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  • December 7, 2017
  • David Marks
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Increasing Diversity In Recruitment And Selection


1.1. Introductory Overview:

Increasing Diversity In Recruitment And SelectionOne of the important human capital measures in an organization is to analyze and measure the extent of diversity in the organization. The HR function is said to maintain ethical standards in terms of equality and diversity if they involve in recruitment and selection of employees with different diverse factors like sex, age, religion, race, sexual orientation, language, etc., and promote equal opportunities for employees in a safer work environment Armstrong (2010). Companies in today’s world compete with each other in hiring employees with unique talents which would ultimately benefit the organization in terms of brand image and capital revenue. There are increasing trends in recruitment and selection processes adopted by various organizations in order to attract talented employees (The Economic Times, 2013).

Apart from analyzing the benefits and the importance of recruiting and selecting employees with diverse factors, this study also critically analyzes the issues and barriers in managing diversity in work environments and the challenges faced by functional teams in recruitment and selection processes.

  • Diversity- Organizational Culture:

Although diversity has been introduced in organizations through legislative actions and in the aim of increasing profits of the organizations, there is an increasing change in the diversity trend in today’s world, as organizations promote diversity for better performance of the organization to compete its competitors and in the view of hiring unique talented employees who would bring innovative and creative ideas and work outcomes (Richards and Armstrong, 2011).

There are several legislations and inclusion & equality initiatives worldwide that encourage diverse workplace culture in organizations and those that protect against discrimination by promoting equality and inclusion in the work environments. According to Torrington (2014), Equality & inclusion initiatives are considered to be a liberal approach handled by a group of people who believe in eliminating the barriers that the minority groups like women, LGBT and disabled people face in organizations and other work environments. Another approach is to change the preconceptions and outlooks about these minority groups, which is personified in the managing diversity approaches. The third approach, which is a radical approach to eliminate discrimination, is to emphasize on legislations. This approach promotes reverse or positive discrimination in order to maintain workplace diversity, and it is said to change the attitudes and outlooks on minority groups naturally.


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