Managing diversity that promotes Retention of employees
Managing diversity that promotes
Retention of employees
Building a diverse
environment and team has some challenges, but the advantages far outweigh them.
Employing people with various backgrounds has the potential to give your
company a leg up because it can:
- Spark
creativity with an infusion of new ideas and perspectives
- Give
you a head start on innovation because
you’re drawing ideas from different types of people
- Help
you relate better to your target audience
- Align
your culture more closely with the reality of our nation
- Broaden
the appeal of your sales pitch and provide insight into client
demographics
- Improve
how your team interacts with clients and the public, and increase customer
satisfaction
In order to create and maintain
a diverse workplace, must learn to:
- Identify
with others who are different from you
- Be
willing to take other perspectives into account
- Be
able to embrace those very traits that make us different
- Recognize everyone’s contributions
According to above factors,
how do you handle them?
Hire the most – qualified
people
To
begin, your objective should not be to compel a varied environment or to
enforce artificial standards. Hiring the best qualified individuals, those with
the appropriate education, experience, and skill set, will naturally result in
a diverse workplace.
Equalize
the playing field by instituting standard and equitable policies. Are you
consistently documenting each interview? Are all job seekers given the same questions?
Managers
may need training in the fundamentals of interviewing procedures,
documentation, and what questions are and are not permissible. For instance,
queries concerning an applicant's personal life, such as the number of children
they have or their religion affiliation, are absolutely prohibited (Sastry,
2000).
Recruit the outside box
Finding people with diverse
backgrounds and experiences might be challenging in some sectors or fields. If
this is the case, search for more innovative and better ways to recruit
(Ulrich, 2012).
For example, if you want to
hire highly skilled female engineers, broaden your recruiting efforts to
include professional groups in which they may be members. Consider attending
career fairs in different sections of town or in neighboring cities.
Put your policies in
writing
Ascertain that all of your
personnel policies include paperwork about equity, including hiring,
compensation, and advancement only on the basis of performance. The following
sections of your employee handbook should cover diversity:
- Code
of conduct should outline the company’s policy toward diversity
- Communication
plan should detail non-discriminatory communication
- Non-discrimination
policy lets people know about the laws and exactly what is not allowed
- Compensation
and benefits policy
- Employment and termination policy
Enforce a zero-tolerance
policy
In today's workplace,
off-color jokes about people's peculiarities or stereotyped insults have no
place. Establish rules for dealing with infractions and make it clear that they
will not be tolerated
Encourage employees to
bring any instances of this sort of conduct to the attention of management.
Establish clear grievance rules and processes to ensure that employees
understand how to properly report concerns and that management can respond
immediately. Managers must be accountable for their subordinates.
Stay
current
Keep
abreast of changing employer-related laws and trends. Be sure your human
resources policies, especially those around harassment and equal opportunity,
reflect the most current information
Secure executive buy-in
Executives and upper
management need to be on board and model open-minded behavior. For example,
they should:
- Treat
all employees with respect and not show favoritism toward a particular
group
- Act
swiftly if there is a diversity breach, such as an employee making jokes
about a pregnant woman’s weight gain
- Communicate
about the value of diversity at company-wide meetings
If you meet resistance, you
may want to counter with a list of ways that diversity in the workplace can be
good for business and a reminder of the legal consequences for ignoring it.
Conclusion
A diverse workforce is a reflection of a changing world and
marketplace. Diverse work teams bring high value to
organizations. Respecting individual differences will benefit the workplace by
creating a competitive edge and increasing work productivity
References
Robert,
R., 2007. Role of human resource management in staff retention. International
Journal of Personnel Management, Issue May (2007) .
Sastry, N., 2000. Women Employees and Human Resource
Management. 1st ed. Hyderabad: Universities Press.
Ulrich, D., 2012. Future of Human Resources. [Online]
Available at: http://www.forbes.com/sites/danschawbel/2012/07/18/dave-ulrich-on-the-future-of-human-resources/#400f3f693b0a
[Accessed 16 April 2022].
Hi,
ReplyDeleteIt is true that the organizations should always embrace diversity to have highly engaged employees who will retain to give their best for the organization(Cloutier et. al., 2015). If the organizational culture does not treat each and every employee equally regardless of their race, religion, color, etc., the organizations will lose top talent and that will impact the organizational outcomes. mangers and the organizational HR teams plays a major role in managing diversity of the organization and it is their responsibility from the beginning of the recruitment to create a highly engaged team who respect each other to have the competitive advantage to win the challenge of surviving.
Hi,
ReplyDeleteThe fact that is discussed here is valid in every generation as the employee in an organization is getting discriminated for numerous number of issues in the society that will make them low self esteem to work. An organization has the capability to achieve employee retention is based on four strategies by encouraging Communication, hiring a diverse workforce, hiring appropriate skill-full employees and provide employee necessary trainings(Cloutier et.al., 2015) . According to (Davis, T.L., 2013) proper employee retention strategies will reduce the employee turnover.
Hi. I think Herzberg’s Two Factor theory also will help for the employee retention.Herzberg’s identified two dimensions to job satisfaction. Hygiene factors cannot motivate employees but can minimize dissatisfaction if handled properly. On the other hand, motivation factors create satisfaction by fulfilling individual’s needs for meaning and personal growth (Syptak,1999).
ReplyDeleteFourteen factors relating to employee job satisfaction had been classified as hygienic or motivating factors. Motivating factors increase employee job satisfaction while the hygiene factors prevent employee job dissatisfaction (Nickerson,2021).
Employees who differ from most of their colleagues in religion, gender, sexual orientation, socio-economic background, and generation often hide important parts of themselves at work for fear of negative consequences. We in the diversity and inclusion community call this “identity cover,” and it makes it difficult to know how they feel and what they want, which makes them vulnerable to leaving their organizations.
ReplyDelete