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How to increase diversity through your recruitment practices[文献翻译].doc

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How to increase diversity through your recruitment practices[文献翻译]

外文文献翻译译文外文原文原文： How to increase diversity through your recruitment practices Jeremy Tipper Increasing diversity whilst recruiting has been one of the hot topics in the UK employment marketplace for the last couple of years. The debate has often been driven by the public sector which has been the source of much best practice,whilst in the corporate sector, legal compliance has been the primary driver behind most diversity recruiting.The introduction of The Employment Equality Regulations 2003 has made it illegal to discriminate or harass in the workplace on the grounds of sexual orientation, religion and beliefs.However, the threat of being sued should not be the backbone of your diversity policy. Economics and commercial advantage provide solid foundations for most corporate initiatives and the business case for increasing diversity via recruitment should be no different. Outlined below is a plan for developing an effective diversity recruiting strategy. 1. Know your market In order to effectively recruit from minority groups, it is important to understand your available talent market. Use internal resources to help you get to know your market place. Market research, marketing and sales departments, and corporate communications functions tend to be a rich source of information in relation to the diversity of your customer base. Learn from your sales and marketing team who, given the commercial benefit, will have developed a sophisticated strategy for attracting and retaining diverse customers. In addition, official records exist, providing further information. For example, the 2001 census can give an accurate breakdown of the minority ethnic population of Great Britain – which grew by 53 per cent between 1991 and 2001, from 3.0million to 4.6 million. While books and other materials, buildings, hardware, software and systems are key parts of organizations, people are what make the key difference. This is the first of the major changes in thinking about organizatio