Companies that offer health insurance coverage to same-sex domestic
partners and opposite sex domestic partners can improve productivity by
providing the safety net for employees uninsured partners at home. Many
employers also add this benefit as a sign that they value diversity and
believe that their non-discrimination policies and benefits are evidence
of their commitment.
In addition, benefits reflecting a company’s support of adopted children
also shows commitment to the employee’s work/life balance by providing
financial support.
Companies using this idea include Cigna Healthcare and Principal Financial Group.
Cigna Healthcare provides employees with child-care assistance, sick child-care
assistance and pre-tax child care program. Female employees receive job guarantee
for time off for childbirth.
Building/Facility Location
A company’s physical location can have an impact on its effectiveness in
attracting a diverse workforce. Access to bus lines and to areas where
diverse populations live can increase your staffing opportunities.
Companies maximizing the benefits of their location include Principal
Financial Group and Wellmark Blue Cross & Blue Shield of Iowa & South Dakota.
Recruiting in minority-represented colleges, associations, churches, and
community groups
Recruiting in minority-represented colleges, associations, churches, and community groups
Staffing professionals will often state that relationships recruit. The labor market has
made it necessary for employers to go find the talent and not to wait for the talent
to come to them. Building relationships with individuals that coordinate campus relations,
the leaders of associations/community groups and ministers/pastors of local churches can
present opportunities to find individuals who are actively seeking a new job and also
the passive job seeker.
Companies using this relationship-recruiting method include; Principal Financial Group,
Cigna Healthcare, CH2M Hill, R. R. Donnelley and Sons, The Soul City Cafe, Salomon Smith
Barney, ABC Virtual Communications and Blue Cross & Blue Shield of Iowa & South Dakota.
Workforce Representation Tracking
There are many workforce items that can be tracked and analyzed. This tracking and analysis
can be categorized by age, race, gender, etc. representation of your workforce. Then an
analysis of the number of training/educational assistance opportunities and review of the
number of promotions and terminations can be completed. The analysis can assist you in
determining downward trends of a certain category and whether or not you are attracting
and retaining workforce diversity. These trends can also identify issues with employee
satisfaction and retention. The analysis results can be used to set goals for hiring,
training and promotions.
Companies using these tracking and analysis methods include; Principal Financial Group,
Cigna Healthcare, Des Moines Public Schools, R. R. Donnelley and Sons, and Girls Scouts
of Moingona Council.
More staffing and retention ideas
Other Diversity ideas
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