Strategies for Improving Workforce Diversity Through Recruiting and Retention
D&I issue
We frequently hear questions such as:
- Do we need a diversity recruiting strategy?
- How can we manage workforce diversity more effectively?
- How can we increase our workforce diversity?
A diverse and engaged workforce is fundamental to sustained business success in this era of global business and connectivity. It is the platform for the productivity, innovation, and creativity essential in today’s marketplace.
Anything less leaves superior business results to chance and, in today's business environment, is an unnecessary risk with a high cost. Why? Demographics, talent pool, and the relationship to productivity, innovation, and creativity.
Demographic trends in the United States indicate that over the coming fifteen years the “baby boomer” population will transition into retirement while the workforce becomes increasingly diverse in all dimensions of diversity.
Whether your company's market is local, national, or global, whether your industry is "old economy" or "new economy", whether you're a manufacturer or a service provider – you will have a choice:
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Thrive by expanding your sourcing strategies, building a more inclusive and supportive work environment, and truly being more inclusive in making hire, development, and promotion decisions. |
Perhaps you realize this, have implemented a comprehensive diversity recruiting plan that complements your Affirmative Action Plan, and still there is little or no progress. New processes are sometimes needed. Far more fundamental, though, is building inclusive decision-making abilities. This is essential with leaders and hiring or promoting managers who implement your processes on a daily basis.
D&I solution
MDB Group can develop and help implement a strategic plan to increase the diversity of your workforce. We usually analyze the full-stream staffing process from attraction and sourcing through selection to onboarding. The analysis highlights specific issues to address and helps ensure stronger benefits from the recommendations. We address processes, policies, objectives and metrics for outreach, sourcing, interviewing, selection, onboarding, talent development, promotion, and performance management as needed.
Retention is frequently the "hidden gold" of improving workforce diversity. Companies may do fairly well at hiring people, only to have them leave due to an unsupportive work environment. Close examination of the work environment usually identifies improvements that significantly increase retention of key individuals.
We find that many diversity initiatives fail to address the core issues. Typically, great new processes are put in place: Recruiting outreach. Interviewer training. Performance management. Diversity training. Mentoring. Retention planning. Succession planning. Why don't these changes work? To achieve meaningful results, leaders and managers must think and act more inclusively. They must develop their ability to communicate and work well with people of different backgrounds. We address this need using the Intercultural Development Inventory (IDI).
Sample D&I results
See representative results achieved by MDB Group's principals at Workforce Diversity and Representation.
Related links
Workforce diversity is a platform for increased productivity, innovation and creativity, and other aspects of diversity and inclusion. Click the links below for more insight:
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Effective diversity recruiting strategies are essentia to increasing workforce diversity. |
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Increasing workforce diversity can be an integral component of a comprehensive diversity strategy. |
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ENGs can help in sourcing, referrals, talent development, and creating more inclusive work environments. |
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Engaging executives and changing the way they make staffing decisions is an important success factor. |
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Improving leaders' and managers' intercultural competence builds inclusive decision making, creating a more supportive work environment. |
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Improving the work environment can increase retention and help avoid losing key people prematurely. |
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Assessments of current hire, development, and promotion decisions and the work environment helps drive metrics. |
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A diverse workforce is the platform for increased productivity, innovation. |
Next steps
Please call us so that together we can create a plan to increase the diversity of your workforce.
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Resource Links
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Spotlight on Building Inclusion
Almost all organizations say they want a more-inclusive workplace. Some can define what this looks like. Very few organizations achieve anything close to “full inclusion". Why? It takes a change in mindset about diversity and cultural difference.
Growing an organization and its business through full inclusion typically demands some mix of the PICAS factors (Productivity, Innovation, Creativity, Agility, and Safety). Full inclusion requires cultural and behavioral change from the CEO to the newest employee. To learn more visit these pages:
