Human Resources and Workforce Diversity Reviews

HR (Human Resource) Departments deal with hiring and firing and with problems that employees encounter as part of their work. HR also implements strategies to ensure that business operations run as smoothly as possible. Not every organization understands or values their HR department.  HR (Human Resources) professionals are the lifeblood of an organization, because their job is to make sure that the business gets the most out of its employees. In other words, the human resource department must provide a high return on the business’s investment in its people.

HR Departments can attract a wider pool of talent by expanding recruiting efforts through networks, job fairs and professional affiliation groups to ensure that the people they hire reflect the demographic makeup of society. By implementing formal and informal mentoring programmes and encouraging network and support groups, they can work to retain a wider pool of talent. In the past where companies have recruited women they may not have done enough to ensure that those women stay with the company. This is a cost to the company because then the company needs to hire twice and it also loses the person with experience of that organisation.

Another cost to a company is the threat of legal action for discrimination or harassment. Where an employee alleges discrimination for reasons of race, age, gender, ethnicity etc.and/or threatens to bring the employer to court there is a cost in terms of time and money. If managers are seen to be involved with ongoing workforce diversity initiatives and partaking in cultural audits this will provide evidence that the company is serious about including individuals from diverse backgrounds and treating them fairly. This should result in improved job satisfaction and work performance from individuals and teams.

Companies should have policies about workforce diversity, bullying and harassment because it has been proven that where formalised (written) policies exist that problems are less likely to arise. HR can provide information and advice on the subject of diversity and provide awareness training for all staff. This will result in increased awareness and understanding of other people in teams and should improve employee’s ability to work with and manage people from diverse backgrounds. It would also be useful for HR to monitor employee’s attitudes to diversity by carrying out regular surveys to flush out any problems. If a problem is discovered it would be useful to provide conflict management training/ coaching to try and stop the matter escalating.

Another major reason for promoting diversity initiatives is that employing people from a diverse background offers better service and marketing for a diverse customer base. There is an enhanced ability to innovate because of the diverse perspectives of employees. This should lead to increased profitability and increased market share.

For an organization to successfully leverage the diversity in the workplace of its organization to improve its performance three concurrent imperatives must be in place. First, diversity must be part of your overall business strategy and, secondly, your organization must move from representation and numbers to inclusion at every level. Finally, you will only be successful if you bring in diversity leaders who not only have knowledge of but a passion for diversity.

Summery

The company’s HR department is liable for creating, implementing and overseeing policies between employees and therefore the management team of the organization. The role of the HR department during an organization affects all aspects of the business because HR supports employees and employees are your most vital resource. So now that you simply understand the importance of the HR department even better, why not take them out for dinner as the simplest way of claiming.