Increasing Diversity in Corporate Hiring Research Paper

Pages: 18 (5280 words)  ·  Bibliography Sources: 8  ·  File: .docx  ·  Level: Master's  ·  Topic: Human Resources  ·  Written: November 2, 2019


Building Diverse Talent Pipelines

One of the issues that most companies will state they struggle with is that there aren’t enough good candidates to go around, and therefore they take talent when they find it. The reality, however, is that they don’t always know where to look for talent, and underrepresented communities are often given fewer opportunities. Yet, there is raw potential in those workforces, and companies that can successfully tap into that potential will have an easier time finding managerial and executive talent later on.

Get full Download Microsoft Word File access
for only $8.97.
Part of the process begins with the job ads themselves. As noted above, language that specifically includes and promotes the company’s diversity strategy is more likely to positively influence job application intentions, among everybody but especially among underrepresented communities. Audits of job postings can be carried out by somebody who is specially trained in diversity in order to examine the language to ensure that it is fully inclusive and that there is nothing in the posting that might convince somebody not to apply. A person from a given community might actually be in the best position to do this, knowing what sorts of language that the community responds to, and in what way. There is also the issue of where jobs are posted. In marketing, it is known that when you want to sell something to somebody, you have to go where they are. The same holds true for recruiting. As an example, if a company makes a point to recruit at a historically black and women’s college, it will attract more candidates from those groups than a company that ignores recruiting at such institutions. Even when doing college recruiting, the demographic makeup of the people doing the recruiting makes a difference as well – it should reflect the workforce that the company wants to have, rather than the one it does.

Research Paper on Increasing Diversity in Corporate Hiring Assignment

In many cases, there are programs and community groups that seek to help members of those communities to find work opportunities and those community groups can serve as important intermediaries. For example, a talented high schooler from a poor family might have some decent computer programming skills but not have money for college nor the sorts of connections that would get them into a good company. Companies that work with intermediary groups can gain access to such talent. In that sense, hiring for diversity in underrepresented groups can often by a process where the company is actively searching, rather than passively waiting for the candidates to apply.

Internal recruiting is another way that many companies hire, but in that case, internal referrals are often similar to the people who are doing the referring, as they naturally travel in the same circles. Still, there is a role to play using internal referrals to build a more diverse workforce. Employees already with the company are far more likely to recommend it as a place to work, and if the current employees are able to convey to their circles of friends and acquaintances that the company has a strong commitment to diversity and the sort of environment where anybody can thrive, that is a message that will resonate. It is also worth remembering that whatever employees are saying to their friends and acquaintances is the same thing they’ll be saying on LinkedIn and Glassdoor, so the same strategy the company uses to gain internal referrals is going to have impacts elsewhere on the recruiting process as well.

Another area of interest is in building the internal talent pipeline. For example, suppose an underrepresented community lacks quality candidates for managerial roles. But suppose that the same community can provide raw talent in entry-level positions. Recruiting from that community for entry-level positions might allow more people from that community to build careers. Companies that provide training and education to entry-level workers are more likely to build an internal pipeline where somebody might not be especially well-qualified when they first apply, but eventually, their talent is given an opportunity to showcase itself, and down the road, the company has far more members of underrepresented groups in management roles than it otherwise would have had, not because they worked harder to find these people, but because they worked harder to develop them.

Candidates with Disabilities

Discrimination against candidates on the basis of disabilities is governed by the Americans with Disabilities Act, which forbids outright Discrimination and governs things like what constitutes a reasonable accommodation. Companies that understand some of the issues that people with disabilities face are more likely to handle accommodations easily, and therefore be more open to such candidates. An example might be a company that has its office in a heritage building that is not especially wheelchair accessible – or it would be impossible for a wheelchair-bound employee to exit in event of a fire. If that company has a work from home policy, that employee might need to spend little time in the office, a reasonable accommodation. Without the work from home policy, that employee would not even apply. The same can be said for employees who might need more time off for medical reasons – if policies are rigid with respect to working hours, but don’t need to be, then the company is doing itself and the prospective employees a disservice.

There are also emerging issues where employees with disabilities are concerned. One issue that has been identified is the proliferation of personality testing. Studies have shown that because normative personality and personality disorders exist on a continuum that the use of standard personality tests can rule out otherwise high-quality candidates, simply for not fitting into a narrow interpretation of normative personality (Melson et al, 2019).

One of the best ways to signal that a company is willing to make accommodations for disabled job candidates is that they will signal this by making accommodations for disabled customers. Starbucks has deaf-friendly stores, for example, and that sends a message of their inclusiveness that the deaf community will recognize even if others do not. Advertising can be another means of communicating this as well – if a company advertised with a deaf couple and subtitles that would send a clear message to all disabled communities about a commitment to inclusiveness because the company is willing to take risks to showcase this.

The same strategy that is utilized with underrepresented groups can also make a difference with disabled groups. There is a substantial employment gap for people with disabilities, and that employment gap can mean that there are fewer quality candidates, and that when someone who is disabled is hired they are hired at a lower level because they don’t have the same experience. By providing specific training, mentorship and other pathways to growth that are specifically targeted to people with disabilities, a company can create an environment where they aren’t just relying on their ability to recruit talent, but they are grooming it as well, creating a virtuous cycle where more people with disabilities are attracted to work for the company.

Highly visible programs can also be of value. JP Morgan’s Autism at Work program is a good example of this, not just for the fact that it creates opportunities for a group that might otherwise not have them, but it also sends a clear signal to all groups that the company is willing and putting resources into creating an environment where people with disabilities can flourish. Initiatives like this are definitely noticed by the communities that are most affected by them, again, even when the initiatives are otherwise not noticed by people in the mainstream of society.

Recruitment methods that are specific would include developing specific accommodations for the more common conditions, and then ensuring that HR personnel adequately train hiring managers on those accommodations. In many cases, a hiring manager might simply prefer to overlook a person with disabilities on the thought that the person would be more trouble than an equivalent candidate without a disability. One of the important roles that HR can play is to show how that is not the case, and there is no added burden or cost to hiring someone with a disability. This goes back to the role that human resources plays in training hiring managers and helping them to remove bias from their hiring practice.

Felon-Friendly Employers

There are significant employment barriers for persons with criminal histories. For those individuals, such problems are perpetuating, in that without access to meaningful employment, they will never be able to fully re-integrate into society. While some persons with criminal histories are not truly reformed, many are and can prove to be a valuable source of talent for companies.

Criminal justice reform is starting to work with the idea that once somebody has exited the Criminal justice system, not only have they “served their debt to society” but that they… [END OF PREVIEW] . . . READ MORE

Two Ordering Options:

Which Option Should I Choose?
1.  Buy full paper (18 pages)Download Microsoft Word File

Download the perfectly formatted MS Word file!

- or -

2.  Write a NEW paper for me!✍🏻

We'll follow your exact instructions!
Chat with the writer 24/7.

Diversity in Business Thesis

Diversity Action Plan Essay

Diversity Issues in Human Resources Advances Term Paper

Xerox Where Diversity Is a Norm Research Paper

Diversity in the Workplace Research Paper

View 200+ other related papers  >>

How to Cite "Increasing Diversity in Corporate Hiring" Research Paper in a Bibliography:

APA Style

Increasing Diversity in Corporate Hiring.  (2019, November 2).  Retrieved January 15, 2021, from

MLA Format

"Increasing Diversity in Corporate Hiring."  2 November 2019.  Web.  15 January 2021. <>.

Chicago Style

"Increasing Diversity in Corporate Hiring."  November 2, 2019.  Accessed January 15, 2021.