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Best Practice #4
Best practice number 4 includes providing an environment that promotes diversity and appropriate management and professional development in the field of recruitment and retention (Reichenberg, 2001; Dell, 2005).
Industry Example
Dell Corporation is an example of a company currently following this practice. The company currently prides itself on its efforts to reach out to minority and women candidates and promotes its varying relationships with multiple diversity job boards (Dell, 2005).
Advantages
Companies are currently scrambling to recruit diverse practices (Aronson, 2002). The more diversity is naturally incorporated into the selection and recruitment process, the easier a time corporations will have managing complexity and diversity and establishing an competitive edge in a diverse and international business environment where more and more organizations are promoting multiethnic causes (Aronson, 2002).
Disadvantages
Targeted recruiting is difficult without commitment from management in the form of time and enthusiasm (Williams & Willis, 2002). It is often necessary for the organization to also enlist the support of the community, which may or may not be easily depending on multiple factors including the community's attitudes and demographics (Williams & Willis, 2002).
Best Practice #5
Best Practice number 5 is creation of an accountability program that holds managers, team members and executive staff accountable for managing complexity and diversity (Aronson, 2002).
Industry Example
The perfect example of an organization that has adopted this practice is the U.S. army where the motto has now changed to "An Army of One" suggesting that each person be held accountable for his or her own actions and behaviors (Aronson, 2002). This comes in response to an increasing trend of globalization and an increasing need to promote diversity issues.
Advantages
Accountability can create an environment that promotes resource maximization and enable firms to gain a competitive edge in all business functions including hiring, retaining and promoting employees (Aronson, 2002). In addition accountability promotes direct assignment of responsibilities for actions so managing diversity becomes a positive force...
When people are held accountable for their actions an environment is created where everyone feels they have the unique opportunity to share their full capacity with the organization (Aronson, 2002).
Disadvantages
It can be challenging assigning specific roles to panel members as oftentimes mangers willingness to participate is a major obstacle to diversity and accountability programs (Williams & Willis, 2002). Compliance with accountability programs is also often hard to maintain and promote in the organization (Williams & Willis, 2002).
References
Aronson, D. (2002). "Managing the diversity revolution: Best practices for 21st century business." Civil Rights Journal, 6(1): 46.
Beekie, R. (1997- Feb). "Diversity training's big lie," Training, 2(1):122.
Dell. (2005). "Diversity at work." Dell Corporation. 6, November 2005:
http://www1.us.dell.com/content/topics/global.aspx/corp/diversity/en/work?c=us&l=en&s=corp
http://www.diversityhotwire.com/diversity_practitioners/A-BDivCouncilsFinal2.pdf.
http://unpan1.un.org/intradoc/groups/public/documents/un/unpan000715.pdf
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