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Majority of area organizations have diversity strategy in place,
NEHRA survey says
By Northeast Human Resources Association, 5/30/2006
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According to a sampling of the Northeast Human Resources Association's (NEHRA) 4,000 members, more than half of the region's organizations have a diversity strategy in place, with workforce demographics widely viewed as the primary measure of diversity success. NEHRA recently conducted an e-survey of its members to gauge employee diversity practices in local organizations.
Slightly more than half of the organizations surveyed (53%) currently have a diversity strategy in place. About 69% of those surveyed somewhat or strongly agree that management actively supports diversity efforts at their organizations.
"I was pleased to see management support existed with the majority of respondents," said NEHRA Diversity Committee co-chair Doug Hilton senior director, HR, ADP. "Full management support is a critical piece of a successful diversity program. Employees need to realize that diversity goes well beyond race and gender. It's about ideas and diversity of thought. Diversity is a journey and a continual process of improvement and not necessarily a destination."
According to 77% of those polled, workforce demographics are the primary measurement of diversity success. Another measurement of success was recognition of employer of choice in diverse communities (19%).
"A successful diversity program can help to create an employer of choice [EOC] environment," explained Hilton. "Furthermore, an EOC philosophy rests on whether or not individuals will be valued, supported and developed to reach their highest potential."
One survey respondent considers a diversity program successful "when employees of all backgrounds, genders, age, etc. can comfortably say that they feel their differences are a benefit at work and that they are recognized and valued for those differences."
Another respondent's gauge of success is "when a qualified individual is hired based on their skills and the job requirements. Then, their viewpoints, knowledge and difference of thoughts/opinions are appreciated and managed appropriately."
The majority of those polled (56%) somewhat or strongly agree that their organization articulates its diversity strategy as part of its recruitment and retention programs. The primary challenges to diversity include: communication (47%); retaining diverse candidates (40%); inclusiveness (38%); and leadership support (27%).
Diversity training is in demand as 77% say they would like to see more diversity training in their organizations. Understanding, accepting and valuing cultural differences was identified as the primary training need (40%). Other training needs include: managing a diverse workforce (24%); inclusivity (15%); and communication across differences (15%).
NEHRA members are comprised of HR professionals, representing large and small companies in all industries within the region. Most organizations that responded to this survey had more than 1000 employees and a 10-25% diverse workforce. Respondents to the survey, which was conducted online between April 24 and May 8, 2006, included 258 NEHRA members and nonmembers. For full survey results, visit NEHRA.com.
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