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

  • In Diversity Staffing: Much More Than You Think! by H. Martin de'Campo, diversity

    Recruiting & Retaining Multicultural Employees

    recruiting expert, H. Martin de'Campo provides readers with a straight forward discussion on why diversity recruiting is necessary. In it, he describes the obstacles to diversity and how to overcome them. He concludes by laying out the three major benefits of sucessful diversity recruiting programs.

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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 (DRP’s) 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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  • The United States population is diverse. It’s no longer a question of when the workforce will change. It already has. There has been a huge increase in women, people of color and immigrants in the workforce in the last twenty-five years. Diversity is not just a “good idea”, today. it is a business imperative if you want to stay competitive, innovative and secure a larger market share. Executives leaders are asking the question “How do we recruit, engage, and retain that diverse workforce.” In order to answer that question, we need to identify common diversity mistakes, perceived obstacles, best practices by other leaders in organizations, and then determine the solution that works for you.

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