Our Blog

Diversity Programs — What Works and What Does Not

July 20th, 2017

Many companies these days have diversity initiatives. But recently their effectiveness has come into question.

Some researchers contend that such programs are not really increasing diversity. Companies are using the same methods they have been following for years, which often create more problems than they solve.

And statistics seem to support the claim. From 1985 to 2014, the number of women and minorities hired by companies with more than 100 employees has barely changed. The number of women and blacks in management ranks barely changed during that time as well.

Not only that, such initiatives seem to be having unintended consequences as well – making white men feel besieged. White men interviewing at companies that tout diversity expect that they will receive more unfair treatment and experience more discrimination.

Why They Don’t Work

Diversity programs seem to break down for several reasons. One is that companies require employees to participate. Making these programs mandatory creates anger and resistance among workers, making them feel more hostile to people of different backgrounds.

Another is that companies use heavy-handed tactics, such as warnings and threats against those who discriminate. A third reason is that employees tend to forget what they have learned in diversity training sessions very quickly.

What Does Work

To really encourage diversity, companies need to make such efforts voluntary. People show a greater willingness to participate under such circumstances. One way of introducing diversity in a more relaxed manner is through a mentoring program. Assigning younger minority employees to more senior mentors has been proven to increase diversity. Such efforts increase the diversity of management by nine to 24 percent.

Another way to increase diversity is simply by exposing people of different racial, cultural or ethnic backgrounds to each other and having them work together. This helps to break down the stereotypes that people have of others of a different background.

Yet another way of increasing diversity is holding people accountable socially. For example, at one company, black employees in some departments received smaller raises than white employees even though the black workers had the same performance ratings as their white counterparts. The company then began publicly listing employees’ performance ratings and pay raises, which showed those departments that discriminated. This was very effective in ending the discrepancy in pay increases.

If you are searching for employment, Trinity Staffing is the place to go. We give you the personal attention you deserve as one of the leading staffing firms in the San Antonio area. Give Trinity a call today.

Leave a Reply

Facebook Twitter linkedin
hub wbea sba texas