This Month on the Diversity at Work Center

The Diversity at Work Center is designed to address the needs of human resource professionals working with diversity and diversity recruiting issues. It features over 400 articles, reports, links and studies covering diversity recruiting, retention and other related workplace issues.

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Spotlighted Articles

  • It's one thing to recognize that adding diversity to your workforce can add value

    Secrets of Affirmative Action Compliance

    to your business. But it's another thing altogether to make it happen. No matter the size of your organization, or what industry you're in, on your journey to building a more diverse workforce, there's a chance you'll run into a few potholes along the way. But just like everything else in life, learning to do it right doesn't mean you have to make all the mistakes yourself. In our years as recruitment specialists, NAS Recruitment Communications has heard from countless organizations who have been frustrated when it appears their initiative has stalled.

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  • There are very few companies that want to talk about it in public but it's time to face the facts. No matter how sincere the effort, diversity recruiting programs (DRPís) time and time again have failed to meet their goals! When you speak to senior executives about diversity recruiting they are almost always universally disappointed in the results produced by their programs. Even diversity program managers, the people that design and administer the programs, are disappointed in the results of their corporate diversity recruiting efforts. Why is diversity recruiting, one of the most important HR programs, failing? There are a variety of reasons why diversity recruiting is largely ineffective, almost all of which can be remedied.

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  • To remain competitive in today's market, it is important to make an effort to attract, hire and retain qualified diverse employees. Unfortunately, organizations sometimes lose qualified job applicants in the process. This can happen because of two reasons. One, the applicant's potential for the job is underestimated, and the applicant is screened out. Perhaps this is due to cultural misunderstandings, prejudice, or just lack of interviewing skills on the part of the interviewer. Or two, the applicant decides the organization is not a good place for them to work, and the applicant screens the employer out.

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