Defining Workforce Diversity

The workforce nowadays has become so diverse with different races, ethnic backgrounds, religious beliefs (or non-beliefs), political associations, sexual preferences, and many more.

Singling your pool of employees according to a single category would not only give a negative impression, but would also create a boring and bland workplace. If you are aiming to have a diverse workplace, there are several issues that you need to evaluate.

The local demographics

Where your office is located may matter when it comes to determining your organization’s diversity goals. This might include age, gender, sexual orientation, physical disability, as well as race and ethnic background.

Employers should do all they can to ensure there is a numerically-based decision on diversity goals. Look at your local census data as an indicator of the makeup of your labor pool. If the find the recent census data to be outdated, since it is only gathered every 10 years, consider hiring a private market research firm to update the company’s diversity goals.

The scope of your recruitment

Your employee search may go from within city limits to as far as your local county, states, or even the whole country. Remember that the pool of qualified local-based candidates gets smaller as you move into managerial and executive ranks, which is why you may need to go beyond the city lines when searching for a potential employee.

Taking a nationwide executive search carries higher costs for recruitment and relocation, and it can also test whether your company is willing to back its philosophy on diversity with money.

How diversity is distributed among the ranks

A company may brag that it has a high percentage of minority workers, but if most of them are at the outlying production departments while managers are nearly all white, then you cannot completely say that your organization is diverse.

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