Learn the crucial first steps HR should take to improve diversity and inclusion. Set clear goals and objectives to build a more diverse workforce.
Table of Contents
Question
What initial action should HR take when it recognizes a lack of diversity throughout the organization?
Answer
Set goals and objectives for future staffing. The process of reconciling the differences between supply and demand establishes the goals and objectives for the staffing plan.
Explanation
When HR recognizes a lack of diversity throughout the organization, the initial action should be to set clear goals and objectives for future staffing efforts.
The first step is analyzing the current state of diversity by looking at representation of different groups at various levels of the organization. This helps identify gaps and areas for improvement.
Next, HR should define specific, measurable diversity goals aligned with the organization’s values and business objectives. These could include increasing representation of underrepresented groups by certain percentages, improving diversity in leadership roles, etc.
Setting these goals provides direction for creating a staffing plan to attract, hire and retain more diverse talent. The plan should encompass strategies like:
- Expanding and diversifying recruiting sources
- Implementing inclusive hiring practices
- Providing diversity training for interviewers and managers
- Establishing mentoring and development programs
- Creating employee resource groups
Having well-defined diversity staffing goals and a comprehensive plan to achieve them is essential for making meaningful progress. It ensures HR’s efforts are focused and intentional rather than haphazard.
Of course, improving diversity is an ongoing process that goes beyond just hiring. But setting goals and plans for staffing is the critical first step to building a more diverse and inclusive workforce over time. HR can then track progress against goals and refine strategies as needed.
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