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Promoting Diversity in Recruitment

Even though affirmative action has been de-emphasized in recent years, the promotion of diversity in the workforce is both ethical and a management necessity. There are three factors to consider. First, does the agency provide an environment compatible with diversity through its promotion processes and organizational culture? A department that insists on standard working hours, does not provide child care assistance, and subtly penalizes leaves of absence for family reasons does not create a suitable atmosphere for employee-parents. Such issues might be subtle, but attention to them is critical if an optimally productive diverse environment is to be created and maintained. Second, is there a conscious attempt to maintain a well-rounded workforce so that no group, including white males, has a legitimate complaint? Are resources made available to minority members in the organization? All things being equal, qualified women and minorities should be given priority if they are clearly underrepresented in proportion to the available eligible workforce. Research indicates that minorities are highly sensitive to the presence of role models in the recruitment process and to the comparative level of resources available. Although the public sector has generally done better than business in this regard, many workplaces are still negligent or lax in promoting diversity successfully. Third, there should be awareness that where and how recruitment takes place will have an effect. Sometimes recruitment practices need to target locations where diverse candidates are more likely to congregate (perhaps particular schools or job fairs) and ethnically diverse universities and sources that such individuals are likely to read (such as ethnically oriented newspapers and newsletters).