How to Analyze Diversity in the Workplace

A primary goal in analyzing diversity within your organization is to uncover your strengths, identify weaknesses and maximize the value of your human capital. Analyzing diversity can take on many forms, however. Using tallies to classify employees into certain racial and ethnic categories isn't the way to truly analyze your workplace. The ideal way to begin your analysis is to become acquainted with employees, look at your existing and potential client base and define your place in the business community. This process is more time-consuming, but much more effective than simply producing an EEO report.

Instructions

1. Acquaint yourself with individuals and learn more about their talents, expertise and work experiences. Identifying the collection of skills, talent and capabilities of your work force will enable you to see diversity in a more contemporary way.

   When the U.S. Department of Justice analyzed its own diversity in 2002, it used several types of data, including: " ... qualitative analysis of human resources practices, including interviews with human resources administrators in each component and analysis of organizational issues which affect the diversity climate."

   Human capital is the most valuable resource an organization has; however, if you have individuals who contribute more talent than believed upon hiring them, you have a wealth of untapped resources.

2. See your employees for their individualism, as well as their collective contributions. A multigenerational workplace can be effective for one very important reason: the conscientiousness of experienced workers combined with the tech-savvy knowledge of new professionals is a blend that can enable greater productivity and, thus, profitability.

3. Determine the diverse needs of your existing client base, and how you can meet the changing needs of your customers. Product or service forecasting can help you identify a potential client base and what your diverse workforce can do to attract a larger, maybe even global, client base.

   In its working paper published in 2000, "Working with Diversity: A Framework for Action," the Consultative Group on International Agricultural Research states: "As organizations respond to changing demographics in the countries in which they operate and/or become more global, they see diversity as a means to enhance their ability to gain access to new markets or bases of operation, respond effectively to new clients or beneficiaries, and engage new types of investors or stakeholders."

   Engage your research and development team's expertise in redefining products or services to meet the needs of the potential client base. The team can assist with business projections based on industry, company size, technology and diversity.

4. Examine the similarities among your employees. When you contemplate diversity, consider more than differences, because there's a component of diversity that addresses the similarities among individuals. The same is true of a diverse client base. In addition, look at the ways your client base is similar, which may affect the launch of new products and services. Discovering commonalities can reduce marketing costs and help you analyze diversity in forward-thinking ways that put you closer to your organizational goals.

References

• Harvard Management Update: Making Diversity a Business Advantage
• American Anthropological Association: Anthropology for Businesses: How Hiring an Anthropologist Will Make Your Firm More Competitive in the New Economy
• Oregon Executive Forum: Measuring the Value and Impact of Workforce Diversity
• U.S. Department of Justice: Support in the Department in Conducting an Analysis of Diversity in the Attorney Workforce
• Consultative Group on International Agricultural Research: Working with Diversity: A Framework for Action

Resources

• HR.com
• Society for Human Resource Management
• National Human Resources Association
• U.S. Equal Employment Opportunity Commission
• Workforce Management