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Agrimarketing : July August 2008
14 AgriMarketing ¦ July/August 2008 D iversity no longer means Black, White, Asian, or Indian, there are a number of other factors that contribute to the patchwork of the diverse employment population we now see within the agribusiness industry and overall workforce. Companies experience diversity through minority and immigrant tal- ent, but also generational, gender, religious, and cultural differences. Learning to embrace these differ- ences and use them to the organiza- tion’s advantage is the key to build- ing a pipeline of diverse talent and leads to improved recruitment, higher productivity, and a larger return on investment. If we look at minority/ immigrant diversity alone, we have all witnessed the rise in minority and immigrant talent within North America and the United States par- ticularly. According to Diversity- Inc.com for every 5.3 non-minority, 70-year-old there is one minority. For those under 10-years-old the ratio is 1.5 to 1. VALUE OF A DIVERSE WORKFORCE While there a many reasons to employ a diverse workforce some of the most common assets customers have mentioned to AgCareers.com include: • More creativity within the work- place. • Reflects the overall population and customers. • Increases the candidate pool. • Gives a competitive advantage. • New generation demands and wants diversity. • To comply with the law. CHALLENGES OF DIVERSITY Like anything there are challenges when considering recruiting a diverse work population. For minority and immigrant recruitment often times there is a language barrier; for gener- ational recruitment it could be differ- ing attitudes toward hierarchy; and when considering gender differences communication style may be a factor. Often times the barriers we wit- ness are inflicted due to stereotyp- ing. Helping other employees and even senior leaders keep an open mind and focusing on the benefits of a diverse workforce can help to min- imize stereotyping. EFFECTIVE DIVERSITY RECRUITMENT Ideas at an organizational level are not much different than traditional recruitment. The key is to view your efforts from a diverse standpoint. In your branding pieces, do you feature ethnically diverse people, male and female, and young and old employ- ees? What kind of view would a per- son see in terms of diversity when visiting your company Web site? An AgCareers.com client recom- mends using all employees to gener- ate candidates and develop an employee referral program that rewards employees for this type of assistance. Utilize outlets to recruit diverse candidates — university career fairs, organizations (MANRRS — Minorities in Agriculture, Natural Resources and Related Sciences , for example), and Internet recruitment options should all be evaluated on their outreach to diverse populations. Another great tactic for recruiting for diversity is actively involving your current diverse talent to advocate and be a presence at recruitment events. People tend to gravitate to “like” people. For more information, please contact AgCareers.com at firstname.lastname@example.org. AM EVENTS Upcoming AgCareers.com Visit www.AgCareers.com for details On-Campus Branding August 20, 2008 Webinar Workforce Planning September 9–10, 2008 Chicago, IL Canadian Roundtable September 22–24, 2008 Niagra-on-the-Lake RECRUITING FOR DIVERSITY The Scoop on Recruiting
CAMA 2008 Canada