Workforce diversity affects how managers interact with team, development of interpersonal relationships and how employees related to each other. It also influences the HR functions, such as recruiting, training, record keeping and requirements of Human Resource staff experience. In many ways, workforce preference (or workforce diversity) holds the HR department accountable and increases their responsibility for functions mandated by law.
Types of workplace diversity
Immigration, multinational corporations and technology have all congregated to a diverse, productive workforce. Here is a quick sneak peek to forms of diversity in workplace:
Age. At any given time, there may be 3 or 4 generations at work. Millennials and baby boomers both bring different experiences, strengths and worldviews to the modern workplace.
Ethnic. The global organisation must value the talent beyond the cultural barrier. Statistically speaking, Asian, Blacks, Latinos and Native Americans all played roles in creating industries.
Religious. There is no deny that religious diversity in the workplace has particular set of challenges. It may be especially so for employees who wish to live consistently with their beliefs in an enterprise that are expressly non-religious.
Workforce preference – Challenges
Workforce preference goals need amendments to recruitment tactics or outreach to recognise a diverse pool of qualified applicants. For instance, posting requirements including, “equal opportunity employer” are functions of Human Resource that inspire diverse candidates to submit their resume for consideration.
Business leaders look to HR staff to supply in-house diversity training resources or recommend diversity trainers. HR is involved in identifying whether to make diversity training obligatory. Also, HR functions include contracting with diversity experts or consultants or evaluating training modules, which are suitable for the workforce.
The pronouncement to mandate workforce diversity training is a strategic role of Human Resource. It comprises an evaluation of workplace culture and if informal activities are sufficient to support the organisation’s workplace diversity philosophy or whether managers and supervisors would benefit from mandatory training.
5 ways to manage the workforce diversity
Workforce diversity means bringing together people of different age groups, ethnic backgrounds and religions into a productive and cohesive unit. Today, the marketplace has become a more global concept with the emerging communication technologies, including smart devices and internet. To overcome the mentioned above workforce preference challenges follow these 5 smart ways.
1. Rate the qualification
When hiring rate the qualifications of the candidate based on her experience, not any other category. You will be able to manage the workforce preference in your organisation when you hire a diverse but qualified workforce.
2. Hiring, promotions and appraisals – all must be based on employee performance
Avoid the inclusion of ethnic background, tenure or any other category into your HR policies. Hire, promote and appraise employees based on their performance only. The first step of managing the diversity in the workplace is an implementation of robust HR policies of equality.
Once these HR policies are in place, the organisation can start executing workplace diversity measures throughout the entire company.
3. Encourage employees to report all instances
Whether it is an act of discrimination or favouritism, empower your employees to report the issue. Make sure you have a definitive process in place for assessing and dealing with these concerns.
4. Motivate employee to support workplace diversity
Organise training for the entire staff on the benefits of diversity in the workplace. Encourage employees to participate and suggest best ways manage workforce preference.
5. Include diverse workforce when creating ad hoc groups and teams
Try to include all qualified members when creating special groups and teams. Comprising members of different ethnic background will empower healthy workplace relations.
Organisations can benefit in many ways from having employees with differing perspectives and backgrounds. You not only able to access the larger talent pool, varied viewpoints. Also, diversity leads to reduced discrimination and brings vibrancy to the workplace.