http://www.shrm.org/diversity.htm)These are some factors that should be considered when a company decides that it should conceive a plan to diversify itself:oWhat are the demographics of your customer/client base? (e.g. age, income, gender, education, ethnicity, etc.) oHow many languages are spoken by your customers/clients? oIn how many countries does your organization operate? oHow much does employee turnover cost your company? oHow much does your company spend annually on recruitment? oHow much have discrimination/harassment suits cost your organization in the past year (in both legal fees and settlements)? oHow frequently does inter-group conflict arise? oIs there a high level of turnover among certain employee groups? oAre your policies and benefits attractive to potential diverse recruits? oIs your organization losing top talent because people do not feel valued, included or heard? oDo all employees feel that their talents and skills are well rewarded? oIs there some career advancement possibility for employees and a focus on developing people internally? oIs diversity reflected in your procurement policies and among your suppliers? (http://www.shrm.org/diversity/businesscase.htm)Once a company answers these questions it will have a better idea of what steps to take to help diversify itself and what areas need special attention. And after these steps are taken there should be a noticeable improvement in the functionality of the company as it finds it easier to communicate with a larger number of people and employees enjoy a more positive work environment.While it is obvious that minorities and women are not being represented fairly in the workforce as well as in managerial roles, there are some changes taking place in the job market and some court cases with some severe penalties for discrimination against color race or gender. One example of this is a court case that was recently won by minorities against a contracting firm. T...
