How to Maximize Your Workplace Diversity: Conduct a Workforce Composition Survey


Introducing the Diversity at Work, Do-It-Yourself Workforce

Composition Survey Toolkit!

 

workforcesurvey

 

You would like to know more about your workforce, but you don’t know where to begin.

You’re intimidated by the process.

How do you make sure you ask the right questions?

How can you do this without hiring an expensive consultant?

If you have a skilled human resources team and a secure database — our D-I-Y Workplace Composition Survey Toolkit is for you.

The results will help you to determine:

If your workforce represents the community and clients you serve?

Are you meeting your Employment Equity goals?

Are you fully utilizing the education and training of your workforce?

Do your existing benefit and reward plans fit your current demographics?

What percentage of your workforce will be retiring soon?

Is your workforce representative of the community you work in?

Are you meeting your Employment Equity goals?

Are you fully utilizing the talents of your workforce?

And much more.

Testimonial from user:

“When we first started discussing a Diversity Survey, we didn’t know where to begin with questions and themes, let alone how to ensure the questions we were asking and the message we were delivering was politically correct and relevant to our employees. Evelina and Diversity at Work solved this problem for us by providing a Diversity Survey template, which we were able to modify based on our targeted outcome. This template saved us a tremendous amount of time and money, and also assured us that the survey content was respectful and aligned with our Shared Values.”

Tahlia Rimnyak, CHRP | Human Relations Coordinator
McCormick Canada

For more information and to purchase please visit:

http://www.yourdiversityatwork.com/classes/diyWorkForceSurvey.php

 

 

 

 

 

The “Over-Qualified Bias”: What does this mean to employers and candidates?


MP900443225[1]Evelina Silveira, President, Diversity at Work in London,co-author  The No-Nonsense Guide to Workplace Inclusion

The topic of implicit bias has become increasingly popular in diversity and inclusion discussion circles.  Racial, gender, ability, age, cultural and other biases often play a part in deciding whether a  candidate is interviewed, offered, retained and promoted in a job.  Have you ever taken into account that an “over-qualified” label can also have serious ramifications for both your organization and the candidate?

With global unemployment as an epidemic, it naturally makes sense that many applicants may apply for work they have done before, with ease and for an extended period of time.  When these individuals then go to apply for a job which  is similar to what they have done before they are considered “over-qualified” and thus overlooked.  When employers go the “over-qualified” route, they believe that this is a nice way to let applicants down; telling them in a nutshell – “you are too good for this job”.

Next time you consider dismissing an applicant because they are “over-qualified’ it is worth reflecting on the following points:

  1.  The candidate applied for the job and this means they are interested just as any other.
  2.   You may think they are overqualified but they might feel otherwise.
  3.   They may be fine with lateral moves – not everyone wants to climb the corporate ladder.
  4.   They are looking for a less stressful job that they can balance more easily.
  5.   They have outside interests which they may want to devote more energy; and that is why they have chosen to apply for a job which they can perform easily.
  6.   An overqualified candidate can be your best asset. They can bring industry experience which can help your organization soar.
  7.   Do you want to eliminate a candidate from the pool because you fear they will take your job?
  8.   Different people approach work differently. This means that the candidate may find a new way of doing the work that will make it more stimulating and thus more inclined to stay.
  9.   You may be getting more value for their work.
  10.   Over-qualified is a label associated with mature workers. Could you be prejudicing the employment of mature workers?
  11.   Not all over-qualified people demand high salaries which is an assumption that is made all to often.

Before you think a candidate will be “bored in a second and gone in a minute” try some probing questions in the interview to determine whether the risk is high.

  1.   Where do you hope to be in 2 years?
  2.   What are you hoping to learn in this job?
  3.   What motivates you at work?
  4.   What is the ideal job for you?
  5.   What are you looking for in a job?

You may find the job is a perfect match for the candidate you have slotted as “over-qualified”.  There is no guarantee anymore that an employee is going to stay with a company for 10 years.  But realistically, job seekers are not doing a lot of job hopping when there are few options to go to.  If you are concerned their skills are not adequately being used asked them for suggestions.  With work experience under their belt they may make a fantastic mentor which is an exceptionally good way to recognize their value.

 

CHRR2159-16 HR_readers choice_div-emp-equity

The Guide to Workplace Inclusion


Preview and Purchase at www.yourdiversityatwork.com/ebook/

Read  below what others have said about our book:

linked in

ENDORSEMENTS:

This is an important and timely book for those who want more inclusive workplaces. It moves seamlessly from concepts and terminology and translates them into practical and actionable ideas. All readers, no matter where they are on their diversity and inclusive journey, will find something valuable in this book. Evelina Silveira and Jill Walters have created an impressive resource that includes examples of promising practices from across the globe. This should be every HR professional’s companion!

~Ratna Omidvar, executive director, Global Diversity Exchange, Ted Rogers School of Management, Ryerson University

The No-Nonsense Guide to Workplace Inclusion provides a thorough and engaging roadmap of the journey toward organizational inclusion. The authors write from a position of rich, credible experience, with the result that this Guide can help companies capitalize on opportunities and skirt problems on the road to fuller inclusion of an increasingly diverse workplace. Filled with examples and evidence-based solutions, this Guide is a valuable tool for any organization working on building and strengthening its culture of inclusiveness.

~Alison Konrad, PhD, professor of organizational behaviour, Ivey Business School, London, Canada

Managing diversity and creating inclusive workplaces can seem like a daunting challenge for many organisations, but Evelina and Jill have produced a really accessible, highly practical guide to help organisations get going. What we particularly liked was that it was packed full of real examples and illustrations and lots of useful links and tools.

~Tracy Powley, director, Focal Point Training and Consultancy Ltd, United Kingdom

Because inclusion is one of the core values of the USTA, it is important for me to lead, motivate and work well with individuals of diverse backgrounds, capabilities and interests in order to achieve the outcomes we’ve set for ourselves. This book is a great resource for any organization looking to create a successful culture of inclusion.

~D.A. Abrams, chief diversity & inclusion officer, United States Tennis Association/ author, Diversity & Inclusion: The Big Six Formula for Success

This book goes a long way in addressing the systemic discrimination faced by the LGBTQ2 community in the workplace. It tells you what you need to do and gives you the resources to do it. It makes it easy for any workplace to become more inclusive in their hiring, recruitment and retention practices. I highly recommend it for every workplace.

~ Deb Al-Hamza, past president, Pride London Festival/ diversity social worker, Children’s Aid Society of London & Middlesex

I think this book is very comprehensive! There is very valuable information from ‘Foundations for creating an Inclusive Business Environment’ to ‘Best Practices in Diversity.’ I see the value for small to medium businesses that lack a dedicated human resources professional or lack the experience with implementing policies and procedures to promote an inclusive environment; however, larger businesses can also benefit greatly from the examples, detail and strategy offered. I will continue to visit many of the resources offered in the future and have made note of some of the examples.

~Lesley Oliver, diversity & accessibility coordinator, Equity & Human Rights Services, University of Western Ontario

The book is strategic, concrete and to the point. The various examples make it relevant to readers and practical. I also like the fact it is rooted in personal experiences and takes a holistic approach. The book makes one reflect on what is not obvious, helps avoid assumptions and discusses unconscious bias.

~Magali Toussaint, international career and cross-cultural coach/ diversity professional, Netherlands, http://about.me/magali.toussaint

 

 

 

 

Five Easy Actions for a More Inclusive Workplace


Evelina Silveira, President, Diversity at Work  co-author  No-Nonsense Guide to Workplace Inclusion

Workplace inclusion can seem like an elusive goal. Does it really have to be that way? Whether you have a strategy in place, or take small steps with bolder ones along the way—it will pay off! Here are a few ideas, they don’t take a lot of effort and best of all you can start them today!

1. Add a voluntary self-identification check box in your application process.

Who’s applying? Who is not? Self-identification will provide you with vital statistics for human resources planning. Case in point: if you start to see a pattern that only men are applying for a job, barriers could exist for women. This is worth investigating. Organizations are increasingly expected to reflect the communities they serve. Voluntary self-identification is one way of obtaining this information from the front end. Be sure to outline why you are requesting the information and how it will be used.

2. Add a diversity and inclusion section to each of your staff /leadership meetings.

Injecting awareness and instructional information into your workplace on a regular basis is a significant reminder, diversity and inclusion is an integral part of your operations. It is not an add-on but just as crucial as health and safety awareness.

3. Ask your generation Y (Millennials) for their opinion.

Seems strange? Not really! They are dying to hear from you. These workers have had diversity as a natural part of their landscape. They have expertise and want to be acknowledged for their opinions. Find out what they think you could do to make the workplace better and ask them to help out with building a strategy.

4. Thank an employee.

Each week send a handwritten thank you note to an employee recognizing their work. How long does it take? The busiest person on the planet has two minutes to thank an employee. Isn’t a good employee worth the time? Your recognition will go a long way with boosting morale.
5. Inform all staff about professional development and promotional opportunities.

You are probably thinking we do that already so what’s the big deal? Consistently, research points to the fact that visible minorities, women and immigrants are often left out of the loop when it comes to growing and developing in the organization. Workplace equity begins with giving everyone the same information and organizational opportunities.

Motivated to learn more about workplace inclusion? The No-Nonsense Guide to Workplace Inclusion can show you how to do it. Endorsed by business management schools and diversity practitioners, it’s all you really need.  Visit http://www.yourdiversityatwork.com/ebook/  to preview and purchase.

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