Memo of Improve Diversity in Company

Memo

The purpose of the memo is to provide some recommendations for improving diversity of our workplace and building our company reputation by making adjustments to our hiring process and long-term operation. We can clearly observe the fact in current diversity profile that our company is facing gender and ethnic imbalance. Therefore, the following strategies listed below will be used for solving the imbalance and improving our diversity in our recruitment process and long-term operation.

Summary

Market research shows that diversity plays an increasingly important role in company performance. According to recent report of McKinsey & Co (2015), companies with the higher rates of ethnic and gender diversity are more likely to achieve better performance. Meanwhile, diversity is also an incubator of ideas and innovation. Based on the Forbes survey among 321 companies with more than $500 million in revenue (2011), 85% of them agreed or strongly agreed that diversity is key to driving innovation in the workplace. Therefore, we not only place improving diversity as immediate action, but also long-term goal. I will divide improving diversity into 2 steps: optimizing our recruitment process as immediate action and constantly improving diversity in long-term operation.

Discussion

Immediate Action: Optimizing Our Recruitment Process        

A smart recruitment system is the foundation for finding diverse talents. Optimizing recruitment process is our first step to improve diversity. A good diversity recruitment system should be unbiased, equal and inclusive. The following strategies have been shown to promote our recruitment process.

• Identifying the need of diverse candidates

We need to identify need and expectation of diverse candidates so that we can create effective strategies to attract them. Based on 2014 survey by Glassdoor Inc, 72% of women consider workforce diversity as the most important factor that influence their career choice, as well as 89% of black respondents, 80% of Asians, 70% of Latinos. The survey clearly shows that workforce diversity is the first consideration for diverse candidates to choose a company. Thus, we need to show diverse candidates that our company is inclusive and equal.

• Expanding the sources of diverse candidates

Through expanding our sources of diverse candidates, we can increase chances to interact with the diverse candidates. Here are some tips for us to approach more diverse candidates:

(1). Make good use of social media, such as LinkedIn, Facebook and CareerBuilder to connect with different groups of candidates. According to the statistical report of Social Times (Kimberlee, 2015), 92% of recruiters use social media to find high-quality candidates. Social media becomes the most useful tool for us to source candidates, especially diverse candidates.