How to Implement Diversity in the Workplace

Implementing workplace diversity can have a tremendous impact on your work force. Learning from and working with people of varied cultures, work styles and generations produces a synergy that may not be possible in a homogeneous work force. A diverse work force generates ideas from a wide range of perspectives and opens potential access to diverse market segments. Implementing diversity puts your company ahead of the competition in mirroring the future of the U.S. because, according to the U.S. Food and Drug Administration: "Nationally, by the year 2040, it is projected that no single racial or ethnic group will comprise the majority of the United States population."

Instructions

1. Conduct an assessment of your present work force and take note of the types of diversity represented in your workplace. You can obtain some information from the voluntary EEO forms employees signed on their hire dates. Analyze your work force according to racial, ethnic and cultural, gender and generational differences. Compare your findings to the community surrounding your business and the overall labor force for your geographic area.

2. Read trade journals, news articles, books and online resources for information about innovative ways to introduce diversity to your work force. Companies recognized for their effective diversity programs are often featured through professional association magazines. You may want to call one or two human resource leaders from those companies for tips on how they developed diversity programs. Network with other human resources and diversity experts.

3. Meet with your human resources leader or company executives about implementing a diversity program. Be prepared to discuss budget allocation and direct expenses such as training and implementation costs. Consider indirect expenses such as possible productivity losses due to attendance during training sessions. Discuss the potential gains your company stands to realize from creating a diverse work force. Gains include building a client base through implementing a diverse work force capable of approaching markets not previously explored.

4. Schedule training for frontline employees, supervisors and managers. Involve executive-level leadership in your training. With support from senior leadership, your work force is more likely to embrace change. Encourage candid participation during employee training and discourage stereotyping diverse populations. Training should address many of the differences that create diversity: age, gender, sexual orientation, disability, generation, religion and culture. Focus on the benefits and advantages of diversity.

5. Revise your employment policies to reflect your organization's commitment to diversity. Develop a recruitment strategy that attracts a diverse pool of applicants. Research outreach methods such as recruiting from universities and community colleges with diverse student populations. Advertise openings in newspapers and magazines geared toward diverse audiences.

References

• U.S. Food and Drug Administration: EEO and Diversity Strategic Action Plan
• League of Women Voters: Developing and Implementing a Diversity Policy
• North American Association for Environmental Education: NAAEE Adopts Diversity Policy
• Battelle, The Business of Innovation: Vision

Resources

• American Society for Training & Development
• Society for Human Resource Management
• National Human Resources Association
• U.S. Equal Employment Opportunity Commission
• Work Force Management