~The clear commitment to diversity that is to be demonstrated
~Why the initiative is important to the business
~The actual procedure and what it does
~The benefits to the company
Demonstrate- Implementing a new objective such as diversity goes beyond explanations of the process. A program needs to be set up to outline the objectives and procedures for achieving the task. In addition, dedication to a lasting diversity system invloves developing financial objectives to meet expectations.
Research- An important strategy for building a lasting diversity program is to find out what works and what doesn't based on other organizations. Figure out what your company can do to add to its success and what to avoid. Some of the most important factors include:
~Balancing workforce representation, implementing leadership responsibility, attending to diversity as an evolving culture ajustment, and establishing standards for workplace culture, diversity training, and skill building.
Set Objectives-People do what is objectified, measured, and rewarded, so a newly formed program's likelihood of being accomplished is greater if diversity management is observed as a "mainline business practice." Evaluations of success may include the measurement of advances made at all workforce levels along a specified timeline.
Recruit- Strategies for companies that want to actively engage in a more diverse workforce may include:
~Advertise in ethno-culturally focused media
~Provide scholarships and fellowships for women and minorities
~Establish relationships with community based ethno cultural organizations
~Offer internship and co-op programs
~Mobilize current employees from various backgrounds in a program to increase recruitment and selection
Source: ASME Professional Practice Curriculum
Background
Specific Examples
FAQ's
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