HRMN300 Human Resource Management
Part A: Diversity, Multiculturalism and Talent Management
What are some of the organizational benefits of attracting and retaining a culturally diverse workforce?
There are several organizational benefits for attracting and retaining a culturally diverse workforce. “Companies have learned that their employees should represent their customers.
All companies sell their products and services to an increasingly diverse population. Thus, the employee makeup of the firm should also be diverse”. Portolese Dias states, “We can better communicate with one another and customers. With a multicultural perspective, we can create better ideas and solutions.” Diversity provides a variety of views, perspectives, skills, and experiences.
A better reputation is built within the organization as well as with customers. A diverse workforce increases employee satisfaction, this results in an increase of productivity, creativity, and loyalty. How can diversity support an organization’s talent management strategy? Attracting diverse talent will attract more diverse talent, increasing the overall success of the organization.
Requirements for a Diverse and Inclusive Culture states, “Framing diversity as policy provides necessary clarity.” The article continues with, “This approach can also help leaders design an employee experience that continually promotes performance for a multigenerational, multiracial, and multibackground workforce.”
You not only recognize that employees are different, but that those differences are a strength for the organization. With a diverse background, the organization experiences enhanced collaboration and communication, receiving inputs from a diverse range of backgrounds and experiences.
Author Portolese Dias states that diversity can help us with policies to prevent discrimination, avoiding legal repercussions. How can multiculturalism support an organization’s talent management strategy?
Portolese Dias says that multiculturalism can help us gain a deeper understanding of the differences between people. A focus on multiculturalism can help an organization avoid power derived from race, social class, gender, or sexual orientation privileges. The author continues by explaining, “The culture of the company and the way the organization operates can contribute to the nurturing of a multicultural environment (or not).”
If recruiters and human resources apply multiculturalism, it creates a positive work culture, drawing more diverse and skilled candidates to the organization. Multiculturalism can also provide cultures, races, and ethnicities with the opportunity to advance within an organization. This shows employees that there is a fair chance for all to grow, that the same opportunities exist, and that fair treatment exists for all. Once again, this creates a positive public perception and attracts more talent. What policies would you develop as an HRM to ensure your organization achieves these benefits?
As an HRM, a policy I would implement would be enhanced training for diversity, multiculturalism, and inclusion. Employees who are educated about the benefits of a diverse workforce can help create a culture of acceptance. It may be possible to implement a new hiring strategy as well. When a candidate is forwarded to a decision maker, the name and ethnicities should be redacted.
This could help avoid invisible bias and ensure the best candidate is selected. I wouldn’t make it mandatory, but I would also welcome employee feedback and input for ways to ensure fairness and to avoid bias. An anonymous feedback system could be used by HRM to ensure policies are being followed.
Part B: Exploring Diversity Programs
The company I have chosen that exhibits a stellar commitment to their diversity program is 3M. 3M has developed diversity goals to be met by 2025. 3M created a Diversity & Inclusion Council. The council is made up of leaders across the globe that focus on enhancing and prioritizing actions to create an inclusive workplace. The Catalyst CEO Champion for Change pledge was signed by 3M’s CEO which is a nonprofit that helps build workplaces for women. 3M has joined the United Nations Women's Empowerment Principles and the United Nations LGBTI Standards of Conduct for Business. 3M also created Employee Resource Networks so employees from communities can network, communicate, and build leadership skills.
These networks include the African American network, disAbility Awareness network, A3ACTION, Latino Resource network, Military Support network, Native American network, and Women’s Leadership Forum.
3M’s workforce diversity is currently 42.1%. 3M has achieved 90% pay equity for employees across the globe and 100% for the United States. They have expressed that their goal is to reach 100% pay equity globally. 3M has invested $50 million to study and address racial opportunity gaps in the Unites States. 75% of employees say they feel included at 3M. 3M is currently pursuing goals which include reaching 65% for global diversity in management, and doubling the representation of minorities in the U.S.