Diversity has recently become a focal point for many organizations, but there is still a long way to go, according to the experts at leading career services company Lee Hecht Harrison. Diversity must be integrated as an ongoing part of a savvy business’ overall strategy to both meet the needs of the organization’s employees and have an understanding of its consumer base. “Companies that recognize diversity as a business imperative benefit by tapping into a large part of the talent pool and employing those who represent a significant part of their consumer base,” says Rick Junius, executive vice president of western operations for Lee Hecht Harrison. “And they are beginning to view diversity initiatives as the optimal solution for staying competitive, rather than as a legal or moral issue.”
A recent diversity event presented by the company’s San Jose office featured Sylvia Allen, Senior Director, Human Resources World Wide Diversity, Philanthropy and Ethics for Cisco Systems, Inc. According to Allen, diverse employees can understand a company’s customers, identify their needs and suggest potential new markets, and a truly global company requires culturally literate employees who can integrate a global perspective into all business processes.
However, some companies struggle with how to measure meaningful diversity within their organization. Many international companies like Lee Hecht Harrison have developed formal diversity programs to best address the needs of the individuals involved in all areas in which the company operates. “We have such a diverse client and customer base that it is so important to recognize the differences in all the offices all over the world,” says Lavada McCaskill, director of operations for Lee Hecht Harrison’s San Jose office and a member of the company’s Diversity Council. “The Council meets to help define what diversity means within our company and to communicate that message to each of our offices. Working together, we are able to review new goals for each year and to bring about initiatives to be implemented company-wide and to keep that network alive.”
In this spirit, here are five tips from the experts at Lee Hecht Harrison for instilling diversity awareness and strategy in your organization:
·Communicate your diversity goals. Explore and expand the frames of reference within your company by bringing in key stakeholders for frank and frequent discussions during the development process of your diversity program.
·Assess the present state of your company’s diversity. This can provide a benchmark for tracking the improvement once some of the issues are identified. It can also lead to building awareness and commitment to change and help your company more effectively recruit to promote staff inclusion.
·Discuss ways to move past stereotypes and prejudice and proactively address change with representatives from all levels within your company. Creating such a group can move diversity initiatives into the lifeblood and culture of your organization, rather than having only one person responsible for being the diversity conscience of the company.
·Identify ways to track your progress made over time. Have regular meetings and solicit input from associates to assess trends that develop as a result of working toward the goals that were set.
·Look at best practices within your community. Check nominee lists for local professional diversity awards, see what those companies are doing and ask to speak to someone about their program. Contact local ethnic organizations that support your community and become familiar with them to become better tied in with local demographics.
According to Junius, there seems to be a subtle shift in the way organizations recognize diversity today. “Companies are starting to realize that there is a real measurable level of value in including people with many points of view and backgrounds to arrive at the best answer,” says Junius. “Rather than the old approach of 30 years ago of pretending to ignore any differences, now there is more healthy recognition of diversity and an understanding of what it can offer the organization to ultimately improve the company’s bottom line.”
Established in 1974, Lee Hecht Harrison is the leading global career services company specializing in providing outplacement, leadership development/coaching and career development services. Its focus is helping organizations and their employees deal with career transitions, career management and the effect of change on careers, work and employability. With worldwide office locations, Lee Hecht Harrison's experience includes helping companies of all sizes effectively manage change, downsizing and internal career mobility . Western Region offices include Irvine, Los Angeles, Pasadena, Riverside, Sacramento, San Diego, San Francisco, San Jose, Walnut Creek, and Woodland Hills, California; Las Vegas, Nevada; and Phoenix, Arizona. Lee Hecht Harrison is a division of Adecco S.A., the world's largest employment services company with over 6,000 offices in 62 countries.
