- Talent Management
Achieving Success Through a Diverse and Inclusive Workforce
We’ve all heard the statistics—America’s demographic landscape is shifting from one that’s made up of predominantly white citizens, to one that’s made up primarily of people who were once minorities.
There are cities and states throughout the country where minorities are in reality the majority, and it’s up to corporate and business leaders to not only recognize this shift, but make changes in their talent management strategies that adequately address the changing face of the American workforce.
Diversity and Inclusion Go Hand-in-Hand with Growth
The terms diversity and inclusion were once thought of as something that could be addressed by HR, perhaps just as a sentence or two in the employee handbook.
That outdated way of thinking will no longer cut it.
Diversity and inclusion not only have to be a key component of talent management strategies, but these are also concepts intrinsically tied to remaining successful and competitive in today’s evolving marketplace.
In order to remain or become competitive, employers are faced with the challenge of attracting, hiring and retaining a diverse workforce.
There’s also a specific challenge when it comes to not only a racially diverse workforce, but the inclusion of females and people of all backgrounds, and learning how to manage them in a way that provides opportunities for and encourages success and a thriving career.
Employers are learning the importance of having a diverse workforce, but also how to manage opportunities for progression within an organization.
Similarly, employers in today’s global economy are looking for ways to attract and leverage non-American talent in a meaningful way.
When approaching the challenges of creating and maintaining a diverse and inclusive workforce, some of the primary factors to be considered include:
These are all some of the important questions employers and company leaders are asking themselves in terms of their talent management strategy, and there’s a growing focus on the role diversity and inclusion should have within any organization’s short and long-term strategy for success.
October 8, 2016 Cait Etherington
On the surface gender differences in marital status may appear to be disconnected to talent management issues. In fact, they are far more entwined than one might expect. A recently released federal study reveals that across age groups, older men are far more likely to be married than older women. As reported in the New […]… read more
August 21, 2016 Cait Etherington
Over the past two years, the United States has been plagued with high-profile police shootings, primarily of young Black men. Of course, these incidents are not new or unique. Police units across the United States have been struggling with racism for years. The question is simple: Why can’t they change? That’s precisely the question Barbara […]… read more
August 10, 2016 Cait Etherington
It’s a common practice in higher education to give new parents “clock relief.” The practice, which started about 30 years ago, is designed to help new parents manage the tenure process. Typically, professors are hired—most are in the early to mid 30s by the time they start their first job—and they have 7 years to […]… read more
June 25, 2016 Cait Etherington
Every year since 2002, the Human Rights Campaign had released their Corporate Equality Index (CEI). When the CEI started, LGBT people in the United States had no federal laws protecting them—they were not even entitled to the most basic of rights: federal protection against hate crimes. 14 years later a lot has changed. Gains on […]… read more
June 25, 2016 Sherman Morrison
An increasing number of companies are running into a distressing conundrum that pits the need for hiring people who are a good “fit” for an organization against more recent notions that make a strong case for diversity as a hiring goal. Are these two common hiring goals mutually exclusive? If not, what is the way […]… read more