Hotel Recruitment: How diverse is diverse enough?
By Jason Ferrara Vice President, Corporate Marketing, CareerBuilder | December 15, 2009
Long dominated by white males, the nation's work force is now nearly 48 percent female, 14 percent black, 11 percent Hispanic and 5 percent Asian/Pacific Islander, according to the U.S. Equal Employment Opportunity Commission. The Bureau of Labor Statistics predicts that by 2008, women and minorities will make up 70 percent of all new entrants to the workforce.
But equal representation in the workplace doesn't necessarily mean equal clout. Hispanics are now the largest U.S. minority group, but they're also the most underrepresented in executive suites. According to an article published last July in the Dallas Morning News, Hispanics hold less than 3 percent of all Fortune 500 board seats.
These statistics highlight the important role that workplace diversity will play as Corporate America evolves to keep pace with a changing U.S. population. To remain competitive, businesses need to embrace diversity as a strategic initiative, tying diversity to corporate profits.
Workplace diversity is hardly a new notion. The push for diversity gained prominence in the 1970s and 1980s as an influx of women entered the workforce. When EEOC reporting requirements emerged in the 1990s, the concept took on even greater importance.
Today, embracing diversity means far more than creating more and equal opportunities for black and Hispanic workers. Diversity initiatives also benefit Asians, Native Americans, women, people with disabilities, and gay and lesbian workers.
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