Diversity Consultants

Learn (and teach) all civil rights laws applicable to the workplace Before you can effectively embrace and manage a diverse workforce, you have to take the first step and learn the applicable anti-discrimination laws, the Civil Rights Act, the Americans with Disabilities Act, and more.

I recommend:  The Equal Employment Opportunity Commission explains the Federal Equal Opportunity (EEO) laws. For additional information, check out these specific sites: The Age Discrimination in Employment Act (ADEA), the Pregnancy Discrimination Act, National Origin Discrimination, and the Americans with Disabilities Act Web site. For state-specific laws, visit the U.S. Commission on Civil Rights.

Invest time and money into diversity training If your company has not yet begun diversity training, the time to do it is immediately.

I recommend:  Common Ground’s Diversity Training offers comprehensive diversity training, educational programs, large group presentations, and so much more – hurry over to check it out and take advantage of all the great offerings! HR Hero provides training through the HR Hero’s Guide to Diversity, which teaches you, step-by-step, how to create and manage a diverse workforce, recruit and thrive in a multilingual workplace, and more.

Ensure that your employees have cultural sensitivity training There’s more to managing the diverse workforce than just preventing discrimination. In the global marketplace, you and your employees must be sensitive to cultural differences and respect those differences.

I recommend:  At Unlimited Learning Resources (ULR), there are – as the name boasts – countless teaching and learning resources for you and your employees. Check out the many courses under the heading of Conflict and Diversity – for sale OR for rent – including their “Global One Series,” which offer training on intercultural communications, cultural awareness, and building the multicultural team.

Take diversity all the way Don’t fall into thinking that if you have employees who, on the surface, appear diverse – men and women, black and white – you’ve “done your duty.” Take it another step, and be fair to all diverse people – including those of different sexual orientation, age, religion, ability levels, etc.

I recommend:  Check out The Riley Guide: Resources for Women, Minorities, and Other Affinity Groups and Audiences. For specific resources for those with disabilities, visit Employment Resources for the Disabled to learn more about what you, the employer, can do to hire and manage employees with disabilities. The National Association of ADA Coordinators (NAADAC) is a non-profit organization founded in 1992 by a group of public and private sector professionals, who saw a need to educate entities regarding both the requirements and the opportunities of the Americans with Disabilities Act (ADA). The NAADAC offers customized ADA training workshops throughout the U.S., reasonable accommodation development, program and physical accessibility compliance assistance, and much more. Visit the Job Accommodation Network (JAN), a free consulting service providing info about job accommodations, the employability of people with disabilities, and the ADA.

List job openings with a variety of sources If you only advertise your job openings in your community paper, the odds are that you’ll end up with a less diverse workforce than if you advertise online and in a variety of publications/sources.

I recommend:  Find several diversity-friendly publications in which you can advertise job openings at Equal Opportunity Publications (EOP), including Hispanic Career World, CAREERS and the disABLED, African-American Career World, Minority Engineer, and more. Another great option EOP offers is through EOP’s Diversity Recruitment Career Fairs. Advertise online – or view resumes, at DiversityJobs.com. Launched in 2006, DiversityJobs is a great Web site to find employees from a variety of backgrounds.