Design a diversity program

This included website development, advertising, early exposure opportunities, travel to predominantly minority institutions and national meetings, and mentoring URMM medical students.

We implemented parallel activities to increase the number of URMMs in our residency program. Organizations can also use diversity and inclusion programs to better meet compliance obligations and generate higher morale amongst employees. To create an effective diversity and inclusion program , companies should consider the following.

Diversity and inclusion programs provide companies with the opportunity to tap into the strengths of their workforce. According to a survey conducted by Glassdoor , 67 percent of job seekers said a diverse workforce is important when considering job offers and 57 percent of employees think their companies should be more diverse. This means that companies that implement a diversity and inclusion program are more likely to attract top talent.

Embracing diversity and incorporating it into overall corporate culture has many benefits , such as introducing broader perspectives informed by the personal experiences of employees from various backgrounds into the workplace. Companies employing a diverse workforce also have a competitive advantage when it comes to hiring talent and attracting customers by embracing individuals from all walks of life.

In order for a diversity and inclusion program to succeed, HR professionals need to secure buy-in from senior management. Obtaining buy-in requires HR professionals to outline how a diversity and inclusion program will help the company reach strategic goals, laying out the business case for the program. For example, managers assigned the responsibility of assisting in a diversity and inclusion program rollout should be tasked with generating a dialog between themselves and employees to ensure a commitment to diversity is not only upheld by management but with non-management staff as well.

HR professionals may also want to create a diversity council or committee composed of employees from all levels. 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. Jessica's experience spans private and non-profit sectors in multiple industries. Photo by Lum3n. Promote a Press Release Now. About the author. View All Posts. Go to mobile version.

Print Friendly. Each of the following sessions should be staggered and offered every three years: Identify a minority coach recognized for his or her minority recruiting success to participate in a presentation and discussion with head and assistant coaches on successful practices and priority considerations when recruiting minority student-athletes. This program should also include successful practices to increase minority student-athlete retention.