employers use diversity and inclusion initiatives for both compliance obligations and to increase the overall bottom line with a more diverse workforce. by capturing data on employee demographics, an employer is better able to understand the diversity of its employees and identify any areas of concern or trends. again, surveying employees can help shed light on their perception of the company in relation to encouraging and appreciating diversity in the workplace. the organization must set specific goals related to diversity and inclusion based on the company’s strategic objectives.
another task is to identify how management will be held accountable for supporting and engaging in the diversity and inclusion initiatives. diversity committees meet regularly and are typically tasked with the following: in the absence of a diversity and inclusion committee, an employer can designate responsibility for the above tasks to management or consider hiring a diversity and inclusion specialist to run the program. diversity and inclusion initiatives are not static, and an ongoing review of the workforce and a response to changing needs are necessary. periodically, an organization may need to start at step 1 again and collect data to refocus its diversity and inclusion program.
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