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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, pliance has been the primary driver behind most diversity 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 , the threat of being sued should not be the backbone of your diversity policy. Economics mercial 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 munications 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 mercial 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 to million
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