Independent surveys suggest that companies cannot easily quantify the effects of diversity. How would you suggest that Alliant measure the effects of a diverse workforce? If a company ignored workforce diversity, how might it be affected?

Question

Mia Greene

Business

1 August, 16:01

Independent surveys suggest that companies cannot easily quantify the effects of diversity. How would you suggest that Alliant measure the effects of a diverse workforce? If a company ignored workforce diversity, how might it be affected?

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Answers (2)

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Keegan Nicholson · Answer 1

How would you suggest that Alliant measure the effects of a diverse workforce?

Different background and more diversity can contribute for new strategies and innovation for the company. The effects of diversity can be directly quantified after hiring more diverse people into a determined sector and by comparing the profits before and after hiring. In other words, the UX of a product made by a company mostly with individuals from a social group A cannot easily design a product which a group B can identify themselves.

For example, the design of a woman intimate personal care products made exclusively by man might originate products which aren't that good as designed products made by a diverse group man and woman.

If a company ignored workforce diversity, how might it be affected?

The company can stuck into a non-creative solution and/or stays in sector without innovation. A company without innovation might be fragile to the competition companies.

Bria Holder · Answer 2

Alliant can measure the effects of a diverse workforce by checking the Recruitment, Training, External Diversity, Advancement and Cultural metrics info.

Explanation:

If a company ignored workforce diversity, it will fail to position the workers accordingly. This poor allocation of workforce will influence productivity negatively.

Recruitment: this is where the human resource system in place will select diverse employees based on the company's objective.

Training: an organization communicate its diversity goals during the training phase that occurs at inception of employment and subsequent retraining that occur within the organization.

External Diversity: the diverse customer pool you wish to attract must be commensurate to the employee pool you have trained to serve them.

Advancement: every organization seeking to keep up with the competition and possibly excel must innovate and prepare for advancement.

Culture Metrics: Inculcating cultural values such as honesty, integrity, fairness and justice into the organization's processes will produce corresponding effects.