦ just to name a few benefits of diversity. With that in mind, what does any company have to lose by trying to build a more varied workforce?
For starters, it may take a long look in the mirror to figure out why your workforce isn”™t already more diverse. In addition to recruiting, what has your company done, or not done, to retain and promote variety through the ranks? How tolerant is everyone ”” employee, manager and owner ”” of people who are different from themselves? How welcomed do new employees and managers feel, no matter how different they might appear to be? How much trust exists among people who come forward with different viewpoints and people who hold sway over decisions?
You probably already have more diversity than you think. Here are some diversity factors: age, sex, physical ability, religious beliefs, race, education, work experience and cultural background.
Think about what you want to add to the company. Do you want more variety of opinions and alternative thought processes? Do you want to attract new customers of a different background? Are you doing it because you think it”™s the right thing to do? Hoping for a more stable workforce?
Get clear as to what you”™re trying to accomplish. Set goals and objectives. Be realistic.
Encourage the use of atypical recruiting and networking to find candidates not normally seen by the company. Look at conferences for experienced talent, make diversity a big part of your online advertising. Encourage entry-level candidates by connecting with their mentors.
Insist on a broad pool of candidates. Encourage hiring managers to go out of their way to woo candidates who might hesitate to seriously consider your company. Don”™t give up just to fill a position ”” hire a temp until you find what you want.
Look for candidates who come from nontraditional backgrounds. People who get an opportunity to show what they can do often become highly committed to the organization. Prepare to successfully engage new employees through training programs directed to their needs.
Provide employees with successful role models who speak and look like they do. Hire consultants and trainers who come from diverse backgrounds. Get clients of diversity to talk with your employees about what they value.
Make managers accountable for meeting the company”™s diversity goals. Educate managers about the changes in our society”™s demographics, including the shift towards a nonwhite, nonmale majority in the workforce. Make it clear that bonuses and even job security will be tied to employees”™ and managers”™ willingness to support diversity initiatives. And then give them upside opportunity by reminding them that diverse organizations generally produce higher growth and profits, which means more success for the company in the future.
It may be harder to find someone if you and they don”™t usually travel in the same social circles. It may be harder to attract someone to your company if they don”™t see someone else of a similar background already succeeding there. Put together a strong offer, including a track for growth and a compelling reason why they should join your company to help expand its diversity profile. Ask them to become part of the future solution.
Looking for a good book? Try “Building and Maintaining a Diverse, High-Quality Workforce: A Guide for Federal Agencies,” by the U.S. Office of Personnel Management and Employment Service Diversity Office.”
Andi Gray is president of Strategy Leaders Inc., strategyleaders.com, a business-consulting firm that specializes in helping entrepreneurial firms grow. She can be reached by phone at 877-238-3535. Do you have a question for Andi? Send it to her via email at AskAndi@StrategyLeaders.com. Visit AskAndi.com for an entire library of her articles.
