diversification & diversity

January 30, 2015 Audra Jenkins

In an increasingly competitive global economy where having the right talent is crucial to improving the bottom line, sourcing from the largest and most diverse set of candidates has become the norm.

Companies are focusing on diversifying their teams across all levels to get the greatest access to the talent pool. Today, a high-performing, inclusive workforce is about having the right people in the right jobs at the right time — regardless of age, gender, race, physical disability, ethnicity, and sexual orientation.

Mindful of the benefits of diverse employment practices, a growing number of companies are actively enhancing their efforts and establishing diversity targets to ensure hiring at all levels aligns with business goals.

Audra Jenkins | Randstad Sourceright 2015 Talent Trends Report

5 tips to enhancing workforce diversification & diversity

    1. approach diversity with C-level commitment: Successful companies don’t just look at diversity as a nice-to-have attribute; they fully embrace the idea. Make sure it’s a priority supported by the C-suite and communicate the importance of your strategy throughout the organization. 
  2. take stock of current practices: Does your workforce diversity reflect your customer base? Do your current practices help you recruit and hire from the best and broadest talent pool possible? Ask the difficult questions to honestly assess your efforts.

  3. provide adequate training: Diverse hiring practices cannot be executed centrally. Hiring managers at all levels need to be trained and sensitized to the needs of workers from different backgrounds.

  4. ensure compliant practices: Compliance mandates vary from one regulatory body to another, which poses a challenge for employers operating in multiple markets. Understand local requirements to build policies accordingly.


5. leverage incentives: Some authorities provide incentives such as tax credits and training grants to employers who hire youth trainees, workers with a disability, and military veterans. Research these opportunities to further strengthen the business case for diverse hiring practices.


request the report > 

About the Randstad Sourceright 2015 Talent Trends Report:

Covering 25 of the most dynamic and pressing issues facing workers and employers right now, and the concerns they have for the future, our subject matter experts explore how these trends will affect organizations, and provide practical tips on how to cope with them.

About the Author

Audra Jenkins

As chief diversity and inclusion officer, Jenkins spearheads initiatives both within and outside of our organization. She not only advances diversity and inclusion among internal employees, she also partners with customers as they work to achieve their own diversity goals. Jenkins firmly believes that diversity and inclusion must be woven into every aspect of the talent life cycle to attract quality candidates, enhance employee engagement and drive performance. She brings more than 20 years of human resources, diversity and compliance experience, along with a passion for advocating on behalf of underserved populations. She is the executive sponsor for Randstad’s Hire Hope program, which provides career readiness training and job placement services to at-risk women, including survivors of exploitation and trafficking.

Follow on Google Plus Follow on Twitter More Content by Audra Jenkins
Previous Article
growth of the contingent workforce
growth of the contingent workforce

If we had to choose one word to sum up the HR strategy of many organizations today, then agile is perhap...

Next Article
the aging population
the aging population

Ensuring you have a cohesive, multi-generational workforce in 2015 and beyond will be a top priority — s...