Overview: While having a diverse workforce is an admirable goal, an employer's discussion of it should go beyond mere lip service. HR management of diversity should emphasize to senior executives how diversity and inclusion initiatives impact the employer's bottom line.
These initiatives should include strategic recruiting and outreach efforts. Reliance on word-of-mouth to fill job openings may have the effect of excluding minority candidates or qualified individuals with disabilities from the process. As a result, an employer may wish to ask a search firm to provide a diverse set of candidates or select organizations that will make it more likely the employer will attract these types of applicants.
Employers also should note that diversity does not simply include attracting candidates from all sorts of backgrounds, but being able to retain them as well. Toward that end, employers among other things should:
An employer that is more open and flexible with its recruiting, hiring and retention practices has a greater chance of achieving a diverse workplace.
Trends: One emerging area in diversity involves accommodating working mothers who wish to express breast milk in quiet rooms during the work day.
Another developing area surrounds religious accommodation issues. This may include accommodating an employee's obligation to pray during the workday or other requests. However, the employer is not obligated to provide an accommodation if doing so would disrupt its operations.
Author: David B. Weisenfeld, JD, Legal Editor
Six federal agencies recently issued new standards for fostering diversity and inclusion in banks, mortgage companies and other employers regulated by the Dodd-Frank Wall Street reform law.
This section assists HR professionals in determining whether their employer is a covered contractor under the OFCCP and guides covered employers with managing affirmative action in the workplace.
In-depth review of the spectrum of Massachusetts employment law requirements HR must follow with respect to affirmative action.
In-depth review of the spectrum of Michigan employment law requirements HR must follow with respect to eeo - affirmative action.
In Fisher v. University of Texas, the Supreme Court examined race as a factor in admissions at the University of Texas at Austin. Employers fear that a ruling for Fisher could spell trouble for affirmative action programs and negatively impact workplace diversity.
President Obama declared October 2012 as National Disability Employment Awareness Month (NDEAM).
In the wake of the tragic shooting in August at a Sikh Temple in Wisconsin and on the eve of the 11th anniversary of September 11th, California Governor Jerry Brown has signed two bills in California directly addressing religious discrimination and accommodation and the teaching of tolerance and diversity in schools. The new laws aim to eliminate discrimination and bias against Sikhs, Muslims and other religious groups in the workplace.
Many construction and nonconstruction federal contractors and subcontractors must develop and implement an annual written affirmative action plan (AAP). This How To explains the implementation process of creating a required internal audit and reporting system to measure the effectiveness of the total affirmative action program.
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to EEO affirmative action.
In-depth review of the spectrum of Maine employment law requirements HR must follow with respect to EEO affirmative action.
HR considerations about the benefits of diversity.