Healthcare and Medicine Reference
In-Depth Information
￿ The campus will fulfill its role as a public institution by reflecting the
diversity of the state as well as meeting the increasing demand to pro-
vide informed services to an increasingly diverse customer base.
Some of the skills needed to transform the organizational culture so
that it more closely reflects the values of a diverse workforce are:
￿ An understanding and acceptance of managing diversity concepts;
￿ Recognition that diversity is
threaded through every aspect of
management;
￿ Self-awareness, in terms of understanding one's own culture, identity,
biases, prejudices, and stereotypes;
￿ Willingness to challenge and change institutional practices that present
barriers to different groups.
The following are examples of best management practices in hiring
strategies, in relation to diversity.
￿
Specify the need for skills
to work effectively in a diverse work
environment.
￿ Make sure that good-faith efforts are made to recruit a diverse appli-
cant pool.
￿ Focus on the job requirements in the interview, and assess experience,
but also
￿ Consider transferable skills and demonstrated competencies, such
as analytical, organizational, communication, coordination.
￿ Remember that prior experience does not necessarily mean effec-
tiveness or success on the job.
￿ Use a panel interview format.
￿ Ensure that the committee is diverse with respect to unit affiliation, job
classification, length of service, variety of life experiences, etc. to repre-
sent different perspectives and eliminate bias from the selection process.
￿ Ensure that appropriate accommodations are made for disabled
applicants.
￿ Know your own biases and stereotypes.
CASE EXAMPLES
Disparate treatment in hiring remains a major problem. The Equal
Employment Opportunity Commission (EEOC) reported that employers
are still barring large groups of people from jobs based on race, sex, age,
and other prohibited reasons that are described in the following case
examples.
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