diversity in the workplace the effect of diversity training and initiatives on business recruits...
TRANSCRIPT
Diversity in the Workplace
The Effect of Diversity Training and Initiatives on Business Recruits
Presentation by:Anne Koutoufas
About Me…..
I am an Administrative Specialist working in College Athletics
I am interested in Diversity training because I work with many people of different ethnicities and feel that I benefit from the diversity of those I interact with. I feel that having diversity
in the workplace helps it to function better and wanted to see it’s effects on the people who are recruited to work there
(i.e. if training has had an impact on their jobs).
Widely Held Beliefs
Diversity training and initiatives are effective in recruiting and retaining a non-traditional workforce
Recruiting and retaining a diverse workforce is good for a company’s bottom line
The Reality
Training and initiatives result in a diverse work force.
Training and initiatives do little to retain that diverse work force.
Training and initiatives may create a backlash Training and initiatives do little for the company’s
bottom line.
A Surprise
Few organizations evaluate their diversity programs
Background on Diversity
Goal: To acknowledge that everyone is different while behaving in ways that cause everyone to feel the positive feelings associated with sameness or being around people we perceive to like us
Background on Diversity
Diversity encompasses
Gender Sexual persuasion
Race Disability
Ethnicity Language
Religion Perspectives
Age Background
Origins of Diversity Programs
Title VII of the Civil Rights Act
1965 Executive Order
Reasons for Programs
Personal Effectiveness Social Change Demographic Change Fairness
Profitability Equity Productivity Litigation
Reasons for Programs
Workforce 2000: Work and Workers for the Twenty-First Century
Statistics
$300 million spent by U. S. companies alone
$10 billion spent by companies, institutions of higher learning, and government offices
76% of U. S. organizations have diversity management initiatives
Actual Impact
7.5% drop in overall number of women in management
10% drop in number of Black female managers
12% drop in number of Black men in top positions
Similar drops for Latinos and Asians
Accounting for Results
Training is mandatoryTraining is undertaken to avoid
litigationCompanies “unspoken
policies” may counter the initiatives
Three Common Practices
Efforts to moderate bias through training
Efforts to attack social isolation through mentoring and social networking
Efforts to establish responsibility for diversity
Effective Ways to Recruit and Retain a Diverse Workforce
Goal setting
Programs in place in coordination with accountability
Voluntary training
Group processing skills
Coordination with mentoring and social networking
Examination of a company’s culture