There are many resources available to the HR professional for developing a diversity program. The SHRM Diversity Initiative is a great source for information. Networking with other HR professionals can also provide valuable information in terms of proven methods and potential pitfalls. The white paper titled Diversity by William E. Gruer, PhD, SPHR, and Diana M. Osinski (Gruer & Osinski, 1999), SPHR, lists the following recommendations for shaping diversity management and training programs:
- Valuing diversity within the company should begin with the president or CEO, who must and must establish this attitude as a standard for people at all other levels in the organization.
- Evaluate individual workforce demographics to determine the urgency of adopting diversity management policies and programs.
- Evaluate personnel policies, benefits, and employee relations programs to determine how these programs help employees meet their responsibilities to their families, promote the acceptance of diversity, and enhance employee productivity and loyalty.
- Incorporate the subject of managing diversity into supervisory and management training at all levels of the organization. Senior management should hold managers accountable for hiring, developing, and promoting minorities and females. This accountability should be included in managers’ incentive pay programs.
- Consider a mentor program, whereby a senior officer is matched with a female or a minority employee to monitor the employee’s career progress within the organization.
- Conduct focus group discussions with a sample of employees from each segment of the staff to pinpoint existing differences and to measure the extent to which employees feel that they are valued members of the organization.
- Set specific goals for including minority and female employees in promotion and succession plans.
- Implement formal programs that give employees from every segment of the workforce a nonthreatening medium through which to express their concerns.
- Help employees organize cultural networks. Such networks and groups can arrange multicultural events both within the organization and in the community.
Please Note: This material is provided as general information and is not a substitute for legal or other professional advice. Contact the Knowledge Center for more information.
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