Developing recruitment partnerships

By NEHRA, 3/14/2002

Human resources professionals are faced with a complexity of expectations as they lead organizations in times of national crisis. Diversity has emerged as an overt issue. How to maintain a safe environment that supports respect and inclusion for all employees is a key issue. This list of diversity tips offers methods for HR professionals to manage an inclusive, diverse workforce and maintain a focus on the work at hand in times of crisis:

1. Demonstrate concern for all employees. There is a need to balance sensitivity and compassion with a need to accomplish work. When employees believe that their thoughts, feelings, and concerns are considered, they can attend to their projects more effectively.

• Clarify organizational anti-discrimination policies. Remind employees of these policies and encourage them to use them. When incidents are reported, follow through with investigations. Take appropriate action as required. This ensures the safety of all employees - including those of every race and ethnic background - and contributes to an environment where everyone feels valued. Gather employees in groups to discuss their perspectives about the crisis. They will benefit from the diverse perspectives expressed and be able to support each other. This vehicle serves to unite a work group and encourages a sense of unity.
   
• Institute regular daily rituals such as a check-in, shared lunch, or a brief one-on-one meeting to provide empathy and reassurance. Since employees have a variety of needs, these rituals provide regular, dependable contact and communicate that assistance is available.
   
• Ensure managers the opportunity to discuss their perspectives on the crisis so that managers can effectively assist their direct reports and respond to their various concerns. Know the issues of each person in your group. Notice both individual and group needs. When attention is given to their concerns, work flows better and more easily. This fact is true at all times, but it is especially true in times of crisis.
   
• Note individuals who have a personal connection to the crisis. Show empathy toward them. Provide available resources for them. This is a specific group that needs care. Note individuals who are not managing stress well. Provide available resources for them, such as EAP counselors. At times of crisis they constitute a group who need assistance. For individuals who request them, provide information about resources in the community external to the workplace.

2. Demonstrate vigilance to monitor stereotypes. Stereotypes are based on misinformation and lead to prejudice or unfair treatment.

• Provide educational opportunities or direction about cultures and/or religions minimally represented in the group, such as Islam. Education clarifies misinformation that causes stereotypes.
   
• Note that terrorists are less than 1% of the global population. Stereotyping individuals in the general population is not useful. Terrorists have been and can be from any race. Stereotyping is destructive to employees and divisive in the workplace.
   
• Point out that when individuals are afraid, fear focuses on the worst of stereotypes. These stereotypes cannot provide a guide for action or non-action. Thinking is key. Stereotyping can cause unnecessary divisions between groups and within departments and teams. Manage and lead with a tone of respect and fairness for all. Managers are models.

3. Communicate, communicate, communicate.

• Communicate empathy and expectations of results. In the height of the emotional response to the crisis, results will be less than the norm. As the emotions become less overwhelming, employees can focus increasingly on work.
   
• Speak on behalf of employees that you know have been treated unfairly. Expect fairness and respect from others as you model it.
   
• Listen to others' diverse perspectives about their experiences of the crisis. Listening helps others break immobilization and start their thinking and acting processes.
   
• Communicate the need for everyone to pull together. The crisis is intended to be divisive and to inhibit joining together for positive action.
   
• Expect conflict and manage it. Assist individuals in resolving their conflicts with each other. People of different perspectives will disagree.
   
• Communicate firmly about non-acceptance of discriminatory behavior.

Nancy Lawrence works with Eastern Point Consulting Group and can be reached at 617-965-4141 or via e-mail at info@eastpt.com.