Delta Corporation is a leading Qatar-based oilfield engineering design and manufacturing company. The company specializes in the product ion of wellheads and other oilfield equipment. Despite the company’s headquarters being based in Doha, Delta Corporations has a global presence spanning North and South America, Middle East (ME) region, Asia, and Africa. Delta has a rich history in the design and manufacture of oilfield equipment that can be traced back to 1977 in Conroe, Texas (Delta Corporation, 2012) . However, as a result of the growth in business and the acquisition by Qatari investors, the company not only expanded to ME, Africa and Asia in addition to traditional markets of North and South America but also relocated their corporate headquarters to Doha, Qatar.
Current or potential diversity issues at Delta Corporation
Over the decades, the workforce of Delta Corporation has become increasingly diverse due to growth and expansion. An assessment of the company’s corporate profile indicates that Delta has employed a host of strategy to manage its diverse workforce. First , Delta’s organizational culture encourages diversity and equality among all its employees. Consequently, Delta encourages its employees to work together and respect one another’s differences (Delta Corporation, 2012) . Secondly, the company provides all its employees with equal opportunity for growth in addition to treating them fairly and with respect. Thirdly, the company recruits its employees from all the regions in which it has a significant presence. Consequently, Delta’s workforce is drawn from over sixteen different countries across, North American, African, and ME regions. Finally, an open-door policy is observed at Delta with employees being encouraged to voice out any concerns about their work environment. Despite these strategies, diversity is bound to be a major issue for Delta. This is particularly due to the growing business, as well as the political, social, economic and cultural developments in the regions within which it operates.
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Strategy for recruiting a competent and diverse workforce
The adopted recruitment process plays a critical role in the promotion of an inclusive and harmonious workplace environment. Therefore, in addition to education, skills, and experience, it is important for an organization to hire based on the ability of an employee to work with and lead people of a diverse background. Delta can implement several strategies to ensure that the company recruits a competent and diversified workforce. Firstly, Delta’s workforce should reflect the diversity of the community and the clientele the company serves (Dike, 2013) . While it is important to bring in employees from headquarters, Delta must develop a culture of hiring locally from all the regions the company has operations. As a result, recruitment efforts should be region-specific.
Secondly, during the recruitment process, employees should be assessed on their competencies of working with and in diverse teams. Some of the essential skills that should be considered include but are not limited to self-awareness, the ability to appreciate the needs of others, communication, flexibility and adaptability (Patrick & Kumar, 2012) . Self-awareness can be defined as the capacity to know oneself and the effect of one’s behavior , attitude, and perceptions of others. With regards to self-awareness, potential employees should be assessed on their behaviors, attitudes, and beliefs; how they express their emotions; whether they have positive attitudes towards others; and whether they reflect and learn from workplace experiences during recruitment.
Potential recruits must also be assessed to ascertain whether they can appreciate the needs of others. It is important to determine whether recruits are aware of cultural, generational and gender-based differences in the workplace and whether they respect these differences (Dike, 2013) . During this assessment, it will be important for recruits to prove that they are empathetic; can see issues from another person’s perspective; take the initiative to know workmates; acknowledge, respect and appreciate workplace diversity; and are mindful at all instances.
Further, recruits must also be tested on their ability to communicate ethically. Specifically, recruits must demonstrate the ability to communicate effectively and mindfully especially when working in a diverse environment. As a result, the employee must show the capacity to communicate differently based on context and audience, express own opinions with sensitivity and to communicate effectively when confronted with difficult people and situations . Finally, the recruitment process must assess the employees’ flexibility and adaptability. This refers to how creatively they manage stressful situations and workplace diversity (Patrick & Kumar, 2012) . Thus, it is expected that employees must demonstrate the ability to adjust their expectations and pace of work and openly esteem the benefits of a diverse workforce.
References
Delta Corporation. (2012). Conventional surface wellheads . Retrieved from www.deltacrp.com/images/4-%20Wellheads%20Catalogue.pdf
Dike, P. (2013). The impact of workplace diversity on organisations.
Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open , 2 (2), 1-15.
