| If there is not enough diversity in your | | | | - Incorporate ideas from other cultures to |
| employee base or there is high turnover with | | | | solve problems and be more innovative. |
| certain groups of employees, your | | | | |
| organization will not be able to leverage the | | | | - Use resources that are already in place and |
| power of diversity. Building diversity in a | | | | research what other organizations have done |
| company through recruiting and retention is | | | | to be successful. |
| an important step to creating an inclusive | | | | |
| workplace. Are your recruiting efforts doing | | | | - Provide cross-cultural communication |
| the following? Here are some tips to help | | | | training to help staff work better together |
| build diversity in your organization through | | | | and serve the client population more |
| recruitment: | | | | effectively. |
| | | | |
| - Begin to recruit from middle and high | | | | - Survey and interview staff across |
| schools. Attend career days and come prepared | | | | demographics to determine their needs in |
| to discuss the benefits of working for your | | | | order to create a strategic plan for |
| organization and your industry. | | | | retention and increased recruitment under |
| | | | represented populations. |
| - Identify stereotypes of people who work in | | | | |
| your industry and develop strategies for | | | | - Examine your definition of leadership |
| changing perceptions i.e. Firefighting should | | | | qualities to include ways in which people who |
| only be a male occupation. | | | | have different thought processes and |
| | | | communication styles can lead. If you have |
| - Use more inclusive language and visuals in | | | | been hierarchical in the past, start learning |
| rule books, orientation, and recruiting | | | | that people with consensus styles can also be |
| materials. | | | | effective leaders. |
| | | | |
| - Create cross-cultural and cross gender | | | | - Conduct exit interviews and identify |
| mentoring programs and provide training for | | | | patterns and themes if they exist. |
| mentors. | | | | |
| | | | - Be willing to change to accommodate and use |
| - Develop relationships with associations and | | | | new ideas and creativity. |
| organizations that are geared toward | | | | |
| underrepresented groups. | | | | - Too many people who own or run restaurants |
| | | | do not know enough about conducting |
| - Be aware of your own biases and stereotypes | | | | interviewing potential employees. Whether you |
| and their impact on the environment. | | | | define your restaurant as fast food, casual |
| | | | dining, or upscale, hiring the wrong person |
| - Create processes to make people who are | | | | for the job can be expensive. Consider the |
| different from you feel welcome and included | | | | costs of advertising for candidates, |
| in your organization. | | | | interviewing time, disrupted customer |
| | | | service, training, and severance pay. Select |
| - Mentor people who are from different | | | | a position in your restaurant, and estimate |
| cultural or ethnic backgrounds or gender from | | | | how much each step of the hiring process |
| you. It will help you become more comfortable | | | | costs in terms of time and money. You'll see |
| with other people and will help your staff | | | | how important having an interviewing and |
| grow in their careers. | | | | hiring system is. |
| | | | |