Introduction
As a HR representative at Delta Corporation Company, diversity is among the critical issues that are of concern in this setting. It is important to learn the diversity issues in Delta corporation to be able to apply an organisational change that is inclusive and accommodative of all the problems highlighted to move forward. This paper discusses diversity issues identified in Delta corporation. The final section identifies strategies for recruiting a competent and diverse workforce.
DIVERSITY ISSUES
Gender
Delta Corporation is male-dominated. There are only two females in the departments of Human Resource management and Sales. Other departments like Finance, Research and Development, and marketing have no female at all. This is only to mean that the ratio of women to men is unequally distributed. Gender diversity poses a problem and sends a signal of disparity in the distribution of work. Although Debby Wringer is holding a senior position at the Human resource department, no other female has clinched the management position like she is. The female talent is not highly utilised in all the departments especially for key leadership engagement. There should be more equality flows for both and women in all the departments to create favourable results.
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Age/ Generation Gaps
Age difference is a diversity issue in Delta. The age group bracket of between 45-60 has nine individuals out the total employment of Delta that comprises of fourteen employees. Age difference poses a problem in the current setting if not well addressed. For instance, age boomers of between 20-30 are fewer in number. Their interaction with their elders, older than them may profoundly be affected. Put differently, most employees of the lower age bracket may seem unprepared for work or are feel intimated to the level of not opening up to carry out work effectively. Such kind of attitude locks out several opportunities. Firstly, the age difference may make junior employees with little experience to assume that the senior employees are perfect and always right. They then cut themselves out from decision making or giving any profitable output.
Education and Professional Experience
Education and professional experience build a dynamic task force which is evident in Delta. Despite tremendous and brilliant teams who seemingly are highly qualified for their work, education and professional expertise remain a diversity issue. In some of the departments, like in Sales, some employees do not have a tertiary education but have experience in their fields. This is to mean that such employees have identified with a small portion of the market through their experience but do not the insight and worldview of the product.
STRATEGIES FOR RECRUITING A COMPETENT AND DIVERSE WORKFORCE
Adhering To The Rules and Laws of Labour
One can never go wrong when applying stipulated laws in recruiting a competent workforce. It will be straightforward while following the law to employees express interest based on the law too. They will remain strict with the law as well, and this will reduce incidences of diversity issues mentioned. It will equally lead to low turnover and lawsuits.
Mixing Generations
The best way of having a matchless workforce among a recruited group is in mixing millennials. This involves bringing together senior or elderly teams together with those who are a bit young to seal the generation gap. The importance of such a mixed group will prove an advantage in idea sharing, invention, innovation and team synergy.
Education and Training
It is also essential to implement an education and training program that allows all employees; learned or unlearned to acquire key skills important to the job description. To root out diversity issues, it is also important to educate employees on the company’s code of conduct to instil an accepted form of behaviour to all of them for seamless diversity.
Skill Management.
Recruitment done without the consideration of merit is a mere joke. It is essential to hire a workforce that is skilled and meets the qualification required for the job posting. The company will not only enjoy a diverse workforce but one that is also skilled in executing it’s programs effectively.
Conclusion
Conclusively, the company profile in Delta speaks some information on workplace diversity. Gender, Age difference and education are some of the diversity issues identified. It is highly advised that the Delta human resource group implements the recommendations given to root out these diversity issues.
