What is now known as the United States was originally settled by Native Americans. During the 15th century, white Europeans began to immigrate to North America and the Caribbean islands. The Transatlantic Slave Trade spread black Africans throughout Europe, the Caribbean islands, and the Americas. The Gold Rush of 1849 brought Asians to North America’s west coast in modern-day California. Mexicans immigrated to the Southwest United States around this time. Globalization in the past century has welcomed ethnic groups of all countries to our great nation, further diversifying the United States’ demographics, a trend certain to continue further in coming years.
The United States has always been a diverse nation, although corporate workplaces have traditionally been dominated by white, Christian men for no apparent reason. As progressive views rightfully shape our society, workplaces are becoming more diverse. Small businesses, organizations, and corporations with the most diverse groups of employees have been shown to experience a whopping 35% higher likelihood of financial gains greater than domestic competitors.
Increasing workplace diversity is absolutely necessary in today’s working world. Here are three effective means of including underrepresented races, ethnic groups, and other demographics in your organization.
Match local demographic proportions to your overall workforce
If Town City features 50% blacks, 30% Middle Easterners, 19% whites, and 1% Asians, your workforce should represent a similar breakdown. For example, if your organization has 1,000 employees, roughly 500 should be black, 300 be Middle Easterners, etc.
Research your employees’ comprehensive demographical representations and match those with verified demographic breakdowns of your local area. If your company features a congruent breakdown — your work is done, although this scenario rarely happens on its own. To redefine your workforce, slowly begin hiring candidates to equalize your workforce over time. Do not fire overrepresented races or ethnic groups, as this is actually considered discrimination. As employees leave on their own, fill their shoes with appropriately-represented candidates.
Try your best to retain demographics that leave your company more often than others
Workplace culture, attitudes, and even individual employees can result in particular groups of people becoming unhappy with work, and may result in them quitting. Reshape corporate culture over time, disciplining or firing those who exhibit discriminatory behaviors. Like hiring to appropriately diversity your organization’s workforce, be prohibitive in firing employees that are suspected to act with discriminatory behaviors. Only get rid of employees that have been proven to discriminate against others.
Draw in employees from broader regions than before
Organizations often hire people that live close to their facilities, increasing the likelihood they stay with the company. Try hiring people outside of your organization’s traditional recruiting areas to further diversify your workforce.