Human Resources Diversity in Organizations Term Paper

Pages: 5 (1476 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: Master's  ·  Topic: Careers

SAMPLE EXCERPT . . .
The Peoples Bank of Quebec does not propose any initiatives in their diversity plan in regards to pay. They need to make sure that their current wage determinants and benefit schemes are diverse and fair to everyone. Basic benefits need to be consistent across the company and wages need to be consistent within each job classification or function. In order to be successful and attract the best candidate possible a company has to offer the best pay and benefits that they can.

Discussion

Employers have begun to make diversity part of their employer brand in order to attract and retain workers. They have started to have a careful and thoughtful, all-inclusive approach to attracting, recruiting and engaging diverse workers and really try to make sure the processes that have are comprehensive. Diversity is becoming more and more important to prospective and current workers. At the Toronto-based RBC Financial Group they have put into place four resource groups for employees:

Reach (for people with disabilities)

Royal Eagles (for Aboriginals)

Pride (for lesbian, gay, bisexual and transgendered people (LGBT)

Mosaic (for visible minorities and new Canadians).

These programs were fashioned in support of recruitment, retention and engagement strategies. They feel that it is very commanding to be able to reach out to peers and colleagues to better understand what's going on in the organization. These groups help both with personal and professional development of their workers (Klie, 2009).

Conclusion

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Organizational investment in and commitment to diversity is a process that is fluid, demanding and potentially lengthy. But it has significant benefits, including improved organizational ability to attract and retain workers, and to address the needs of promising client and customer bases. Additionally, workers are more likely to feel motivated and engaged if they distinguish that their skills and knowledge are valued (Marshall, 2010).

Term Paper on Human Resources Diversity in Organizations Assignment

Diversity is about culture alteration, service enhancement and equality of opportunity. It benefits everyone inside and outside the organization. Diversity is basic to any successful company. Respect for diversity must be second nature and part of the everyday culture. There is a moral imperative to offer a fair opportunity for everyone to realize their potential and to be respectful of others. Diversity is a business benefit. Embracing diversity strengthens any company, as it advances the work environment for everyone, it augments the pool of talent available and it positions companies to face the up-and-coming challenges that lay ahead (Marshall, 2010).

The business imperative says that companies that take advantage of on diversity are better positioned to succeed and provide better services more effectively and to have a more engaged and productive labor force. A diverse organization is better able to recruit, select and train the best talent from a diverse population. It promotes new ideas for improving services and responding to the needs of many dissimilar communities. It supports and recognizes the contribution of all its workers. The essential cultural change will not happen through a single event or initiative. It requires attentiveness, fortitude and continuous effort over time. It will require an engaged, innovative workforce that embraces and supports its diversity (Marshall, 2010).

To recruit and retain the best and the brightest, companies need to tap into the talents of a diverse workforce. As businesses lose an increasing amount of their existing workforce to retirement in the next few years, progressive companies will develop and put into practice a succession plan. To engage the workforce and develop the full potential of every worker, companies must provide career occasion sand a work environment that encourages the best from everyone. People with dissimilar backgrounds, orientations, skills and experiences need to feel a sense of inclusion. That means getting rid of discriminatory practices, such as systemic requirements that unintentionally block some groups from a fair chance at recruitment or promotion (Marshall, 2010).

References

Klie, S. (2009). Diversity makes employers more attractive to candidates. Canadian HR

Reporter, 22(8), 20-20.

Kramar, R. (2010). What is the Australian model for managing cultural diversity? Personnel

Review, 39(1), 96-96-115.

Marshall, P. (2010). Taking action on diversity. The Canadian Manager, 35(1), 17-17-18, 3.

Panaccio, A., & Waxin, M. (2010). Hrm case study: Diversity management: Facilitating

diversity through the recruitment, selection and integration of diverse employees in a Quebec bank. United States, Cullowhee: The DreamCatchers Group, LLC.

Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2009).… [END OF PREVIEW] . . . READ MORE

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