ORGANIZATION THEORY AND BEHAVIOR

Creating a diverse workforce is crucial in today’s global marketplace where companies have to learn and interact with different cultures. Workforce diversity leads to increased productivity, creativity, personal and professional growth and better employee hiring and retention methods. An organization that has a diverse workforce is more attractive to prospective employees.

A diverse workforce has a healthy balance in terms of race, gender, sexual orientation, national origin, social class and so on. The first step in attracting a diverse workforce is analyzing the area where diversity is required and actively recruiting employees based on these criteria. Perhaps you need a gender balance or an ability-disability balance or even a racial balance. Once the talent management team makes a decision on the type of diversity the company requires, the second step is to create a well-worded job posting, inviting specific applicants to submit their application.

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In the job advertisement, the company should specify that it is an equal-opportunity employer and it accepts application from all qualified applicants regardless of their color, race, gender, sexual orientation, and so on. The language used should clearly reflect the fact that the organization is committed to creating a diverse working environment. The third step is to place the advert on a platform that is likely to attract diverse candidates. For instance, on a university notice board, the company’s website or online job flat forms.

In order to select a more diverse workforce, all candidates should be accorded the same treatment during the selection process (Mor-Barak, 2017). The interview questions asked should be similar for all candidates regardless of their background. Additionally, the interviewing panel should also be diverse and non-discriminatory.

An organization seeking to attract a diverse workforce must incorporate diversity management in each step of the human resource process (Clemons, 2001). It must also strongly communicate this fact to all employees and foster a working environment that is free of harassment for people who are deemed to be different.

Reference

Clemons, H. (2001). 7 steps: achieving workforce diversity step-by-step. Los Angeles: HLC Group.

Mor-Barak, M. E. (2017).Managing diversity: toward a globally inclusive workplace. Los Angeles: Sage.