|
What is the profile of your workforce, what are the differences? What workforce monitoring information do you have?
|
List them in a checklist capturing the differences (age, work patterns, ethnicity, gender, working styles etc). Were you aware of these differences? How can I monitor these differences to ensure they represent and reflect my organisation, my employees and my customers?
|
|
What are the practical consequences of these differences?
|
List the things to consider when looking at this. How one might need to approach training, communications, planning etc. E.g are you currently not talking to certain groups within the organisation, are their views under represented, if so why? What is your external image to customers?
|
|
Can these differences improve my business?
|
Ask yourself what are the benefits of doing the above? As we have mentioned, a wider talent pool to hire the best, developing the internal pool of people you have, an improved positive reputation and customer service etc are some of the areas that could be improved.
|
|
How can I make sure people feel engaged in my business whilst still respecting their individual needs?
|
Overcoming some of the consequences highlighted above to ensure people feel part of the organisation but are respected for their differences, e.g. taking into account people’s religious beliefs so that company activities do not clash with their annual leave.
|
|
How can I respect differences and still treat people equally in a cost effective way?
|
Overcoming barriers to some of these issues by involving a good mix of people in the solution e.g. If you are developing a flexible working policy, consulting those it will impact on will ensure it is well received but also captures the needs the organisation.
|
|
Is my workforce diverse enough?
|
How can you maximise talent from all areas of the community? Are you having difficulty recruiting good people? Are you representing the right image to your customers? By looking beyond your usual recruitment methods, you can increase your talent pool significantly.
|
|
What do I need to do to address the above?
|
When you have answered the above you should really have the beginnings for an action plan for change!
|