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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Spotlighted Articles

  • 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

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    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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  • It’s no secret that in today’s global marketplace competition is keen, and the skills, knowledge and abilities required to keep up with, let alone lead the competition, are becoming increasingly sophisticated. Supplier relationships are often spread across the globe and can become very complex, given language and cultural barriers. The demographics of the existing or potential customer base of many organizations is a moving target. In the meantime, shareholders in private sector companies and stakeholders in public sector organizations have high expectations for profit or results as a return on their investment in time, money, or both. Additionally, the U.S. has become a litigious society with a marked increase in the past few years ...

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  • It comes as a surprise to some people when they learn that the CEO has a boss, just as the rest of us do. In the case of the CEO, he or she has a multitude of them. They are the shareholders in the company, which means that they are the owners. Diversity Councils must be aware of and responsive to the needs and objectives of the stockholders. Since they are the owners, they will evaluate the economic performance of the company. Diversity can make significant contributions to the corporate performance, but it is important to look at performance through the eyes of the stockholders.

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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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