Dr Giriraj Kiradoo Associate Professor

 
 

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ISBN: 978-93-91248-39-0 145 
Advance Research in Social Science and Management
Theme: 04 Strategies for Achieving and Sustaining a Diverse Workforce
 
Achieving and sustaining a diverse workforce has become a crucial priority for organisations 
worldwide. The gains of diversity in the workplace are well documented, from increased 
innovation and creativity to improved problem
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solving and decision
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making. However, creating 
a diverse workforce requires more than just hiring employees from different backgrounds. It 
requires a systematic approach that includes recruiting, retaining, and developing diverse talent 
(Kiradoo, 2008). The following paragraphs will discuss organisations' strategies to achieve and 
sustain a diverse workforce.
Strategy 1: Establishing a Diverse Recruitment Process
 
A diverse recruitment process is essential to building a diverse workforce. Organisations should 
evaluate their recruitment strategies to identify any potential barriers to diversity. For example, 
many job descriptions contain biased language that may discourage certain candidates from 
applying. Organisations should also consider using blind resume screening, where identifying 
information such as name and address is removed from resumes to prevent unconscious bias. 
Another effective strategy is to partner with organisations that serve underrepresented groups. 
This can include community groups, schools, and professional organisations. By building 
relationships with these groups, organisations can increase their visibility and attract a more 
diverse pool of candidates (Greenberg and Edwards, 2009).
Strategy 2: Developing a Diverse Talent Pipeline
 
Organisations should invest in developing a diverse talent pipeline to ensure a steady stream of 
qualified candidates. This includes offering internships, apprenticeships, and mentorship 
programs that provide opportunities for individuals from underrepresented groups to gain 
experience and develop skills (Kiradoo, 2011).
Organisations should also provide professional development opportunities to their employees to 
help them advance their careers. This includes training, mentoring, and coaching programs that 
give employees the skills they need to succeed in their roles and advance within the organisation 
(Jackson et al., 2016).