Human Resources Issues for Senior Management
Issue link: https://digital.hrreporter.com/i/699912
ployee retention rates — all of which help boost produc- tivity rates and re- duce costs associated with recruitment." "It's just good PR for businesses to be seen as equal-opportunity employers," says Silveira. Plus, she points out, "(Involvement in the program) may also bring in new customers who are similar to the people who work in the organization." SET THE STAGE FOR SUCCESS The key is to build a culture that values, encourages and hon- ours diversity, says Banwait. "An organization needs to offer opportunities for new employees to present ideas, and diversity needs to be sup- ported by senior leadership and role-modelled throughout 26/CANADIAN HR STRATEGY ees," says Seema Banwait, consultant at Williams HR Consult- ing in Toronto. Workers from outside the typical hiring spectrum bring new ideas and much-needed niche skills, too, says Banwait. "Students with limited work experience may bring experi- ences with tools such as social media," she says. "Or, older workers might have experience and knowledge on tried-and-true processes and can provide valuable insights on what may have worked in the past, or is not working today be- cause of changing technology," says Banwait. "And newcomers to the country bring a wealth of knowledge of different systems and processes that can be adopted and adapted for success in Canada." Research suggests hiring employees with a wide range of backgrounds and experiences can help employers manage ex- penses and grow pro ts, too, she says. "Organizations that place a strong focus on building diverse workplaces tend to command stronger employee loyalty, have stronger rates of employee engagement and have better em- "THE EMPLOYEE SHOULD NOT BE SEEN AS A SOURCE OF CHEAP LABOUR." PHOTO: REUTERS/CHRISTINNE MUSCHI