Best Practices for Employee Diversification
Part 2 in a 2-part series
According to Glassdoor, 67% of job seekers say that when evaluating job offers, it is important to them that the company has a diverse workforce. So what steps are companies taking to make diversity a priority and which organizations are leading the way? In part 2 of our series on corporate diversity, (read part 1) we are focusing on the best practices of companies that are getting it right.
Based on DiversityInc's annual ranking, the top 10 most diverse companies are listed below and ranked in order.
Ernst & Young
Johnson & Johnson
Procter & Gamble
Although these companies made the list, it doesn’t mean that they have always gotten it right or that they haven’t made mistakes along the way. However, it does mean that they are committed to improving and there are certain best practices that they all have in common.
1. Commitment from leadership
If the board and the executive teams do not prioritize diversity, then it is destined to fail no matter how many other people in the organization support it.It has to be part of the DNA of the culture and that has to start with senior leaders talking about it, supporting it and practicing it.It also doesn’t hurt to actually have a diverse board and executive team.
2. Diversity in partnerships
Whether it is a supplier, manufacturer or retail partner, it is imperative that the company clearly articulate their values and reward partners that have similar goals.Unfortunately, not all companies have the clout of AT&T, but when you do have that power, it is important to use it wisely and for the right motives.
3. Flexibility in working environments
One of the biggest reasons why women do not continue climbing the corporate ladder is because it is too hard to maintain a balance between work and home, especially with young children.Allowing employees to work at home part-time or even full-time, can provide the flexibility to maintain that balance.
4. Onboarding and Mentoring programs
Companies that devote time and effort to the onboarding process have much higher retention rates.Mentoring programs can also help a new employee to see that they have a career path and that they are valued.It is especially difficult for minority employees to imagine success in a company if they don’t see other people of color or women in leadership positions.
5. Diversity training
It is managers and employees receive training so that they fully understand the benefits of a diverse workplace.Decades of research show that socially diverse groups (that is, those with a diversity of race, ethnicity, gender and sexual orientation) are more innovative than homogeneous groups.If managers and employees truly understand the value, they are much more likely to embrace it.
While there are many other best practices that companies have employed, the tips that we have outlined are absolutely necessary in order to have a successful diversity program. And while there is still a lot of work to be done, there is progress being made. Many of the companies that are leading the way also happen to be some of the most successful companies in the world. By diversifying their employee base, they are proving that the right thing to do can also be the smart thing to do.