Reference no: EM133207701

Question: Diversity is an essential part of of the workplace in todays world, and it can be extremely beneficial for organizations. Acquiring talent from all walks of life can help provide the company with various viewpoints and experiences that can help them grow. With that being said, it isn't always easy to do so, however, there are four practices that can help increase your chances of creating a diverse workforce. The first and most important step is to make diversity a part of your company brand (Tech, 2020). Placing this value at the forefront of your business can actually attract employees who are seeking diversity. In fact, studies by Glassdoor reports that two thirds of workers look for companies who place diversity in their brand (Tech, 2020). Casting a wider net is the next step. Looking in one place for talent can limit the chances of finding of pinpointing diverse employees (Tech, 2020). Companies should build relationships with organizations such as Urban League to help find diverse hires (Tech, 2020). The third step is to integrate diversity into talent management and succession planning. Involving these new diverse hires into the employee life cycle and giving them opportunities to move up the ladder is equally important as hiring them (Tech, 2020). The fourth step is to let the employees take the reigns. Diversity doesnt just come from the top down, and encouraging employee resource groups can be very helpful (Tech, 2020).

Big data can be useful when hiring new employees, however it does have some faults that can cause discrimination. With that being said, managers can minimize the risks of discrimination by paying attention to key aspects. Managers should always be aware of data that avoids or erases information from specific areas or populations because this creates bias (Scott-Briggs, 2021). Management needs to make note of what theyre looking for, for more accurate results (Scott-Briggs, 2021). Lastly, periodic evaluations of the big data needs to be conducted (Scott-Briggs, 2021).

Physical ability tests in the healthcare system are a practical way to make sure that someone is able to complete the necessary tasks at hand. In order to avoid discrimination with these tests, its imperative to provide the same tests to everyone. Mangers should score everyones test the same, and scores should be validated by multiple sources. As long as there is a fair approach, the risks of discrimination should be very low.

These are the original questions:

Discuss hiring strategies that place value on a diversity workforce and strategies employed to avoid reverse discrimination.

Discuss the use of data analytics in the hiring decisions and steps necessary to limit discrimination.

Discuss the practical value of using physical ability tests in healthcare organizations and strategies to avoid discriminatory practices.