Helping You Move In The Right Direction

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If the company for which you work is like most companies today, it wants to increase the diversity of its workforce. While setting hiring quotas for particular kinds of workers, such as those of certain races and ethnicities or those with disabilities, may seem like a good approach, the Society for Human Resource Management warns that doing so may put your company at risk for lawsuits alleging discrimination. 

The better approach, per SHRM, consists of widening your company’s entire candidate pool. 

Diversity-enhancing strategies

Some good suggestions for doing this consist of the following: 

  • Encourage your current employees to refer diverse candidates whenever a job opening occurs. You may even want to consider increasing the amount of the referral bonus you pay your employees when they refer diverse candidates. 
  • Place your job ads on a specially created page of your company’s website that stresses your company’s commitment to diversity and inclusion. 
  • Remove all unnecessarily restrictive language from your job qualification lists, such as educational attainment level or years of experience, unless the jobs in question require them. 
  • Obtain advice and help from local educational institutions and activist groups. 
  • Update your company’s employee benefit package to include things that appeal to the most diverse possible groups, such as health coverage for domestic partners as well as spouses, family-friendly work schedules, etc. 

Taking these and other steps to increase the diversity of your company’s potential employment pool ensures that your workforce will, in fact, become more diverse. It also lessens the chance that someone belonging to a protected category may file a lawsuit alleging that your company uses discriminatory hiring practices. 

Sexual harassment is an incredibly challenging issue for many businesses, whether an employer does not realize that a workers’ rights violations are taking place or a staff member falsely accuses someone in the company of sexually harassing them. Either way, it is imperative to handle the dispute with care and recognize how much is at stake.

According to the Equal Employment Opportunity Commission, sexual harassment occurs in various ways, whether a worker is subjected to physical harassment or requests involving favors that are sexual in nature. Employers should also watch out for hostile work environments and employment decisions involving harassment.

The impact of sexual harassment charges

Sexual harassment charges can lead to serious repercussions for business owners. For example, many face serious problems related to a shattered reputation, such as losing key clients, other employees or business due to the aftermath of a case. Moreover, these cases are often very difficult in terms of time, money and emotions. Sometimes, the financial penalties associated with such a case force a business owner to alter the way in which they conduct business or close their doors altogether.

The options available to companies dealing with a suit

In some instances, business owners have the ability to resolve sexual harassment allegations without ever going to court. However, every case is unique, and sometimes those who claim their rights were violated are unwilling to discuss these issues in an amicable manner. If you are involved in a sexual harassment case, it is imperative to carefully go over all of your options and handle the situation appropriately.

As the nation continues to evaluate its relationship with racial equality, employers and employees across all sectors understandably may be looking at their workplaces with new points of view.

The concept of diversity in the workplace is anything but new, yet it has been fully realized. A fresh approach to this topic may benefit companies and individuals alike.

Diversity includes race and more

As Forbes explains, racial equality at work is only one form of diversity. Discrimination or lack of equal opportunity in a professional setting may as well be experienced by persons of different genders, religions, sexual orientations and more. Many employees may encompass more than one factor, such as an African American woman.

Recruiting and hiring is just the start

A report by NPR indicates that simply hiring people of different backgrounds, religious beliefs and more does not completely address the issue of diversity in the workplace. The daily policies and company culture that employees experience can have a direct impact in truly embracing or blocking diversity. A culture may or may not allow a person to feel empowered to dress or wear their hair in a manner in line with their cultural heritage, for example.

Consider new ways of recruiting

When job applications for professional or leadership positions predominately reflect one or two societal groups only, a company may find it beneficial to consider alternative recruitment methods or locations.

When seeking employees for entry-level positions, for example, a company may launch a recruitment campaign targeted at graduating seniors from historically black universities and colleges versus those institutions where the bulk of students are white.