Diversity and Globalization

One of the most significant challenges facing employers is an increasingly diverse workforce. Different demographic groups may have sociological and cultural tendencies that lead to different attitudes about health care, retirement savings, and workplace relationships. “U.S companies are preparing for significant demographic changes in the next five years, but few are looking beyond recruiting to key issues such as retention and promotion strategies, according to a recent Hewitt Associates survey” (Preparing for the workforce of tomorrow, 2006). Within many organizations there are various diversity issues within the organization. With a diverse workforce come diverse issues. Diversity, at its most basic level, is simply all the ways in which people are different. The most powerful differences are age, race, ethnicity, gender, sexual orientation and physical ability. But diversity is not limited to these dimensions. “A diverse organization is itself laden with rich resources of human capital waiting to be tapped in creative ways. In order to be competitive and remain so, executives in today’s market must engage in the management of diversity on a continuous basis” (Miller, E., Sept-Oct 1993).

From Recruiting and Staffing to even ongoing training diversity issues appear and must be recognized within the organization. Along the way, competition for the best and the brightest has altered recruitment strategies and orientation programs, as well as employee development, compensation and other human resources practices. When we hire, promote, and evaluate people we often do so in our own image or the image of the organization or work environment. That is, we tend to bring people into the organization and promote employees who “fit,” or are similar in many respects to the decision makers or gatekeepers that control such decisions” (Ferris, G., Frink, D., & Galang, M., Feb 1993).

But how is diversity impacted by the globalization of an organization? With globalization comes more opportunity, not only to be involved in complex transactions that impact on customers’ global business, but also greater risk from the need to adhere to global trade, technology, antitrust, intellectual property and employment laws, to name a few. “Diversity in the workplace is important because of its contribution to organization decision-making, effectiveness, and responsiveness. Those from diverse populations have experiences, insights, approaches, and values from which can come many different perspectives on and alternative approaches to problems, and knowledge about consequences of each alternative” (Wilson, P., Fall 1994).

Our cultural “norms” must be viewed from various perspectives or actions and words get lost in translation. A major factor emphasizing the relevance of workforce diversity to top executives includes the increased importance of global business operations. Companies go global to either acquire high-skilled individuals for increased technical knowledge and skill or to attract low skills associated with low-wage levels. In firms that pursue a global strategy, the higher levels of integration required between affiliate and parent company operations lead to the need for the company to be both globally integrated and locally responsive (Porter, 1986). More work is being done for companies in India, Europe, Asia, and Latin America than ever before. From technology to call centers to document processing what was once only found in the US is now supported globally. And with that support come the need for increased awareness to the laws and cultures of its own associates.

Organizations can take various actions to meet the growing needs of diversity and to address the issue of globalization. Organizations can create an effective diversity program beginning with training at all levels of the organization that would focus on inclusion. Providing “eye-opening” experiences such as temporary assignments in foreign cultures are recommended to help specific employees better understand the challenges faced by others. Mentoring is also important in gaining the full value from a diverse workforce. Succession planning addresses the talent pool at the top of the organization, but employee development efforts must extend down into the organization where diverse candidates are being lost. Mid-level managers and supervisors must be encouraged to identify and develop a diverse pool of candidates. Hewitt needs to identify and develop the human capital that will keep its organization profitable in the global marketplace. Hewitt has always sought to find talented people to fill challenging roles.

The business case for diversity in the workplace–of race, gender, age, ethnicity and more–has been examined and debated over the years. Mary Jo Green explains the rationale behind the diversity initiative, saying that every organization must welcome diversity in order to be successful. “The business world today is made up of a diverse population, and by having a diverse membership, we bring additional viewpoints and talents to the organization, which are more reflective of the world in which we operate” (Orenstein, E., May 2005). For an organization to succeed it must not only help its clients but help itself by not just talking the talk but walking the walk. “Some companies truly understand the importance of having a diverse workforce, especially as it relates to the changing face of their customers,” said Tapia. “However, for those organizations still not convinced, they should realize that by 2008, minority buying power will exceed $1.5 trillion, according to the Selig Center for Economic Growth at the University of Georgia” (Preparing for the workforce of tomorrow, 2006).

4 Ways to Develop a New Employee Orientation Process That Attracts and Retains Top Diverse Talent

The first day at a new job can be nerve-wracking. We’re given what looks like three inches of paperwork to fill out. We don’t know how to log in to our computer or check our voicemail. We don’t know about the practices and protocol necessary to be a success in a new work environment.

For people of color entering a workplace that’s lacking in diversity, these feelings of confusion and nervousness can be even more acute than they are for white employees.

If a company committed to attracting top diverse talent focuses exclusively on its recruiting strategy, but then bungles the new employee orientation process, the results can be grave:

o Diverse candidates may feel as though a bait-and-switch tactic has been played on them. Getting them onboard and then expecting then to muddle through as best they can without a well-planned new employee orientation process is not a strategy, it’s a slap in the face.

o New hires of color may spread the word about their unhappy orientation experience. When friends and family ask them how it’s going, as they certainly will, the new employee may spread negative feedback about the firm to the very people the firm hopes to persuade to become future employees.

o In a worst-case scenario, a new employee may even renege on his or her commitment to work at the firm and accept another offer or go back to their former job.

Having an adept new employee orientation process (sometimes called new employee onboarding) is vital, especially as it relates to helping diverse hires feel welcome from day one.

Here are four tips for designing a successful new employee onboarding process that will help attract and retain top diverse talent:

1. Determine the goals of your new employee onboarding process

Decide what a successful outcome will look like; then design a new employee orientation process to accomplish it.

Goals might include making sure the new employee can identify with the new employer; making sure the new employee feels valued; finding ways to reduce the anxiety that is so much a part of every new position; and decreasing the new hire’s learning curve.

2. Introduce the new hire to an employee affinity group or mentoring program as soon as possible

Let them know about any social networks the company offers. Employee affinity groups can help eliminate the feeling of social isolation because people with similar backgrounds are found in these groups. Mentoring programs make it plain that the firm is planning on a mutually-agreeable long-term future together.

Consider assigning a mentor to each new hire on their very first day. A mentor can explain the corporate culture, make introductions to the right people, and explain protocol and programs. A mentor can also keep tabs on the new hire’s progress and offer suggestions when they get stuck or struggle in an area. For best results, ensure that the new employee’s mentor is not a direct supervisor or a peer who is in direct competition with the new hire.

3. Ask the new hire what they want or feel they need to learn

Orientation is a great time to learn from diverse hires about their expectations, hopes, and ambitions. Find out what they want to learn, the kind of people they want to build relationships with, and about any concerns they may have. Repeat the questions a month or two later, after they have settled in a little and know enough to be able to answer the questions better. See how they feel at that point. Showing genuine interest in the new hire’s concerns goes a long way toward establishing a sense of rapport, trust, and team-building.

If your company is having a hard time retaining diverse employees, and has no real idea why they’re leaving, it’s imperative to ask employees of color where the lack is and what might be implemented to correct the issue or issues responsible for the exodus. Don’t wait until the exit interview or a diversity audit to do this.

4. Involve the new hire’s manager in the onboarding process

In January 2007, the Level Playing Field Institute took a Corporate Leavers Survey. http://www.lpfi.org/workplace/corporateleavers.html The results were eye-popping, revealing that more than two million professionals and managers leave their jobs every year due to workplace discrimination. When asked what would have kept them onboard, 34.1% of people of color chose this option: “Better management that recognizes abilities.”

A significant part of the new employee onboarding process should be a meeting between the new hire and his or her manager to develop a 100-day progress plan. Each party’s expectations should be made clear: What the new hire is expected to be able to accomplish in the first few days and weeks; how success will be measured; what kind of support or learning the new hire will need and can expect to receive, etc. Part of the plan could be a strategy where the manager identifies the areas in which the new hire can benefit from increasing knowledge, along with a way to equip him or her with the tools and/or training necessary to fill the gaps and achieve a considerable degree of success.

A firm’s new employee orientation process can make or break its diversity strategy. Wise companies recognize that recruiting diverse candidates is not enough. If they want to retain and promote them, it’s critical to create a welcoming and supportive environment from day one.

7 Reasons Why Law Firm Diversity Intiatives Fail

Many law firms understand the importance of building a diverse workforce. The changing demographics within the United States have signaled to firms that diversity is an important goal that will affect the firm’s viability and ultimately the bottom line.

In response, many firms have launched diversity recruitment efforts designed to bring more women and attorneys of color into the firm. The problem has been that within a few years of being hired attorneys that qualify as “diverse” leave the firm in search of more inclusive, diverse and culturally competent work environments. Below are some critical reasons why attempts at creating diversity have failed.

1) Lack of Commitment at the top: In order for diversity initiatives to succeed, there must be vigorous support for it at the senior level of the firm or organization. Partners are the change agents of the firm. Committees formed to address issues of diversity, recruitment, retention and cultural competence must be lead by key leaders within the firm.

2) Failure to assess the firm’s environment: Assessment is critical in helping to create and implement an effective diversity initiative plan. It’s critically important to understand an organization’s level of development before launching a diversity or cultural competence initiative. Firms must be prepared to assess their hiring practices, overall culture, interpersonal relationships, views about diversity and promotion practices

3) Over emphasis on recruitment and hiring: Relying on recruitment as a primary means of creating diversity will prove to be an ineffective strategy. Instead, recruitment is simply an initial step in the overall process. Firms must ensure that their work environment can support a diverse staff. Next, firm-wide, culturally effective systems and practices must be implemented in order to prevent excessive attrition among women and attorney’s of color. Retention and development of a strong and diverse pool of attorneys depends upon the firm’s ability to create a work environment that values and leverages difference, mentors cross culturally and consistently measures and monitors the progress and development of all attorneys.

4) Failure to include diversity objectives in the organization’s strategic plan: Many firms fail to include diversity goals into the firms overall vision and plan for growth and development. Organizational change is a process and in order to successfully reach objectives related to diversity, goals must be included in the firm’s strategic plan. Firms successful in building a diverse workforce have implemented specific strategies in the areas of hiring, retention, professional development, communication, promotion, mentoring etc.

5) Lack of understanding of diversity phases: Many firms fail to view the creation of a diverse organization as a developmental process. Diversity and cultural competence develops along a continuum. In the early stages of the process, firms need to define diversity, identify problems and opportunities, provide education and awareness, and develop a leadership plan along with the business case for diversity, a clear vision and well defined goals. Finally firms must understand that building a diverse and inclusive work environment is an ongoing effort.

6) Ignoring the importance of training and development: Cultural competence and diversity training with a focus on building awareness and alliances vs. “blaming and shaming” is critical to creating a productive, diverse and inclusive workforce. Staff must have the opportunity to explore current views and misconceptions around issues of inclusiveness, race, gender, sexual orientation, religion and individuals with physical challenges. Failing to link training and development with firm-wide diversity objectives will result in the firm’s inability to build an inclusive and diverse organization.

7) Cultural Incompetence: Many firms communicate a desire to build an inclusive and diverse work environment yet they still place a high value on “sameness”. Whether consciously or subconsciously this value for sameness is communicated to others in the firm. Instead, firms need to develop a high level of cultural competency. Cultural competence requires that organizations:

o Have a defined set of values and principles and demonstrate behaviors, attitudes, policies and structures that enable them to work effectively cross-culturally.

o Have the capacity to (1) value diversity, (2) conduct self-assessment, (3) manage, appreciate and leverage the dynamics of difference, (4) acquire and institutionalize cultural knowledge and (5) adapt to diversity and the cultural contexts of their employees and the clients and communities they represent. Think of cultural competence as fertile ground upon which to plant, grow and develop a successful recruitment, retention and firm wide cultural diversity program. Without the necessary foundation, efforts to build a diverse team of attorneys will prove to be unsatisfactory.

Contact Info:

Jatrine Bentsi-Enchill, J.D., CPCC

704 814 6135

[email protected]

business shuffle business precision business flavor business verde business intergrity business gratis business epic business anchor business clearance business eastside business corporation business feature business cellar business plum business divine business pronto business carnival business east bay business dodge business prestige business razor business atlantic business husky business remarkable business fighter business quantum business courier business construct business sparkle business rainforest business falcon business lightning business blod business downtown business curious businessafter businesss alvage business overnight business captive business amazing business abundant business designing business blender business imagine business just business surreal shoppinghusky shoppingnations shoppingremarkable shoppingfighter shoppingquantum shoppingpeach shoppingpresident shoppingsparkle shoppingrainforest shoppinglightning shoppingdowntown shoppingraven shoppingsalvage shoppingpriority shoppingmystical shoppingpermanent travellightning travellowprice travelmeasure travelmillions travelmystical travelnations travelnature travelnobel travelnormal travelnorthamerican traveloffline travelomega traveloneday travelouter travelpickup travelplatinum travelplum travelprecision travelprestige travelpriority travelpronto travelquantum travelrainforest travelraven travelremarkable travelrhino travelsalvage travelscribe travelshuffle travelsleuth travelsnapshot travelsouthbeach travelsparkle travelsunflower traveltopsecret travelurban travelyankee legalagenda legalcupcake legaldodge legaleastbay legalescrow legalgecko legalglory legalguerilla legallimited legalmystical Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Interior Designer Web Personal product Sell Products Online Marketing Product Product Research Analyst Product Research Facilitator The Food Products General Products Beauty Products Business beauty product skin care beauty salon product online product Marketing Products to Advertise online shop originals Product New Products Products Definition legal adaptive legal buller legal captive legal cheapest legal clearance legal commission legal construct legal millions legal measure The Business Law Bankruptcy Lawyer Law Firms Legal Information Attorney Best Lawyers The Best Advice Lawyer Lawyer Requirements Lawyer Employment Law Reports Best Employment Lawyers interior designer web interior designer web interior designer web interior designer web interior designer web Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers business dollars business stick business sonic business widget business folder Travel Insurance Cheap Hotels and Flights Vacations and Travel Deals Travel Tips Travel Guides Travel Insurance Find Cheap Hotel Discounts Free Mobile Games Free Online Slots Games Game Mania Shooting Simulator Game Online Educational Games Play Free Online Slot Machine Games Online Games For Kids Free Online Learning Games and Apps Play Boat Games Online Free Mobile Games Download Free Games Free Online Slots Games Shooting Simulator Shooting Simulator Game Online Educational Games Play Free Online Slot Machine Games Online Games For Kids Games and Apps Free Online Games Best games for Android Download Free Games Best Logistics Software Best Application Comparison Shipping Software Solutions Logistics Management Software Systems Software Developers Software Engineer Software Developer Education Android Software Applications Most Popular Software Applications Cell Phone Monitoring Software Software Technology Technology Applications Phone System Software Information Technology Spy Phone Technology download Smartphone Spy Phone Technology Logistics Software Systems Software Developer Education Android Software Applications Most Popular Software Applications Cell Phone Monitoring Software Technology Applications Shipping Software Solutions business gun business rex business duck business cache business groove business worth business omatic business gang business visual business battle business kiss business orama business member business dish business request business echo islandst automotive guideto automotive goodday automotive automotive techo healty happy food food with cheese word class education higher education guide line education educational deal guide line education wedding pose shopping and news for men shopping best travel video travel web portal vip travel us travel visa my wedding light business gram business pipe business body business back business charts business dragon business roll atlanta home loans SEO Marketing Asian Beauty Products Business Information Center Nest Cam Indoor Nice Wedding Photographer channel girl Photoshop free room girl Skin Care Products Living Room Decoration Home Inspection Tips General Products Marketing Products Online Business Opportunities asia miss Infographic Design Baby Healthy Baby Accessories baby sexy Baby Furniture Baby Clothing Baby Products Baby Shop hi movie talk hi movie sex hi movie comedy hi movie sexy hi movie room hi movie show Online Home Inspector hi video movie hi vide ogood Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Online Shirt Shopping Shop jewellery and bags Online Shop Accessories Shopping Fashion Style Natural Health Magazine Bedroom Designs interior design ideas bedroom Premature ejaculation Health Tonics Herbs Natural Health Magazine Electrical System Vehicle The Shop Bulk Online Premature ejaculation www.777chat.info www.777good.info www.twshowkiss.info www.twtalk080.info www.twavtalk.info www.twshowlove.info www.twavsexy.info www.twavroom.info www.twavmovie.info www.twsexy888.info www.twsexyadult.info www.adult506.info The Legal Adviser www.twavshow.info www.twavnice.info www.asia222.info lawyer Legal advisor The Lawyer Portal good tube Drug Abuse Information Travel Guides Hotel and Travel Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers Find Web Developers fashion world fashion bible fashion jobs fashion designer fashion art fashion apps fashion advice fashion brands fashion books fashion buyer fashion courses fashion capital fashion clothes fashion dresses fashion events fashion editor fashion fair fashion history fashion ideas fashion industry Veterinary Products Animal Feed Supplement Pet Shampoo Pet Collars Veterinary Drugs Pet Leads Veterinary Instrument Animal Feed Supplement Animal Calcium Supplement Antioxidant Supplement Pet Collars Chain Collar Flat Collars Pet Collars By Material Pet Care Products Shipping Software Solutions World Wide Technology List of Information Technology Master of Technology in IT Software Quantum Digital Forensics Forensic Technology Software Reference Library What Is Technology World Wide Technology List of Information Technology IT Staffing and Solutions Master of Technology in IT Software Quantum Digital Forensics Forensic Technology Software Reference Library teachers for technology Science Education Cell Phone Monitoring Software Software Technology Technology Applications Best Application Comparison Technology Definition Technology in Business Technology in Education Technology in Medical Technology Software What Is Technology Technology Software the best online casino online casino games Best Gaming Experience Play Online Casino Games Online Casino Gambling Casino best casino gambling Slots gambling Online Casino Reviews The Best Online Casino Play Online Casino Games Play Online Casino Play Online Pokies Real Money Slots Online Slots and Casino Play Online Slots Real Money Casinos Play Slot Machines Online Real Casino Jackpot Party Casino Slots Real Casino Slots Apps Online Lottery Games Heating Systems Home Automation Home Security Products Home Automation System Building Supplies Building Designer Building Consultants Bathroom Accessories Appliance Repairs Equipment Hire Extensions & Additions Floor Coating Products Furniture Removal Garden Maintenance Garden Designer Interior Designer Interior Decorating Kitchen Design Landscape Construction Landscape Design Project Management Landscaping & Gardening Patio Cover Installations Tile Suppliers Home Access Control Home Alarm Systems Home Intercom Systems Home Security Card Access Plumbing Installation Home Entertainment System Home Improvement Mistakes Home Improvement Leads Home Improvement Tips Home Improvement Grants Home Improvement Stores Home Improvement Projects Green Home Improvements real estate houses for sale property for sale property sales buying a house homes for rent commercial building rental properties commercial real estate commercial property real estate property real estate companies apartments for sale real estate business business property commercial space house real estate real estate listings house listings education law education loan education library service education meaning education personnel education technology Dentist Clinic Information Dentist Find a Home Inspector Home Inspection Tips Internet Marketing Services General Products Kitchen Appliances Online Online Business Digital marketing The Lawyer Dental Services Home Decorating Ideas Dental Medicine Medical and Dental The Business Law film online Ecommerce Marketing Strategy Doctors of Oral Health developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web developers designer web