The Metrics and Business Case for Diversity Reading Room

The The Metrics and Business Case for Diversity Reading Room provides readers with articles that explain how diversity recruiting initiatives can go beyond serving as a way to comply to affirmative actions law, avoid litigation or address litigation concerns. They will show recruiters how diversity recruiting can be a key to maintaining a competitive edge. Results driven diversity staffing initiatives can be the catalyst for a better return on your investment in human capital and and maximize your competitive advantage.

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  • Diversity performance is challenging to measure for the following reasons: It is not

    The Diversity Recruitment Advertising Toolkit Directory, 2nd Edition is a 288-page directory that contains over 650 career-focused, national newsletters, magazines, journals, web sites, job banks and job boards targeting college-educated African American, Arab American, Asian American, Hispanic and Native American professionals. This informative resource also contains 40 pages of strategies and over 1,000 additional diversity recruitment advertising resources including listings of associations, recruitment marketing companies, and government agencies.

    Click to find out more about this essential tool for employers seeking a diverse workforce.

    always obvious what results should be measured. Many diversity organizations will not use any measures at all or they will use the obvious measures without asking what results they should be producing and how they will know when they have done a good job. Even if you know what to measure, it is often not clear how the measurement process should be conducted. Not everything can be easily measured with numbers, thus the diversity practitioner may give up when faced with measuring something like "creativity" or "diverse work team productivity" or "innovation".

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  • All too often companies succeed in adopting a business case for diversity, but fail to design accountability into their diversity and inclusion strategies. Using a hypothetical case study, Designing Accountability into Diversity and Inclusion Strategie discusses the process of creating accountability for producing meaningful business results through diversity and inclusion using a business-aligned strategy. It develops a scneario where diversity and inclusion are thought of as a key business initiative in the same vein as reducing cost of goods sold or expanding market share.

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  • The bottom-line business benefits of diversity and inclusion are increasingly well-established in global companies, including: Attraction and retention of top talent through employer-of-choice reputation around the world; Improved morale among employees worldwide; Cost savings due to better leveraging of strengths and skills within the organization; Stronger relationships with global partners and customers; Increased productivity of diverse and globally dispersed teams. As diversity and inclusion become more strategic components of achieving business results, the need to deal with these issues in a globally appropriate way increases.

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  • The Business Case for Diversity

    by Dr. Edward E. Hubbard

    In the past, many managers answered this question out of a sense of the "right thing to do" or because they were seeing more and more people who didn't look like them in the workforce, or merely felt they had to meet the organization's requirement for working with diverse groups. However, today's managers know that without effective diversity management capability, organizational effectiveness is in jeopardy. Being effective at managing a diverse workforce helps to lift morale, improve processes, bring access to new segments of the marketplace and enhance productivity of the organization. In essence, it is good for business.

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